Table of Contents

Introduction................................................................................................................ 2
Diversity..................................................................................................................... 2
Women in the Workplace............................................................................................ 3
Legislation.................................................................................................................. 3
Tools for Managing Diversity....................................................................................... 3
Benefits of Diversity in the Workplace........................................................................3
Issues of diversity in the workplace............................................................................3
Culture Impacts on People in Organizations...............................................................4
Conclusion.................................................................................................................. 4
Flyers&Brouchers....................................................................................................... 5
Awareness Campaign................................................................................................. 7
Awareness raising campaigns with companies / diversity awards...........................7
DC Awards (Developed Companies)........................................................................7
Challenges encountered.......................................................................................... 8
The case for business involvement.........................................................................8
The issue................................................................................................................. 8
Suggestions............................................................................................................. 9
Video.......................................................................................................................... 9
Bibliography............................................................................................................. 10

Managing Ethnic Diversity in Workplace

Introduction
Globalization has been increasing day by day, more people are travelling outside of their home
countries in order to join foreign companies for better future. Whereas for non-profit
organizations it essential to work with people with different background, age, religion and gender
(Barron, Hebl, & King, 2011). One of the main issues in front of multinational companies is to
maximize their workforce and create a situation in which every person is comfortable working
with other and is giving his max output.
Workplace diversity is any kind of diversity referring to gender, age, linguistic, cultural
background and many others in an organization(Giacalone& Rosenfeld, 1991. Diversity also
refers to other differences between employees pertaining to educational background, economic
status, geographical differences etc (Bono & Judge, 2003).
One may disagree that race and ethnicity impact the work environment setting more than some
other setting. The work environment gives exceptional chances to express one's personality and
to work intuitively with others in different focused and helpful circumstances(Bell&Nkomo,
2001).
Generally people spend more time in their work place and give less time to other activities. The
working environment additionally gives chances to the representation of stereotyping, preference
and separation (Roberts, 2005). Individuals don't just leave their racial and ethnic personalities at
home, and the working environment is not safe from societal types of racial and ethnic nature
(Kanter, 1977).
Understated, degraded racial minorities are consistently subjected to negative speculations,
expanded assessment, social separation, and harsher appraisals in the workplace. Whereas this
can increase in racial minorities' affectability toward others' impression of them among
interracial connections(Ely & Thomas,2001)

Diversity
Diversity is generally known as accepting, valuing and acknowledging difference among humans
with respect to their age, gender, race and mental ability (Burma, 1946). Diversity issues are
known to be the most important issues these days as increase difference in the UK population.
Companies need to look for a way to overcome these issues and provide equal rights to the
people, diversity has a high potential for productivity and competitive advantage (Cialdini,
2001). Diversity will require the companies to review their management practice and develop
new and creative practices which will increase the overall performance of the company (Holvino,
2010).

Women in the Workplace

In the modern world diversity is also driven by women working in the companies. Now days
women has the highest level of participation. The numbers of dual salary families and single
working moms has expanded hugely (Pinel, 1999).
In other words we can say, race and ethnicity are remarkable in and matter in a mixed bag of
courses at work.

Legislation
Globalization has caused a huge increase in diversity due to which it has stated by law that all
federal and state opportunity must provide equal opportunity to an individual and any inequity in
the workplace in illegal (Thomas, 1993).

Tools for Managing Diversity

One of the most important and effective tool for managers are to provide equal right to each
employee, no race, gender, nationality is greater than other. Secondly manager should understand
each employee expertise and use it in an effective manner which will increase the productivity of
the company. According to Morgan (2002), managing diversity is process for creating work
environment to include everyone.

Benefits of Diversity in the Workplace

Diversity is benefited to the employer and to the associates. Despite of the fact that associates
work as interdependent in the working environment, respecting each individual can increase the
overall productivity. Diversity in the work environment can lessen claims and build promoting
open doors, enlistment, innovativeness, and business picture. In the modern world where
flexibility and creativeness is the key to success, diversity plays a very important role and should
not be overlooked (Lodahl and Kejners, 1965).

