Diversity in Workplace Fundamental Factor

Question: Discuss about the Diversity in Workplace forFundamental Factor. Answer: Cultural diversity is considered as an asset and a fundamental factor responsible for better performance of any organization. The Diversity Policy of Department of Veteran Affairs (DVA) signifies a commitment to entrench the principles related to cultural diversity into its workplace. Now, suppose previously, racism and bullying issues have been reported regarding cultural and social diversity, which called for a training to be conducted in the workplace (Azmat, Fujimoto Rentschler, 2015). A procedural document has been prepared for the staffs in reference to the Diversity Policy of DVA explaining the significance and benefits of productive diversity in an organization. Principles The Diversity policy of workplace follows the principles of equal employment opportunity by recognizing the diverse background and perspectives of the employees working in the organization. The implementation of these principles shall develop a motivated workforce that would enhance the performance of the organization (Barak, 2016). Importance and Benefits of Diversity in Workplace An organization may succeed even when its employees belong to diverse cultural backgrounds if they accept and respect each others diverse culture and work together for the betterment of the organization. The advantages and the significance of accepting diversity in the workplace are enumerated as below: Enhanced creativeness- when people belonging to diverse background work together with a common objective, it would only enhance the creativity and things will only get better. Increased adaptation- employees belonging to diverse culture may provide different ideas, which would enable the organization to adapt to the fluctuating markets and the ever-changing demands of the customers. Increased production- when diverse workforce come together and works for a common goal, it leads to an increase in the production of the organization. Meeting customer needs- a diverse workforce can exchange their idea and perspectives, which, if effectively exploited, it would enable the organization to deal with the business issues more effectively and satisfy the needs of the customers on a global basis promptly and with efficacy. Compliance with the Anti-Discrimination Laws in the Workplace The policy mandates compliance with the following legislations relating to the workplace diversity: Disability Discrimination Act 1992 Racial Discrimination Act 1975 Sex Discrimination Act 1984 Work Health and Safety Act 2011 A Discriminatory act not only affects employment but also affects the performance of a organization. The employers must be prohibited from discriminating against any employees and any report of discriminatory conduct must be dealt with promptly. The employers and the employees are under legal obligation to maintain a friendly work environment that is free from any form of discrimination or inequality (D'Netto et al., 2014). Issues Arising from Diverse Culture The most common issue related to diverse culture is miscommunication. This may affect the clients perspective and in turn, may affect the performance of the organization. Another issue is regarding the different approaches or perspectives of the employees belonging to different cultural background. Resolving the Diversity Issues In order to resolve the issues, the employers must make necessary efforts to resolve it sensitively and impartially considering the different cultural backgrounds (Peretz, Levi Fried, 2015). The organization may face diversity related issues such as miscommunication. Under such circumstances, the management must encourage interaction between the employees having miscommunication and make an effort to resolve it impartially. Recruitment While recruiting employees from diverse background, the organization must include indigenous employees, jobs must be easily accessible to the employees with disability. It must strive improve opportunities for the employees by developing their working skills. Reference List Azmat, F., Fujimoto, Y., Rentschler, R. (2015). Exploring cultural inclusion: Perspectives from a community arts organisation.Australian Journal of Management,40(2), 375-396. Barak, M. E. M. (2016).Managing diversity: Toward a globally inclusive workplace. Sage Publications. D'Netto, B., Shen, J., Chelliah, J., Monga, M. (2014). Human resource diversity management practices in the Australian manufacturing sector.The International Journal of Human Resource Management,25(9), 1243-1266. Peretz, H., Levi, A., Fried, Y. (2015). Organizational diversity programs across cultures: effects on absenteeism, turnover, performance and innovation.The International Journal of Human Resource Management,26(6), 875-903.