Managing Diversity Awareness Campaign - Essay Example

CZ) Managing Diversity Awareness Campaign Table of Contents Introduction 3 2. Literature Review 3 3. Awareness Campaign Material 6 4. Critical Review of Awareness Campaign 9 5. Conclusion 11 References 12 1. Introduction Due to increased level of globalisation and innovation made in technologies, the modern business market has become much competitive. In this regard, the modern business firms tend to apply innovative strategies in order to cope up with such situation and likewise ensure their sustainability. In this regard, one of their strategies could be reckoned as managing gender equality in the respective workplace wherein the employees work together for attaining predetermined targets of a business. From a theoretical perspective, managing diversity or gender equality in workplace generally denotes proper supervision of work arrangements and pay equity among others (Foma, 2014). With this concern, the essay intends to design as well as develop an awareness campaign strategy, which represents managing diversity within a workplace. In this regard, managing gender equality in the workplace has been taken into concern as the awareness campaign for discussion. 2. Literature Review According to Foma (2014), managing diversity is deemed to be regarded as an essential part for the employees and also the management team of an organisation operating in any industry throughout the globe. In an organization, generally, male, female and different age group of individuals belonging to diverse cultural background work together for attaining the desired organization goals. This evidence of diversity has positive as well as negative impacts in a workplace. With this concern, the one of the positive impacts of diversity in a workplace can be determined as sharing of ideas and knowledge due to different culturally based people work together. Managing diversity is also focused on developing new approaches in a workplace that can be benefited for the employees in the form of working as team members to achieve the predetermined organisational objectives (Foma, 2014). According to the report published by Workplace Gender Equality Agency (2014), gender diversity is also a part of an organisation, as male as well as female personnel work mutually for a specific purpose. The senior managers of an organisation should manage gender diversity in any workplace by forming equality policies for male as well as female employees. In recent trends, females are also qualified and have the ability to improve their performance as compared to the males. Therefore, an organisation should provide same opportunities to the males as well as the females for improving their respective performance in managing gender quality. Apart from this, the organisations could also provide equal rights to both the genders of employees such as males as well as females and decipher equal power and leadership role for the attainment of desired organisation goals (Workplace Gender Equality Agency, 2014). On the other hand, according to International Labour Organization (2012), managing gender equality in a workplace is essential for the improvement of the organisations, as this leads towards attaining the expected organisational objectives. In an organisation, certain issues generally arise due to diversity in gender in a workplace. Justifiably, there lay certain organisations wherein the employees are paid with different wages based on gender gap, which eventually creates conflict amid them within a workplace. Therefore, the senior managers should manage gender equality in a workplace so that the potential employees could be retained for a longer time. More importantly, the payments are ought to be made based on the qualifications of male as well as female employees rather than gender gap for lessening any such conflict mentioned above (International Labour Organization, 2012). Alternatively, as per the observation made by Conway (2012), in recent trends, females or women possess efficient power and talent, which can be essential for the improvement of an organisation. However, at certain times, they face several barriers during the time of work in a specific organisation. The crucial issue concerning gender inequality can reduce the productivity and the economic growth of the organisations at large. Therefore, the senior managers should reduce the aforesaid issue in the form of closing the gap persisting amid the male and female employees. The gender equality can increase the economic growth and the productivity of the organisations. In this present day context, the working lives as well as career prospects of the people have become much better than earlier. Therefore, the senior managers attached with any organisation to make deliberate efforts in providing equal rights to the males as well as the females for better and favourable improvement of the organisations (Conway, 2012). On the other hand, according to Gusta (2012), to manage gender equality in a workplace, the management team of an organisation should develop an effective gender equality management system. Through this system, it is projected that the organisations could reduce gender gap by providing equal opportunities to the male as well as female employees. The prime objective of the system is to provide equal rights to the employees by addressing the issue concerning gender gap. The notion of gender equality thus focuses on forming an effective business and also developing the economic growth of the organisations. Through the formation of gender equality management system, the management team of the organisations can also establish a healthy and an efficient working environment, wherein the employees can work together as a team towards the attainment of desired organisational goals (Gusta, 2012). Alternatively, based on the standpoints of Holmes & Flood (2013), the conflicts that arise amid the male as well as female employees can be reduced in a workplace, as workplace is such an environment wherein employees can utilize their talent to achieve the predetermined goals. It is worth mentioning that the rising conflicts amid the male as well as female employees can create problems in the form of restricting economic and future development of the organisations. Therefore, the top level management officials should focus on managing the issue of gender equality for the improvement of the performance of the organisations as per the desired level (Holmes & Flood, 2013). 