Issues of diversity in the workplace

There are many issues in managing diversity in workplaces. It is more than recognizing the
differences among people. Managing diversity means to accept and acknowledge the value of
differences, combating discrimination and promote their skills. According to Luhtanen& Crocker
(1992) managers may also face challenges due to discrimination and legal actions taken against
the organization. It not only impact outside the organization but also results in loss of
productivity.
Negative behavior and attitude can create barriers to organizational diversity which may harm
the working relations with the employees and work loss.

In progressively associations, individuals must figure out how to successfully explore interracial
communications so as to develop positive expert pictures and solid work connections. (Shelton
&Richeson, 2006).

Culture Impacts on People in Organizations

Every organization evidently has some sort of culture with all its nuances. People working in that
organization need to adhere to the culture in order to get fit their without having feelings of being
the odd one out. Although, there is no such imposition from the executives but as the proverb
says that Do in Rome as the Romans do, so there is neither external nor explicit imposition but
surely there is instinctive impositions that makes one follow what is being the practice in their
work domain (Ibarra, 1999).
According to Janes& Olson (2000)Organizational culture usually helps in refining the people
according to the standards. People start wearing formal dresses and begin to behave in a way that
is socially acceptable and appreciated. For instance, people working in a sophisticated business
culture start avoiding slangs and abusive terms without being instructed by anyone.

Conclusion
A diverse workforce is an impression of a changing world and market place. Different work
groups bring high esteem to associations. Regarding individual contrasts will advantage the work
environment by making a focused edge and expanding work gainfulness. Differences
administration advantages partners by making a reasonable and safe environment where
everybody has admittance to circumstances and difficulties. Management tools in a diverse
workforce work force ought to be utilized to teach everybody about assorted qualities and its
issues, including laws and regulations. Most work environments are comprised of assorted
societies, so organization need to figure out how to adjust to be effective.

Flyers&Brouchers

1.
In the above flyer. Its giving am image that every person should be given equal right. Each and
every person regardless of their race, sex, age and ethnic cultural has equal right. In the flyer it is
also showing that not only every human being has equal rights but a disable person also has
equal rights in the workplace.

2.

In the above flyer, there are hands holding other hands. This shows that every person should
work together as one then only they can succeed. The power of team work is much more than the
power of an individual. In addition to this, if you can look closer on flyer, there are not just male
hands, there are female hands also. This portraits the image that men and women both should
work together

3.

In the above flyer, it shows that all the gender, race, nationalities have same right. If there is
queue then everyone has to wait for their turn. No one is superior then other, in the same way no
one is inferior then others.

4.

In this flyer, it shows that different people have different methods of greeting, talking etc. so we
should respect every culture. Instead of thinking negative or make fun of anyones culture or
tradition, we should learn to respect it and treat them as you would like to be treated.

Awareness Campaign
Awareness raising campaigns with companies / diversity awards
For this awareness campaign we have decided to set an award for those companies who have
achieved highest level of workforce diversity in their companies and are using their full
resources. We have named that award Developed Companies Award (DC)

DC Awards (Developed Companies)

a. Grounds of discrimination covered by the initiative. Gender, Age, Race and Ethnicity,
Religion,
Sexual orientation, Disability.
MDC Award- Most honor reward for Diversity in the Workplace. The DC Award is a standout
amongst the best mindfulness raising battles with respect to against separation enactment on each
of the six grounds of separation and advancement of equivalent open doors on the job market.
One of alternate targets of the DC Award is likewise to distinguish and convey best practice on
advancing equivalent open doors for all representatives paying little respect to their sexual
orientation, race or ethnicity, religion, age, sexual introduction or inability.
These best practices are showcased at the yearly grant service which unites agents from common
society, executive and worker associations, state and districts, little and medium estimated and
also substantial universal Danish organizations. A page committed to the MDC grant likewise
adds to this goal.
b. Overview of the project elements how to?
Add to an undertaking arrangement and thoroughly consider how this activity can advantage
your work in advancing correspondence and against separation in the work market.
Select a jury and include their associations in the task by setting up a working gathering
(associations can be delegates of distinctive gatherings of the work market, both superintendent
and representative agents and open and private work environment delegates what's more, NGOs
representation to the diverse grounds of separation).
c. Resources required what resources do you need?
Staff: one full time worker working pretty nearly 9 months a year on the Award and an
understudy partner or an assistant working for the same time period. For the recompense
function the work of application. 5 individuals is required, including the task director.
d. Parties and stakeholders involved with whom?
The Jury and outer working gathering are fundamental to the accomplishment of this sort of
activity. It is too vital to include however many applicable partners in this working zone as

could reasonably be expected and utilization existing systems of organizations and Human
Resource staff to achieve the target bunches.
e.

