• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Put forward a business case for taking a 'managing diversity' approach at Hinchliffe Cards. Britain now has one of the most diverse workforces in the world, consisting

Extracts from this document...

Introduction

Managing Diversity 1. Put forward a business case for taking a 'managing diversity' approach at Hinchliffe Cards. Britain now has one of the most diverse workforces in the world, consisting of a wide range of religions and ethnic backgrounds. However, diversity is not just acknowledged in terms of religious and ethnic origin. It can refer to political beliefs, age, sexual orientation, nationality, colour, etc. Therefore, it is absolutely paramount that diversity is managed effectively in parallel with Britain' s rapidly changing social society. The need to manage diversity is even greater after the events of 9/11 as the world's societies have become more politically charged and involved than ever before. Attached to diversity is the concept of equality from which any contentious questions arise. One such issue is the extent to which UK organisations are fair when it comes to offering equality of opportunity to minority groups in employment. There is a wide range of elements involved in managing diversity including legislative considerations, the handling of equal opportunity issues, as well as the aims of making 'managing diversity' work for organisations. The traditional approach has focused on using the legislation driven equal opportunities route in tacking issues of diversity, and the broad aims of managing diversity are similar to that of equal opportunities, but managing diversity has a more internal focus. Many of these aims are bound up with the various legislation that outlaws discrimination on the grounds of sex, pay, race, disability and criminal record: * Sex Discrmination Act 1975 and 1976. ...read more.

Middle

Under MD, people are acknowledged as the nucleus the organisation, and organisations can benefit from the following: * MD recognises that female managers have distinct managerial styles and abilities; * Mature workers can offer organisations increased reliability, stability, quality, experience and overall efficiency; * Members of ethnic groups can provide a rich and cultural experience at work; * Disabled people can offer highly developed problem solving and analytical skills because they operate in an inaccessible environment; * Individuals can feel confident in their abilities and their contribution to the organisation; * MD will add to the creative side of the organisation; * MD views employees as an invaluable asset; * MD recognises the need for n-going training; * Increased emphasis and responsibility to diversity issues; * Better recruitment, retention and performance systems. MD provides a more transparent and proactive method of dealing with employee diversity. This involves a fundamental transformation of the organisation's working practices, making it more staff-friendly, re-consider the management structure and introduce more fairer recruitment and retention procedures. MD eliminates barriers to opportunity by recognising differences of individuals as positive strengths that can be used to develop a culture of diversity. Successful companies are those that are able to monitor and meet shifts in social expectations, to control risks and to anticipate market opportunities. Businesses that have the vision and the will to create an enabling environment for diverse parts of the community will prosper. ...read more.

Conclusion

The costs for businesses who don't meet these needs can be striking. According to british industry, 'sickness and absence costs cost employers around �10 billion a year and 30% of this may be related to stress'. In a recent survey, over a fith of women said they would change they're jobs for more flexible arrangements. Employers may incur additional costs in adopting policies to support work-life balance, including increased managerial worloads. Such costs are however generally outweighed by the gains in achieveing strategic objectives. Hinchliffe have also recently outsourced their work to in home workers to cope with recent demand for handmade products. These workers are mainly women from ethnic groups and the company is experiencing a high rate of labour turnover. Due to this the company is thinking of investing in a team of in house designers employed officially by the firm who can be based in the firms headquarters. However the majority of the women aren't interested in this option as they fit they're work around looking after small children. They believe they're getting a rough deal from the company as materials are often not delivered on time and they're has been some talk of covert racism form the company. Senior managers also believe there is position for the company to expand into the EU. The company however would have to be equipped with a workforce with a more diverse range of skills from sales and marketing staff. This would mean being able to speak a different European language and be comfortable dealing with managers from different cultures. The current sales and marketing staff however lack these skills. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. INDIA vs. UK - CULTURAL DIFFERENCES

    WORKING TIME DIRECTIVE Working time directive is set by EU primarily restrict the number of hours worked by an individual to limit the maximum hours worked per week. However it has other aspects to it as well, which are explained later in the report.

  2. Produce a case study comparing two business organisations, investigating the extent to which each ...

    & Spencer Group MKS Retail Retail Marks Spencer Gain a competitive advantage Marks & Spencer have an excellent competitive advantage over other stores. Marks & Spencer offer the best service. There have been numerous independent surveys and Marks & Spencer continue to always come out on top.

  1. Classify the business according to its ownership - McDonalds

    day the more profit you make so it helps to maximize profit as well as expand the business. McDonald's have their employment policies. McDonald's employs some of the best, most ambitious people on the job market. Whether they join as hourly paid staff or management trainees through graduate or a

  2. Analyzing Toys "R" Us Case.

    Microsoft has several business solutions available for companies of all sizes. These solutions range from off-the-shelf packages that individual IT departments implement to customized solutions that Microsoft implements. The ability to take full advantage of a knowledge management system was key in the Toys "R" Us case.

  1. Report: Type of ownership of J-Sainsbury

    Whereas head office employees deal with mail, computers, sort documents and produce reports. All the employees who work at the head office work together to produce the paper work for each branch. Basically they go unnoticed by customers but get paid a lot more than the branch staffs.

  2. Building Effective Teams.

    This is an odd practice for most people, as well as the fact that trying to reach a consensus in a group of adults can frequently result in heated arguments, and no solution.

  1. Investigate about the important roles that management plays in achieving my chosen organisation aims ...

    All managers are provided with training on health and safety legislation and internal processes supporting this at least every two years any measure will be taken to avoid unpleasant situation. Workforce are given induction concerning health and safety matters during their first three months in the company and they will

  2. Managing Human Resources in Marks & Spencer.

    It will help the interviewer to have a checklist of the criteria used when assessing candidates. Below shows two possible lists - "Rodger's 7-point plan" or "Munro-Fraser's 5-point plan". The interviewer can make notes about candidates next to each criterion of the lists and compare the information with the person

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work