Diversity and Inclusion in Work Places

Categories: Diversity Diversity In The Workplace

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The diversity and inclusion in work places are common phenomenon of many organizations in Australia. There is diversity in every work place, to the extent that it does not welcome the same staff of the organization at the same time (Ali, & French, 2019). Many organizations today are experiencing the problem of employees not been treated fairly. The mal-treated employees are not given the equal opportunity as the other employees, and their consideration in the organization is relegated. The differences or the inequality is majorly on sex differences, age gaps, racism, caste difference etc.

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These are the basic concerns, which promote the unjustified behavior in the organization by the other employees of the company (Bernstein, et al, 2019). It is found that this type of behavior is mostly common in the Australian companies or the firms, where the employees are not treated properly and are exposed to the unjustified behavior in the Australian organizations. This essay will discuss inclusion in diversity, ethical issues and impacts of inclusion in diversity on Australian firms.

Inclusion in diversity

The term inclusion in diversity refers to the acceptance of the people of the diversified communities belonging to different caste, age, gender, or country, should be given relevance in the organization as they are the equal members of the organization and have their right speak against the discrimination taking place in the organization on a daily basis, which should not be acceptable in any of the organization (Brimhall, & Mor Barak, 2018).

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Various cases pertaining to the same issues across the country are registered and the corrective actions are not taken on time.

However, inclusion in diversity is practiced by various organizations and in different forms.

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The major issue common to most organizations is the gender inequality which has perpetuated in the organizations especially as the male employees are not willing to listen to the orders provided by the female employees of the organization and do not consider the order as proceeded from the female employees (Butler-Henderson, et al, 2018). This type of behavior should not be encouraged in any of the organizations as the working system gets disturbed and it affects the team morale of the organization adversely. There should be clear awareness regarding the rules and policies of the organization to the employees and the penalties in order to control unacceptable behavior exercised by certain employees of the company. Often time, female employees of the organization complaint about the unjustified behavior shown by the male employees which has become a common problem (Butler-Henderson, et al, 2018). The major issue destabilizing most organizations is the unjustified behavior towards employees on the basis of age differences of the employees. Age is just a figure and should mean nothing to other employees.

Another obvious inclusion in diversity in most organizations in Australia is discrimination against the women in the organization. Their males’ counterparts dominated the female employees to work according to their schedules and timings which are definitely not possible for the women employees to accept as a part of behavior from the male employees of the company (Groutsis, O'Leary, & Russell, 2018). Another major challenge of diversity in inclusion is the discrimination on the basis of the caste and racism in the organization. The discrimination undertaken on such grounds is also illegal in the work places according to the general rules regarding any kind of discrimination undertaken by the employees of the company. The good news is that females are now provided with certain rights to exercise in case of discrimination or unjustified behavior is exercised in the organization.

The most common type of discrimination prevailing in most organizations in Australia is the age gap differentiation in and is considered to be the most normalized form of discrimination. One of the cases of the related issue is about the, “Corinne Brown one of the job seekers looking around for a job as she was leadership trainee, with 40 years of experience in the field and aged around 58 years old, but could not get considered even for an interview”, She felt disappointed but still used to apply for at least 40 to 50 jobs per month hoping to get at three for the selection despite holding such long experience of work (Martin, et al, 2014). Some of the replies from one from the companies said that the oldest employee in the organization is around 35 and the company is too young to hire such old employees for the job vacancies in their organization. .

Severe penalties are imposed on the members indulging in such kind of a behavior in the organization as the employees should not feel encouraged to repeat the mistake in the future. The firms should promote the involvement of all kinds of people into the organization to promote the inclusion in diversity (Egan, 2018).

The training part of the job should include etiquettes to make sure that the employees are not willing to repeat the same anytime in the future (Gates, Rich, & Blackwood, 2019). The employees should be taught this at the time of training to make sure that these mistakes are not repeated in the future (Gibson, & Fernandez, 2018).