Planning time required how much time do you need?

The DC Award is a one year-venture cycle with work. As national equity bodies get to be
more acquainted with the methodology, a few task components can be streamlined.

Challenges encountered
Getting the consideration of organizations can be a troublesome assignment. Building an
association with them requires various business contacts (both via phone and physical visits to
the organizations). This is drawn out yet compensating as far as the effect picked up by the
individual organization. Distinctive things make it harder to advance this plan and stand out
enough to be noticed (e.g. times of budgetary emergency when organizations can have different
needs regarding time and cash).

The case for business involvement

Diversity in the work environment refers to the security, appreciation and incorporation of the
individual properties that every worker contributes. While organizations at first gave
consideration to those qualities that were secured by enactment (race, sex, religion, national
origin, age, and handicap) organizations are progressively building organization societies that
likewise regard backgrounds, language, abilities, aptitudes, points of view and individual styles
(Bunderson&Kathleen, 2012).

The issue
Great managers esteem diversity. People will perform at workplace to the best of their capacity
when their personality and the distinction in commitment that may spill out of that are esteemed
(Jehn, 1995). Diversity is useful for business in light of the fact that a scope of representatives
with a scope of foundations will bring distinctive thoughts and empower a superintendent to
engage diverse parts of the commercial center. This adds to advancement and achievement. We
will focus on particular parts of campaigning on diversity, sexual orientation and race equality
(Jehn&Katerina, 2004).
According to BITC (2014), In the UK, employment rates are lopsided most recent figures from
the Labor Force Survey (July - September 2014) demonstrates the general occupation rate as
73.2% contrasted with 62.4% for BAME individuals a job rate hole of 10.8 rate.

The UK ethnic minority unemployment rate was 11.4% compared to 6.5% for people
overall.
Pakistani People had the highest unemployment rate out of all ethnic groups at 15%, for
white people this stood at 5.6%.

People from the Black ethnic minority group had the second highest unemployment rate
at 14.6% followed closely by the mixed ethnicity group at 14.3%.
In the UK workplace, ethnic minority representation at different levels of management is
disproportionate:

3. Reduction in Ethnic Minority Youth Unemployment

There were a little more than 7 million youngsters in the working-age populace of which a
little more than 1 million or 14% were from an ethnic minority foundation .However, the
rates of unemployment for youthful ethnic minorities matured 16 - 24 years of age are
unbalanced.

Suggestions
Monitor and involve in real life to lessen youth unemployment. Create pre-internship
opportunities, apprenticeships area or profession based workshops and work-prepared backing
for youngsters from various foundations (Pitts, 2005). Try to give criticism to unsuccessful
competitors with the goal that they can improve the quality their applications later on. According
to Wright (2010) assemble and backing their representatives to be included in proportional
tutoring of youngsters between ages 16-24 by means of worker systems and as a major aspect of
their more extensive CR responsibility to representative volunteering projects and activities
guaranteeing that 20% of youngsters are BAME.

Video
The message being conveyed in this video is that no employer can do discrimination among
employees. Discrimination can be in terms of sex, age, nationality, culture, marriage or
relationship, pregnancy or maternity.
There is a different example how the employers discriminated among employees. For example,
one of the employees may not get promoted due to her age or some may not get all the benefits
(wage, training, health benefits) and many more examples. Each individual employee should be
treated equally in terms of pay, health benefits and training. No human is superior then another.
The entire employees have same and equal right weather its man or women, black or white,
belongs nationality. Having diverse workforce increases your capability and helps you achieve
the target.

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