Managing Culturally Diverse Workforce †MyAssignmenthelp.com

Question: Discuss about the Managing Culturally Diverse Workforce. Answer: Introduction Business organizations along with educational institutions have a culturally diverse workforce that includes both employees and students. Failure in managing cultural diversity effectively results in discrimination in terms of workplace recruitment, selection, opportunities along with harassment and bullying. Challenges encountered due to diversity thereby, hampers the psychological and emotional well-being of the individuals. However, if managed appropriately, it helps in maintaining mutual respect and fairness. This report highlights the challenges and opportunities encountered by Aotearoa Institute of Technology in managing a culturally diverse workforce in order to access educational services by ensuring and promoting equality. Challenges encountered in managing culturally diverse workforce Aotearoa Institute of Technology Ltd. is committed to promoting equality and tackling discrimination thereby ensuring access to education services for all the people. The organization does not want to compromise with the quality education due to workplace diversity. Inequality is encountered in terms of age, race, gender disability, religious beliefs and political opinion (Patrick Kumar, 2012). The organization has developed suitable policies and legislations in order to prevent discrimination. There are some major challenges encountered by Aotearoa Institute of Technology Ltd while managing diversity in the workplace. As commented by Barack (2016), harassment and bullying are most commonly noticed in a diversified workplace. The individual coming from a background with less preference are harassed within the workplace. For example, some employees are not given appropriate changes at the workplace such as promotion due to diversity. Moreover, due to diversity, the employees might le ss likely to let the voice of other employees express their opinion. Diversified workplace culture results in encountering prejudice or negative cultural stereotypes (Harvey Allard, 2015). Discrimination is also another significant aspect that is encountered by Aotearoa Institute of Technology Ltd while managing diversity. As a result, the entire population was unable to receive equal educational service thereby, hampering their progress. Additionally, most of the employees blame the victims only for facing harassment as they consider everything as the victims fault. Alongside, the employees from the different background also encounter strong negative reaction defined as backlash by the majority of the people in the workplace. Such negative reactions hamper the psychological and emotional state of the individuals. The aforementioned challenges thereby prevent the individuals from accessing suitable facilities and progress. Opportunities in managing culturally diverse workforce successfully Along with the major challenges encountered by Aotearoa Institute of Technology Ltd, various opportunities can be achieved if the challenges are managed appropriately. As mentioned by Kirton Greene (2015), mutual respect is the most important thing that can be achieved by managing the workplace diversity. Mutual respect for all the individuals within the same environment helps in creating a strong bond along with positive relationship and working environment. Moreover, mutual respect for each other also helps in building a sense of acceptance and fairness within the working environment. Therefore, if Aotearoa Institute of Technology Ltd is able to manage the challenges faced due to discrimination, the organization will be able to create a steady relationship between the employees, the students along with establishing a healthy working environment. Aotearoa Institute of Technology Ltd will be able to mitigate discrimination in terms of age, sex, gender, marital status, disability and political views. One of the major opportunities of maintaining cultural diversity is ensuring equality (Singh, Winkel Selvarajan, 2013). The policies and legislations developed by Aotearoa Institute of Technology Ltd help in ensuring equality within the organization. This will help in equal access of educational services within the institution without compromising the quality of service. Effective management of workplace cultural diversity helps in encouraging the engagement of the individuals present within the environment (Chrobot-Mason Aramovich, 2013). Due to empowerment, engagement and suitable opportunities, the performance of the individuals within the organization is enhanced. In order to motivate the individuals, Aotearoa Institute of Technology Ltd recognizes and appreciates the effort and hard work of the people. Aotearoa Institute of Technology Ltd does not discriminate in acknowledging the performance in terms of disability, age, gender and political opinions. Therefore, Aotearoa Insti tute of Technology Ltd. achieves better performance by managing workplace diversity effectively. Conclusion In this report, it can be concluded that Aotearoa Institute of Technology Ltd encounters challenges due to workplace diversity that is managed appropriately thereby, ensuring potential opportunities. The potential issues faced by Aotearoa Institute of Technology Ltd due to the culturally diverse workforce are harassment, biases, discrimination, backlash based on age, gender, disability, religion views and religious background. However, Aotearoa Institute of Technology Ltd has developed policies and rules that helped to manage workplace diversity thereby, giving rise to potential opportunities such as mutual respect, fairness, equality, empowerment, encouragement, and recognition. References Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage Publications. Chrobot-Mason, D., Aramovich, N. P. (2013). The psychological benefits of creating an affirming climate for workplace diversity. Group Organization Management, 38(6), 659-689. Harvey, C. P., Allard, M. (2015). Understanding and managing diversity: Readings, cases, and exercises. Pearson. Kirton, G., Greene, A. M. (2015). The dynamics of managing diversity: A critical approach. Routledge. Patrick, H. A., Kumar, V. R. (2012). Managing workplace diversity: Issues and challenges. Sage Open, 2(2), 2158244012444615. Singh, B., Winkel, D. E., Selvarajan, T. T. (2013). Managing diversity at work: Does psychological safety hold the key to racial differences in employee performance?. Journal of Occupational and Organizational Psychology, 86(2), 242-263.