Ethical Issues

The major issue prevailing in most of the organizations is the gender inequality. The male employees of the organization are not willing to listen to the orders provided by the female employees , and do not consider the order proceeded from the female employees (Butler-Henderson, et al, 2018). This type of behavior should not be encouraged in any of the organizations as the working system gets disturbed and it affects the team morale of the organization adversely. There should be clear awareness regarding the rules and policies of the organization to the employees and the penalties in order to control unacceptable behavior exercised by certain employees of the company. The female employees of the organization complaint about the unjustified behavior undertaken by the male employees, which has become a common problem (Butler-Henderson, et al, 2018). Undoubtedly, other another major issue of the organizations is the unjustified behavior towards employees based on age of the different employees. Severe penalties are imposed on the members indulging in such kind of a behavior in the organization as the employees should not feel encouraged to repeat the mistake in the future. The firms should promote the involvement of all kinds of people into the organization to promote the inclusion in diversity (Egan, 2018). The training part of the job should include etiquettes to make sure that the employees are not willing to repeat the same anytime in the future (Gates, Rich, & Blackwood, 2019). The employees should be taught this at the time training to make sure, that these mistakes are not repeated in the future (Gibson, & Fernandez, 2018).

Another major dimension of discrimination against the women in the organization is that male colleagues have dominated them to work according to their own schedules and timings, which are definitely not possible for the women employees to accept as a part of behavior from the male employees of the company especially as some are nursing mothers ( Groutsis, O'Leary, & Russell, 2018). The other major issues on the part of the employees of the company might include the discrimination on the basis, of the caste and racism in the organization. The discrimination undertaken on such grounds is also illegal in the work places according to the general rules regarding any kind of discrimination undertaken by the employees of the company. The females are, provided with certain rights to exercise in case of discrimination or unjustified behavior is exercised in the organization.

Implications

Discrimination, no matter the form affects the productivity of the organization adversely. The mental ability and agony of the employees to work in such organization and to survive with the deadlines provided for the targets of the company is in doubt (Johnson, et al, 2019). The productivity is hampered as this kind of behavior contributes to the wastage of time on the part of employees thinking about how to overcome these issues (Keith, & Griffiths, 2019). The leaders of the organization are responsible for eradicating such kind of behavior in the organization. The leadership skills of the organization help to modify the working environment of the company for better results and enhanced productivity on the side of the employees (Li, et al, 2006). There are certain activities, which can be considered by the organizations to be initiated in the companies to eradicate the discrimination issues prevailing in the organization. Certain programs and workshops are helpful to inform women or the female employees of the organization about their voting rights which they can exercise in the work places if any kind of unjustified behavior is undertaken towards them (Loretto, & White, 2006). The working systems of the companies should focus on these issues as they affect the profitability of the company adversely.

The most common obvious of discrimination in the organizations is the age gap differentiation and is considered the most normalized form prevailing in Australian firms. One of the related cases is about , “Corinne Brown one of the job seekers looking around for a job as she was leadership trainee, with 40 years of experience in the field and aged around 58 years old, but could not get considered even for an interview”. She felt disappointed but still used to apply for at least 40 to 50 jobs monthly hoping to get at least three for the selection despite holding such long experience of work (Martin, et al, 2014). Some of the replies from one of the companies said that the oldest employee in the organization is around 35 and the company is too young to hire such old employees for the job vacancies in their organization.

The age discrimination has left many more talented persons behind by not giving them the consideration due to the age they hold. Many organizations are deprived of such talents, which might give their organizations a huge pace to grow with the kind of skill set they carry or own (Murphy, 2018). Another such case is of Gary Martin, who says, “the corporate speak that you’re too old”, professor Gary Martin has heard off the comments from various organizations, which include the excuses like over qualified for the type of job offered to get rid of the aged employees in the organization. These types of cases counter to the age discrimination relevance in the organizations, and the measures to these are the positive approach towards the aged employees or the job seekers and consideration of their talent and skills for the vacant job positions in the companies (Ng, & Sears, 2018). The strategic alignment for this issue is that workplace must include the diversified people in the organization and must recruit , train, develop, and lead people of every community irrespective of the age, caste, gender and racism or any other basis on which the employees of the organization are mal -treated and face unjustified behavior (Page, 2019).

The policies, practices, and attitudes of certain organizations are reflected on their recruitment practices. They tend to avoid the recruitment and selection of employees with old age. This gives the encouragement to the discrimination based on the age of workers willing to work for the desired organization but are deprived of the opportunity leading to the age they hold (Serrat, et al, 2018).

The organizations also discriminate among existing workers regarding the issues of pay and rewards and consider that old workers would not be able to give their 100% to the organization, and perceive that they do not possess the capabilities to fulfill the responsibilities they hold. As a result, the organizations decrease or reduce their pay or the rewards they deserve based on their age factor despite of the capabilities they actually have to provide to organization for its development (Shaw, 2019). The perceptions and the policies of certain organizations regarding the acceptance of the aged workers consider the fact that these add value to their organization regardless of the age. The employers also consider the capacities and the aspirations of the workers towards the organizations and the sustainability of the employability of the employees at the work places (Sherbin & Rashid, 2017).

