Multi-Layered Exploration Of Diversity Paper

Contemporary Human Resources – IBS – Tran Ba Duy Phuong – 2014

Diversity

Major statement

First Article: Multi-layered Exploration of Diversity Management Field: Diversity Discourses, Practices and Practitioners

The first article analyzes the employee equality and diversity in workplace. How do they support and oppose each other’s. The paper demonstrates by Bourdieu’s concept show that how do socioeconomic and organization factor will influence the question. Because it is the wide range topic, hence we have to focus on the all factor in multi-level layer: mainly about social and organization process, individual career outcome, group process, discourses of diversity, diversity practitioners and discrimination issue.

Social justice versus

Equal opportunity versus diversity management

Equal opportunity approach support equality in workplace for black people, minority ethnic and even the women. It try to reduce the level of inequality and discrimination, however the outcome make the issue become more tension, because everybody has the different perception, and when we discuss on this issue make people feel there are more different from each others.

Research shows that instead of focus on the equal opportunity extend, it should adopt inspiring management diversity approach, which supports the positive training programs. Managers have to establish the well carrier system and show that everybody has the chance to reach the next level and see the possible road.

Organization and national support

In order to establish in the good working diversity management, the organization and nation play the major role. Diversity policy and rule have to found, which follow the new anti-discrimination legislation. It will support the tasks of diversity

The organization, managers, business, marketing and diversity management have to been talk on the same languages and deliver the same messages.

Second Article: Getting diversity at work to: what we know and we still don’t know

The article highlight that with workplace diversity, in term of gender, ethnicity and functional background will bring the better outcome, increase the effectiveness, better decision making, larger talent workers, and better satisfy customer needs. However in early nineteenth diversity work leads to less favorable outcome, as more absenteeism, weaker outcome, and more conflict.

The second article studies the main drivers, which lead to the success and failure of the diversity management. Diversity management is long term strategic, which requires the good communication methods to the target audiences.

People usually prefer to work in homogeneous environment, with the thought that it will be result less conflict, less identification, and less lower performance.

In spite of it diversity employment has the wider information and make the better decision, which leads to the increasing the performance outcome. They will bring to more creativity at