3. Awareness Campaign Material The poster and record have been designed below. Record From this poster, it can be analysed that to ensure long-term sustainability of the organisations the gaps prevailing amid the male as well as female personnel must be reduced, as the recent trends decipher that the qualification of males as well as females is equal. Both have the equal talent to perform their respective works effectively. Therefore, the management team of an organisation should focus on offering equal rights as well as opportunities to the employees. The remuneration of the male as the female employees should be based on their qualification and experiences. There are different culturally based people who eventually become a part of the organisations who perform their works efficiently to attain the desired organisational goals. From the above poster, it can also be argued that businesses could become effective as well as efficient by managing diversity in workplace and satisfying the demands of the personnel. On a further note, gender equality also helps an organisation to improve its performance by the ways of developing productivity and profitability level. In terms of a company case, an example of Volvo Company, which is regarded as one of the leading automobile companies in Sweden, has been taken into concern. The company focuses on developing gender equality for making sustainable development and also increasing long-term growth. Based on the above stated perception, the company provides equal opportunities to male as well as female employees with the objective of lessening any sort of rising conflict and satisfying their demands. It can be affirmed that by promoting gender equality, the company is also able to increase its productivity and overall performance in terms of its operations. 4. Critical Review of Awareness Campaign Managing diversity is viewed to be a vital element for an organisation, where diversity means variety. In an organisation, different culturally as well as educational based employees work together for a common purpose. Specially mentioning, it is the managers of an organisation who face different problems due to the persistence of diversity within the work environment (Australian Multicultural Foundation, 2010). The diversity in workplace can prove to be beneficial for an organisation towards raising its productivity level and also augmenting the economic growth. It can be critically argued that the different cultural as well as educational background employees have their own abilities and talent, which can be benefited to improve the performance of the organisations. It has been earlier mentioned that one of the major benefits of diversity in a workplace can be sharing ideas and knowledge of distinct culturally based people for the betterment of an organisation (Subeliani & Tsogas, 2005). The different educational background of employees helps the organisations to improve the productivity level by implementing new as well as advanced technologies in their respective operational procedures. However, there lays every probable chance of creating conflicts amid the male and female employees, which can create a problem in the improvement procedure of the organisations in future. Therefore, the senior managers should focus on addressing the issue of gender inequality and likewise develop new ideas to bridge the gap persisting amid the male as well as female employees to increase the financial viability of the organisations (Accenture, 2014). The managing diversity awareness campaign in terms of cultural differences can be benefited in the workplace of any organisation. The employees from one culture can gain the knowledge from other cultural employees to perform different activities effectively. Moreover, they can share their new and innovative ideas for the future development of the organisations. In recent trends, it can be apparently noted that the employees are highly qualified and talented and have the ability to do works efficiently (Failter Ireland, 2004). In an organisation, there are several positions wherein different educational employees are required to perform works in an effective way. The different educational people of diverse background help in increasing the profitability level of the organisations by the application of new ideas in the respective business or operational procedures. It is worth mentioning that managing diversity awareness campaign can also be benefited in a workplace, but the senior managers should provide the opportunities to the employees based on their performance and qualification (Keil & et. al., 2007). Managing gender equality awareness campaign also is deemed to be beneficial for improving the performance of the organisations, as gender equality increases their productivity as well as economic growth at large. From an argumentative perspective, the issue of gender inequality can create conflicts amid the personnel working in an organisation. In recent times, female employees also become highly qualified as well as talented and can utilise innovative ideas in the workplace to improve the performance. But, in most of the organisations, there are certain barriers for female employees in the workplace (Steyn, 2010). The female employees often receive remuneration and opportunities but did not get any leadership role to improve their performance. This type of gender inequality can reduce the productivity of the organisations by a certain level. Group work is most essential to attain the organizational goals therefore, the senior managers should provide the same opportunities to the male as well as female employees in the workplace based on their qualification and work experience (Cieri & et. al., 2008). In this modern day context, educational campaign is one of the major aspects based on which the managing diversity awareness campaign can be completed effectively as well as successfully. Today, most of the employees are educated therefore, the diversity in workplace can be managed. To manage diversity in a workplace, senior managers should build long-term relationship with the employees and also focus on fulfilling the needs of the employees in a workplace (NYU, 2015). With the help of managing diversity of employees, it is possible to develop the new technologies and innovative ideas to make the organisations different from others. By providing equal rights as well as opportunities to the employees, it is possible to manage diversity in the workplace, which is deemed to be important for raising the economic growth of the organisations (Griffith, 2014). 5. Conclusion From the above analysis and discussion, it can be ascertained that generating greater level of awareness about the selected campaign would certainly result into enabling the modern organisations to manage diversity in their respective workplace. The factor concerning managing gender equality in workplace as an awareness campaign can prove to be beneficial for the organisations to attain their desired business objectives in long run. These objectives could be reckoned as improved productivity and development in the overall performance of the businesses. 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