The age discrimination in the companies also acts as a hindrance for the old people to generate income. The organization refuse to accept their skills because of the age factor and they are left without a job despite the abundance of the talent they own which can give the organization a new pace for the development with the experienced working towards the job vacancy. The aged people are likely to have more experience than the young employees and that can be used by the developing companies in better decision-making as experience enhances the decision-making process of any organization. Consider the talent of the old employees, as this will provide the old people a chance to develop a source of income. Using the talent and skills they possess they want to contribute towards the organization and enhance the profits of the same. The companies demand work experience while recruiting employees for the job vacancy. If the experience holders are neglected because of the age factor the chances of growth and development will fall to zero. In order to promote the benefits of both the parties the consideration of the talented old people is very significant for both the parties.

Diversity can never stick without inclusion in the organization, as the diverse culture in the organization cannot sustain without the inclusion of every employee from different communities working in the organization. This demands the correct leadership skills possessed by the leaders of the company to maintain the teamwork and the acceptance of people of the diversified communities as a part of the company. This helps to establish the positive work environment in the organization and the motivation for the future growth and development of the company both internally and externally in the market. The research studies depict that the employees who are discriminated in the organization reflect negative consequences on the commitment towards the company and tend to retire early because of the negative impact of the discrimination on their mental state and towards the organization they are working. The employees of the organization feel de-motivated because of the changes in the working system of the organization. This affects the morale of the employees of the company and makes to retire early from the employment.

Inclusiveness in the diversity of the organization is the only measure to eradicate the issues of differentiation among the employees of the organization over various aspects or the concerns involving the age, gender, sexuality, and caste. This effect on the morale of the employees is adverse and leads to the negative results in the organization. The differences among the employees of the company are a major issue in the company as the productivity of the company and hence the profits and growth of the organization are grossly affected. The leaders of the organization should make continuous efforts for the sustainability of the inclusive culture of the diversity in the company. Enhances the work ability of the employees as the workers are at mental peace and focus on the positive side of the working environment as they strive to work hard and contribute towards the growth and development of the organization. The acceptance of the diverse culture is the key solution to the problem of discrimination in the companies. The communication style of the companies should not be complex and should have easy system to have access to communicate to the upper level management leaders of the organization. The employees should have the right to take action against such issues prevailing in the organization (West, et al, 2018).

Conclusion

The discrimination in the organizations is a common issue in the current scenario many have promoted the laws for the safe and healthy working environment. The companies have now enforced certain rules that any kind of unjustified misbehavior undertaken by any of the employee holds the penalty of the job termination from the company and the employee accused of involvement in the crime will be blacklisted across the world and will not be employed by any of the organizations in the future. These strict laws and regulations are undertaken by multinational companies to avoid such kind of behavior prevailing in the organization. With the implementation of these kinds of laws the working system of the organizations stand to improve and will contribute increased productivity and better results in growth and development of the organization. The government of Australia has issued certain laws and regulations disregarding continuous discrimination in the organizations. The laws and regulations formulated by the government has provided a safe and acceptable culture in the companies for the employees and has provided the rights for the employees to complaint against the unjustified behavior of the members of the company towards the discriminative community of the work place. The company should focus on the diverse culture inclusion to enhance the productivity and the profitable aspects of growth of the company. The diverse workforce in the organization contributes to the economic growth, and helps to get a greater share in the market against the competitors of the company. Diversity also promotes the qualified work force in the organization as talents in a diverse cultural company welcome talent from every community of the society irrespective of the caste, race, gender or age. The team spirit or the collaborative efforts of the companies help to gain the competitive advantage over the competitors of the market. To advantage the company is complete potential diversity contributes a major share in the application of the same in the companies with inclusiveness and acceptance of people as the human talent in the organization. Most of the Australian companies have adopted the laws to promote the proper working environment and considers the inclusiveness of the employees in the organization.

