Diversity Management at BRIGGS - Essay Example

This HRM policy will be based on the principles of equality and diversity at the workplace. It should also be noticed that the particular characteristics of the firm’s workforce have to be taken into account when designing and implementing the specific strategy. In accordance with the Public Employment Office of New South Wales Government “The concept of diversity is based on individual acceptance and respect. It is an understanding that individuals are unique and different. Diversity includes race, ethnicity, gender, sexual orientation, socio-economic status, culture, age, physical ability and religious, political and other beliefs” [1].

Moreover, it is made clear that a cultural diversity workplace could lead to the improvement of the firm’s performance or the increase of productivity on a national basis. In this context, it is supported that “a culturally diverse workplace promotes equity and enhances staff skills and agency success; agencies working with diversity have identified the significant benefits to of having a culturally diverse workplace” [1]. From a different point of view, in accordance with a definition given by the Civil Service (Cabinet Office) in UK, a proper diversity policy should be based on the following criteria: “there must be no unfair discrimination on the basis of age, disability, gender, marital status, sexual orientation, religion or belief, race, colour, nationality, ethnic or national origin, or (in Northern Ireland) community background, working pattern, employment status, gender identity (transgender), caring responsibility, trade union membership” [2].

The issue of diversity has been examined by several aspects; however in all definitions given there are common elements and characteristics. For this reason, in a definition of diversity given by the University of Oregon [3] it is noticed that diversity means “understanding that each individual is unique, and recognizing our individual