Characteristics of HR practices in relation to diversity Essay Example

manager proposed initial suggestions to improve diversity integration. To achieve this goal, a multi-step approach was recommended. These suggestions have a track record of success in diversity management (Kalev, A. et. Al, 2006), and some may be particularly useful when implemented across organizations.

To ensure that diversity policies and practices are well-communicated, using boards and intranets is recommended. Additionally, adapting HR practices in relation to diversity issues is necessary, with specific emphasis on recruitment strategies. It is important for recruiters to ensure that selection procedures are fair and do not involve any bias or discrimination. To achieve this, all interview panels must be unbiased and eliminate any form of discrimination. Managers and supervisors should also be trained on fairness in recruiting and selection procedures.

Stereotyping of certain groups, particularly female and Hispanic workers, must be discouraged and avoided. Encourage actions that enhance accountability among managers and employees on such matters. One strategy to address this issue is by appointing more women to management positions based on merit. Additionally, it is important to maintain and support flexible work arrangements for employees. A fair approach to leave entitlements for both workers and women should be established to balance work and family responsibilities.

To promote equitable access to training and development strategies, efforts should be made to ensure that men and women have equal opportunity to attend management development courses. Similarly, minorities should not face discrimination in access to training courses and should participate in greater numbers. Such strategies can lead to improved work performance and productivity. Additionally, providing training opportunities to immigrants is a crucial issue related to work performance.

Integrating immigrants and ethnic minorities into society requires essential

formal training for their education, skills, language acquisition, as well as understanding the culture and customs of the new community. The connection between HR practices and diversity is evident in the benefits of a diversity policy for recruitment, performance appraisal, career planning, promotion, and compensation. Implementing diversity management programs in the workplace leads to lower absenteeism rates, improved performance, and promotes ethical business practices. HR practices facilitate diversity integration at all levels of the organization providing a holistic perspective with increased control over processes.

For success, accurate specification of strategies and clear identification of roles and responsibilities for all involved members are essential. (Diversity: an Overview, 2006)

Visit uk/subjects/dvsequl/general/divover.htm?IsSrchRes=12 for information on diversity. A recommended resource is "The Multicultural Organization" by T. Cox Jr. (1991).

The article titled "Executive" by D'Netto, Smith, and Da Gama Pinto C. can be found in volume 5, issue 2, pages 34-47.The website www.diversityaustralia.gov.au/_inc/doc_pdf/2 provides information on Diversity Management, including its benefits, challenges, and strategies, in a document published in 2000.The following is a reference in HTML format to an article titled "Management, Women and the New Facts of Life" by F. Schwartz. It was published in the Harvard Business Review in January/February 1989 and can be found on pages 65-76.

<pdf 4. Schwartz, F. (1989). Management, Women and the New Facts of Life. Harvard Business Review, January/February, 65-76.>