You have been working as a supervisor in a community service organisation for some time. The organisation has a policy of recognising diversity – personal/individual and cultural. The current workplace is, therefore, comprised of a number of people from different cultures, with a wide range of background experiences and skills.
Inclusivity policies are supported by the current workforce and there is very little conflict. All staff receives cross-cultural training which helps them accept workforce diversity and accommodate the diverse needs of the clients for who they care.
Write a 2,500-word paper explaining:
Diversity refers to the mixture of different things which are separate from each other. It works as the beneficial concept for organisation as people belonging to diverse culture provide wide range of scope and option to company (Sandberg, 2015). The present report is based on the Red Cross, a renowned community services charity-based organisation which works for social welfare. This company was incorporated in 1941 by Royal Charter. Red Cross works on an international scale and contributes in different kinds of social services like aid, migration support, blood donation, social inclusion, community services and humanitarian law. The company is working collaboratively with a huge number of workforce that works with diverse cultured people. This non-governmental company follows inclusivity policies for managing conflicts at 694 workplaces. This report provides a deep description about roles of diversity and its impact upon workplace.
Impact of diversity upon work and work relationship.
Diversity plays an essential role in the working environment of a company. It also influences the capability of employees while performing their job responsibility and their relationship with colleagues. In context to Red cross, the community service company is working at international whose work is operated by people belonging to different cultures. Thus, it is difficult for a company to deal huge work without compromising with anyone's culture. It can be said that there are many ways in which diversity in employees’ culture impact upon work and work relationship of Red cross. These ways are defined as below:
Benefits of diversity.
Diversity refers to concepts which implies that everyone is unique in personality can be recognised on dimensions such as race, ethnicity, gender, sexual orientation etc (Kamoche and et. al., 2015). In organisational context, it is a wide set of conscious practices that involve understanding individual based on demographic and philosophical differences. Diversity in an entity could create benefits that are as follows:
Need for inclusivity, cultural safety and cultural competence.
Cultural inclusion refers to laws and policies for combing best-problem solving, creative, innovative and entrepreneurial practices. This kind of environment is created to work with mutual respect, effective relationship and many more.
Cultural safety is primarily regarded a concept to ensure safe and healthy working environments for employees. An employer should consider health of its workforce important and make necessary arrangements.
Cultural competence refers to ability to build an environment where people find it easy to interact and understand each other and to be respectful to people belonging to different backgrounds. The need for the above-mentioned elements are as follows:
Cultural characteristics, biases and prejudices.
Cultural characteristics means shared set of values by a society. A society have people from different background, who may have different opinions, ideas and choices, hence, these all should be given importance.
Bias can be described as a tendency to form decisions by considering specific thoughts or notions. This makes a person to commit mistakes or errors in judgements so formed.
Prejudices refers to incorrect behaviour towards an individual or group of people. It is a dislike without any reason towards a particular group.
It is necessary and important for individuals to be self-aware and competent to perform their tasks efficiently (Smith, 2015). One must stand and raise his voice against any circumstances which may impact negatively. Everyone should provide the best solution to their clients or customers. When it comes to biases, which is a human nature, in which a person can make mistakes, however, employees must take utmost care and carry work to mitigate the level mistakes and errors that may occur.
How diversity should be valued and accommodated.
The individual perception and experience may affect the performance of an organisation in different ways. It may impact its assets and growth. As increasingly more companies are expanding their businesses in multiple countries which increases diverse workforce in the organisation (Zastrow, 2016). Hence, it is important to evaluate value of diversity. Valuing diversity mean creating equal employment opportunities to all irrespective of gender, nationality, race, religion etc. Accommodating diversity mean modification of policies, practices, attitudes and behaviours that may discriminate a group of person or even an individual on the number of basis.
It can be valued and accommodated in the following ways:
How effective and mutually beneficial relationships can be built with work mates, clients and client's families.
Creating relationship at workplace is very important as employees spend majority of their time with their colleagues. Further, a healthy and good relationship increases efficiency of employees which provide positive impact on business. Moreover, workforce find it comfortable to work in an entity which create an amicable environment. The ways in which effective and mutually beneficial relationship with workmates, clients and client's families are as follows:
How to overcome communication barrier.
Communication is a key to success of an organisation. A message sent by sender must be such that it is understandable by receiver. However, an organisation employing diverse workforce may face various language barriers. Red Cross can remove communication barriers in the following ways:
How the individual and cultural needs of clients can be accommodated and respected.
The cultural needs of individual from diverse background should be respected. This gives a confidence in public and investors in the company (Bell and Adams, 2016). The ways in which individual and cultural needs of clients can be accommodated and respected are as follows:
Methods used to prevent, overcome or manage cultural conflicts.
Disputes are inevitable, and it is just impossible to remove them from arising again in future. When an organisation employs a diverse workforce, it is likely to cause conflicts. Further, these must be resolved promptly in order to maintain consistency in organisational activities. The techniques that may used to manage or overcome them are as follows:
Strategies for improving self and social awareness.
From the above report, it has been concluded that work and work relationship is important to maintain a healthy and amicable working environment at workplace. Diversity is always having positive impact at workplace and employees with different background must be hired in companies. This increases productivity, profitability and efficiency. Further, conflicts must be avoided through methods that may provide appropriate way to resolve. Moreover, social awareness is important in global market so that company can do its business easily in multiple countries. Along with this, the power of language must be understood.
Bartholomaeus, C., Riggs, D. W. and Andrew, Y., 2017. The capacity of South Australian primary school teachers and pre-service teachers to work with trans and gender diverse students. Teaching and Teacher Education. 65. pp.127-135.
Bell, L.A. and Adams, M., 2016. Theoretical foundations for social justice education. In Teaching for diversity and social justice (pp. 21-44). Routledge.
Conrad, C. and Gasman, M., 2015. Educating a diverse nation. Harvard University Press.
Ellis, W. F. and Epstein, K. K., 2015. Tactics and strategies for breaking the barriers to a diverse teaching force. Diversifying the Teacher Workforce: Preparing and retaining highly effective teachers, pp.139-150.
Jones, T., and et. al., 2016. School experiences of transgender and gender diverse students in Australia. Sex Education. 16(2). pp.156-171.
Noe, R. A., and et. al., 2017. Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Kamoche, K. and et. al., 2015. The dynamics of managing people in the diverse cultural and institutional context of Africa. Personnel Review. 44(3). pp.330-345.
Prause, D. and Mujtaba, B. G., 2015. Conflict management practices for diverse workplaces. Journal of Business Studies Quarterly. 6(3). p.13.
Sandberg, S., 2015. Lean in-Women, Work and the Will to Lead.
Smith, D. G., 2015. Diversity's promise for higher education: Making it work. JHU Press.
Thyer, B. A., 2017. Social learning theory: Empirical applications to culturally diverse practice. In Human behaviour theory (pp. 133-146). Routledge.
van der Walt, F. and de Klerk, J. J., 2015. The experience of spirituality in a multicultural and diverse work environment. African and Asian Studies. 14(4). pp.253-288.
Wen, H., and et. al., 2015. Fluorinated Alcohol‐Mediated SN1‐Type Reaction of Indolyl Alcohols with Diverse Nucleophiles. Advanced Synthesis & Catalysis. 357(18). pp.4023-4030.
Zastrow, C., 2016. Empowerment Series: Introduction to Social Work and Social Welfare: Empowering People. Cengage Learning.
Urgenthomework helped me with finance homework problems and taught math portion of my course as well. Initially, I used a tutor that taught me math course I felt that as if I was not getting the help I needed. With the help of Urgenthomework, I got precisely where I was weak: Sheryl. Read More