Managing a global and diverse workforce Essay Example | Topics and Well Written Essays - 2000 words

Managing a global and diverse workforce - Essay role stickerOrganizations have realized the significance of diversity management as the focus has shifted from earning revenue to enhancing employee satisf achievement. In essence, globalisation is one of the key contributors to the establishment of workplace diversities making it essential for a human resource jitney to build a culturall(a)y tolerant environment. The core practice of incorporating this management concept is ensuring that managers utilize all the tools and resources at their disposal in order for the solve to be successful. With this, this essay will delve into the compliance-based model of enforcing workplace diversity practice used in the ground forces in relation to hiring and assigning employees. news report of the compliance-based model in the US Initially, the concept of applying workplace diversity began through the introduction of affirmative action as a provision of the law in which human resource profes sionals had to give equal opportunities to speculate seekers (Kandola & Fullerton 2003, p. 4). As per the law, employers can non use racial, ethnic affiliation, or gender as the basis to offering employment or as a tool for filling out the diversity gaps that may exist within an organization. The process began as a voluntary aspect in which those that desired to apply it could, but it later evolved to be a mandatory practice because of the increase in cases of substandard treatment by employers. In essence, for those that could not comply with the developed level-headed structures that aimed at enforcing equality at the workplace became subject able to legal penalties. By the mid twentieth century, the quest to achieve workplace diversity had begun in Europe and USA where those that sought employment opportunities in these regions could not experience discrimination (Ozbilgin 2004). The Civil Rights legislation of 1964 and the Directive 2000/78/EC are some of the laws developed in order to protect job seekers from discrimination. Both of these laws safety device the employees against prejudicial treatment at the work place because of their religion, gender, sexual preference, personal experience and their ethnic background. racialism as a workplace produce For many years, racialism has been a predominant workplace issue that has attracted civil lawsuits because human resource professionals have failed to eradicate out of their organizations. Kumra and Manfredi (2012, p. 101) suggest that the significant fraction of the people that has continued to experience workplace discrimination is the African American population. They argue that blacks experience everyday racism at their places of work as compared to any other immigrant population hence making some companies to advocator for institutional racism. Britain is one of the super economies that have minimal regard for people from the black and the ethnic nonage groups in relation to positions of power, ed ucation, and employment. Further, the percentage of the unemployed from the BME groups stands at 8.5% because the percentage managers from this community tend to be minimal. The implication of this is that the high percentage registered in the unemployed population is because of having fewer managers at the management levels that can fancy that there is diversity and equality in their places of work (Gold 2009, p. 56). However, this challenge takes from the fact that a significant