References

Ali, M., & French, E. (2019). Age diversity management and organizational outcomes: The role of diversity perspectives. Human Resource Management Journal, 29(2), 287-307.
Bernstein, R . S., Bulger, M., Salipante, P., & Weisinger, J. Y. (2019). From Diversity to Inclusion to Equity: A Theory of Generative Interactions. Journal of Business Ethics1-16.
Brimhall, K. C., & Mor Barak, M. E. (2018). The critical role of workplace inclusion in fostering innovation, job satisfaction, and quality of care in a diverse human service organization.
Human Service Organizations: Management, Leadership & Governance, 42(5), 474-492.
Butler-Henderson, K., Kemp, T., McLeod, K., & Harris, L. (2018). Diverse gender, sex and sexuality: Managing culturally safe workplaces. HIM-Interchange, 8(3), 10-14.
Chen, C., & Tang, N. (2018). Does perceived inclusion matter in the workplace? Journal of Managerial Psychology, 33(1), 43-57.
Egan, M. (2018) . LGBTI staff and diversity within the Australian accounting profession. Sustainability Accounting, Management and Policy Journal, 9(5), 595-614.
Gates, T. G., Rich, T., & Blackwood, R. (2019). Workplace friendships among social work, counseling, and human service educators: Exploring the impact of sexual orientation and friendships in workplace empowerment. Journal of Workplace Behavioral Health, 34(1), 20-37.
Gibson, S., & Fernandez, J. (2018). Gender diversity and non-binary inclusion in the workplace: The essential guide for employers. Jessica Kingsley Publishers.
Groutsis, D., O’Leary, J., & Russell, G. (2018). Capitalizing on the cultural and linguistic diversity of mobile talent: lessons from an Australian study. The International Journal of Human Resource Management, 29(15), 2231-2252.
Johnson, M., Douglas, M., Grumbach, K., Muramoto, M., Ramanathan, A., Wilson, B., & Davis, A. (2019). Advancing diversity inclusion and Health Equity to the next level The Annals of Family Medicine, 17(1), 89-89.
Keith, L., & Griffiths, W. (2019). Science festivals and diversity: Human cantered design as a method for social inclusion, increasing diversity and widening participation. International Journal of Science Education.
Li, Y., Perera, S., Kulik, C. T., & Metz, I. (2019). Inclusion climate: A multilevel investigation of its antecedents and consequences. Human Resource Management.
Loreto, W., & White, P. (2006). Employers' attitudes, practices and policies towards older workers. Human resource management journal, 16(3), 313-330.
Martin, G., Dymock, D., Billett, S., & Johnson, G. (2014). In the name of meritocracy: managers' perceptions of policies and practices for training older workers. Ageing & Society, 34(6), 992-1018.
Murphy, W. (2018). Distinguishing Diversity from Inclusion in the Workplace: Legal Necessity or Common Sense Conclusion?. The Journal of Business Diversity, 18(4), 65-83.
Ng, E. S., & Sears, G. J. (2018). Walking the talk on diversity: CEO beliefs, moral values, and the implementation of workplace diversity practices. Journal of Business Ethics, 1-14.
Page, S. E. (2019). The diversity bonus: How great teams pay off in the knowledge economy (Vol. 5). Princeton University Press.
Serrat, R., Warburton, J., Petriwskyj, A., & Villar, F. (2018). Political participation and social exclusion in later life: What politically active seniors can teach us about barriers to inclusion and retention? International Journal of Ageing and Later Life, 12(2), 53-88.
Shaw, S. (2019). The chaos of inclusion? Examining anti-homophobia policy development in New Zealand sport. Sport Management Review, 22(2), 247-262.
Sherbin, L., & Rashid, R. (2017). Diversity doesn’t stick without inclusion. Harvard Business Review Digital Articles, (February): 2-5. Snape, E., & Redman, T. (2003). Too old or too young? The impact of perceived age discrimination. Human Resource Management Journal, 13(1), 78-89.
West, M. A., Hwang, S., Maier, R. V., Ahuja, N., Angelos, P., Bass, B. L., ... & Fong, Y. (2018). Ensuring equity, diversity, and inclusion in academic surgery: an American Surgical Association White Paper. Annals of surgery, 268(3), 403-407.

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The facts regarding Diversity and Inclusion comprises of the discrimination of several employees of the organizations based on age, caste, gender, race, etc. but the common issue concerned here is the discrimination of the employees of the organization based on age. The relative ideas in concern of the issue are these employees, are not even offered or considered for the job vacancies, as the leaders do not want to them to be the part of their organization because of their age factor. Many of the Australian firms or the organizations follow the practices of discriminative policies over the age issue of the employees. However, with enforcement of certain laws regarding the job interest of the employees is protected in the organizations. By conducting, more research on the issue and leading to the results about what laws should be implemented in order to eradicate this issue of the concerned organization.

Reading journals and articles will showcase expressed opinions of other intellects.

Interviews and Interactions with people will highlight their views on the matter.