Leading a Diverse Workforce Essay

1.0IntroductionThis report is an introduction to the circumstances of the divers(prenominal) take inforce. It explains the perplexs of contrastive men leads into past, present trends. Where focus has centred on the consequences, there are more or less advantageous and disadvantageous outcomes which lead to be-off of the organization. Therefore, discussion moves forward to the difficulties that managers would face and the heed solution. The report concludes with a discussion2.0Causes of Diverse custodyWorkforce smorgasbord is a workforce consisting of a broad mix of workers from different racial and ethnic punctuate of different ages and sexualitys, and of different domestic and national shade (Naik, 2012). The emergency and cultivation of divers(a) workforce is basic completelyy the result of globalization, which is the new developing trend of the innovation. To meet the challenge of globalisation, it is extremely necessary for an judicature to have a divers ity strategy than a domestic single (Naik, 2012). The diverse strategy enables the disposal to enlarge their customer base and mart since the various backgrounds of employees turn it much easier to communicate with global customers. There is alike an other(a) cause of diverse workforce which is the requirement of the law and responsibleness for the society (McInnes, 2013). There are usually some disadvantaged people in our communities who may suffer disparity and a lot of hardships. In consider of that, the government has made anti-discrimination legislation to protect the rights of those disadvantaged people. Therefore, the boldness recruits people such as women, aboriginal and disabled individuals to form a diverse workforce as abidance by the law and as a social obligation.3.0Past and Present TrendsThe trends of the workforce diversity in the governing are dramatically difference between past and present, for the aspect of gender, generation and ethnic. As the globalis ation is prevalent around the world, especially in Australia where the stain is encouraging multi culturalism and immigration, there are more organisation lock up the workers with differentcultural, it makes the workplace more diverse, such as the Vodafone and ANZ Bank. For example, ANZ Bank started to promote a diverse workplace since 1990s. They believed that the staff with a vibrant and diverse background and life experience conk out the gate help to forge strong connections with all their customers. Besides, in the past, the women in the workplace were automatically assigned to temporary or part-time jobs because their first priority was taking care of their families. It shows that most of the gender work in an organisation is male. However, Department of Education and Early childhood Development (2011, p.3) indicates that The proportion of women in the Australian workforce and in leaders positions is increasing since 1960 with 52% and compared with 70% in 2009. Nowadays, m ost women tend to work as a permanent worker and do not forecast it as temporary because women are kick the bucket more independent. Therefore, the gender diverse in the workplace has a huge change from homogeneous to diverse, then the organisation have been learning to treat women as the equals of men and discrimination against female employees are now against the law.4.0Consequences of Diverse Workforce4.1The advantages of having diverse workforceFirst of all, it can increase an organisations creativity, flexibility and innovativeness (Cole, 2013). much fresh ideas and different perspectives could be provided by diverse employees from various cultural backgrounds and mind- locates since they are more willing to think outside of the box (Belcher, 2014). Secondly, the diverse workforce can attract more different customers as the employees are capable to communicate across cultural boundaries which therefore give the organisation a competitive edge and help meet the needs and wan ts of globalisation smash (Belcher, 2014). What is more, the image and reputation of an organisation could be enhanced through a group of diverse people and then retention can be improved because it appeals to some other competent talents (Cole, 2013). Loyalty of employees would too be reinforced since they are in a fair and favorable workings surround. Last but not lease, the proper utilisation of diverse workforce will result in greater productivity (Belcher, 2014).4.2 The disadvantages of having diverse workforceIn fact, diverse can lead to a encroach and some negative effect. Jensen (2011, para. 10) demonstrates that Communication is the key to breaking down the cultural barriers between people. As people with different cultural may easily have a communication problem, they will always cause misunderstanding which will harm working relationships and damage working environment and atmosphere. Therefore, a comp both ne beds a well planning to engage different background, cult ure, experience, ability and age of employees, and provide an effective insurance on every member of the workplace.5.0The Pay-offThe advantages and disadvantages of diverse workforce are heatedly debated. As we mentioned above, a diverse workforce can assist an organisation in many aspects such as working environment, productivity and creativity. Generally speaking, a diverse workforce enables an organisation to be much better. Though a diverse workforce would cause some misunderstanding, the problems will be solved as long as the managers are able to handle it. Eventually, with the development of the diverse workforce, it turns out that the benefits outweigh the costs.6.0Challenges for managersThe change of workforce requires leaders to pay more attention to adjust policies for diverse employees made up of ages, genders, nationalities and more. Meanwhile, employees to a fault need to know how to work and communicate with people who are different with dissimilar cultural background. renewing management practices are specific activities, programs, policies, and any other processes designed to improve management of diversity via communication, education and training, employee-involvement, life story management, accountability and cultural change (Cieri, Costa, Pettit, & Buttigieg, 2008, p.6). The people with various cultural backgrounds a typical kind of diversity. They could forge strong connections with customers coming from diverse background however, it might cause conflicts and misunderstandings because of their different understandings for things. In this case, in order to make full use of this kind of employees and force a nice working environment, managers are supposed to deliver the concept of accepting and understanding other cultures and let the employees sharecultural value.Multigenerational team is another kind of the diverse workforce. Because of backgrounds, circumstances or the different education level, multigenerational workforce is much easi er to tot about conflicts and misunderstandings. As a result, the function of leaders becomes significant and essential. They disassemble and manage conflicts, organise all the work. More importantly, leaders know what kind of job each generation is qualified. For example, the younger generation is more probable to do the creative work while the older generation is better to do with the management.ConclusionAs it enters the 21st century, workforce diversity has become an essential business concern. Diversity could be a positive performer to contribute to the local business, but misunderstanding is a major barrier. Australia as a developed country is attracting people from all over the world to come for study and work. Therefore, the government should make a comprehensive policy to improve diverse workforce issue, such as the working pattern and foreign workers permission standard of the entrance system in Australia. psyche with disability is a typical kind of diversity. They m ight have achievements that the natural people could not reach. Although they are not as efficient as others, they might have specific achievements that normal people could not reach. In this case, in order to make full use of them, leaders give this group more welfare as well as set up particular facilities to assistant them to work more efficiently and effectively. acknowledgement listCieri, H., Costa, C., Pettit, T. & Buttigieg, D. (2008). Managing a Diverse Workforce Attraction and Retention of onetime(a) Workers. Retrieved from http//www.buseco.monash.edu.au/mgt/research/acrew/ageing-workforce-wp-2008.pdf Department of Education and Early Childhood Development (2011). military personnel Resources Managing Diverse and Inclusive Workplaces, p.1-9. Retrieved from www.education.vic.gov.au/hrweb/Document/Mange-Diverse-Inclusive-Workplace.pdf Jensen, M. (2011). Special Issue on Impacts of Diversity in the WorkplaceMaintaining Open Communication. Aviary Group. Retrieved from www.avi arygroup.ca/special-issue-on-impacts-of-diversity-in-the-workplace-maintaining-open-communication/ McInnes, R. (2013). Workforce Diversity ever-changing the Way You Do Business. Diversity World. Retrieved from http//www.diversityworld.com/Diversity/workforce_diversity.htm Naik, P. (n.d.). Challenge for Business Survival-Managing Workforce Diversity. IOSR Journal of Business and Management. Retrieved from http//www.iosrjournals.org/iosr-jbm/papers/7th-ibrc-volume-2/15.pdf