Diversity in Global Business Assignment
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Diversity in Global Business Assignment
Running head: DIVERSITY IN GLOBAL BUSINESS 1
DIVERSITY IN GLOBAL BUSINESS 7
Diversity in Global Business
Global businesses are affected by several factors ranging from the social people, culture, regulations, and policies governing the society and also the political condition of the country or territory they are operating. Thus, organizations operating globally must be aware of these factors and comply with them to ensure they have remained in peace with the society they operate in. in this case, the paper will analyze legal and diversity factors that impact the organization. the paper will focus on analyzing the employment regulations and policies that impact diversity, the main tools that help the organization management to identify issues before they arise concerning diversity and inclusion in the workplace. The paper will also analyze strategies that human resource professional inclusion culture in the organization
Employment regulations and policies that impact diversity in global organizations.
The legal factor affects international business in various – the level of production, employment program, expansions, and marketing. The legal factors that impact global business includes all the regulatory and law determinants that can have both a negative impact on the organization’s management. The laws and regulations that relate to employment program in the country play a significant role in promoting diversity (“Legal factors affecting business,” 2019). The regulation that impact diversity in the organization includes – anti-discrimination laws, protection against dismissal, foreign workers’ laws.
The anti-discrimination laws
The anti-discrimination law has the greatest impact on the level of diversity in the organization. Most of the countries have passed laws that ban discrimination of the people on any basis. In some cases, the country has passed gender laws that require the protection of the women’s gender, people with disabilities, and marginalized people in the country. This law increases the level of diversity in the organization. For instance, there are some cases; the countries have s passed gender rules that require organizations operating in that region, whether private of the public, to have a certain percentage each gender in their appointments (Zeps, 2011). This have an uppers side on the diversity of the workers. the organization will draw workers from various regions and backgrounds with different levels of expertise and exposer.
The laws against unlawful dismissal.
Another key law that determines the level of diversity in the organization is the protection of unlawful dismissal. Laws protect full-time workers in most of the countries from unlawful dismissal, and thus, the worker cannot be discriminated against, and their contract is terminated with following the due process. This law helps to maintain the level of diversity in the organization in case of a change of management. the workers from different backgrounds are protected by the law from unethical management that may hire people from one region or race.
The foreign worker’s laws and laws on immigrants.
The foreign worker laws and laws on immigrants play a significant role in determining the level of diversity in the organization. the ability and capacity of the organization to outsource experts from outside the country are determined by the existing laws and regulations on the foreign worker. There some country that have policies that limit workers from outsourcing workers from outside the country; this hurt the country as it reduces the level of diversity.
Management tools that promote diversity and inclusion.
Contemporary business management requires managers to be responsible for the organization’s operations and take care of workers’ needs who are ethnically and culturally diverse (AL GORE, 2011). Thus, to be able to achieve this, various tools can be applied to identify issues before they arise regarding diversity and inclusion. These tools include:
Linking diversity to strategic planning – the strategic diversity planning focuses on establishing measurable means where diversity can support strategic goals, objectives direction of the firm. Thus, with diversity being included in the strategic plan, this means that issues that relate to it will be evaluated in a daily basis, and this will allow the organization management to identify diversity issues that may limit the achievement of the organization’s goals.
Building and managing diverse workforce is another key tool that can be applied to help identify issues before they happen. Having a workforce from diverse background makes the organization to have experts with more diverse skill, and this help to help identify risk and issues that may limit organization management. Monitoring employees – Implementing monitoring programs will help the organization in assimilating new employees in the organization culture. The monitoring process will allow the organization to study the entire organization program, and this will allow the managers to identify the diversity issue that may limit the organization achieving its goal. Monitoring will help the organization management to bring all stakeholders together and help them play their roles.
Evaluation and assessment – an organization cannot be able to develop a successful diversity process without having an assessment and evaluation program to identify the status and accomplishment of the process. the assessment processes will help the organization to identify the attrition rate of workers, external factors that affect business, and climate satisfaction. Dialog with affinity group in another key tool used to identify the issue before they arise regarding diversity and inclusion. Establishment of the employee’s groups, though they may be in different form structures or plays a significant role in ensuring the organization is to identify diversity issues before they arise. While people operate in a group, it comes easy for the organization to manage them and identify issues that affect them.
Strategies that can be applied to create an inclusive culture
The organization that promotes diversity in its workplace benefits a wide range of ideas, skills, and engagement from different workers. Thus, to achieve this, various strategies can be applied to create and improve inclusive culture. The strategies that that can be applied include – educate your leaders, forms the inclusive council, celebrate the organization’s difference, learn how to listen to all employees, and communicate the goals and measure the progress.
Educating leaders to understand and embrace diversity can be a very effective strategy to build an inclusive culture in the workplace. The organization’s executive and managers are the key players in the organization management and all operations that are carried out in the organization, thus training them will always focus on inclusion all workers in their operations. Forming the inclusion council is another strategy that can be used to improve the level of integration in the organization (Gurchiek, 2018). the council should include eight to twelve members that are carefully selected different ethnicity groups, gender, and also from different business functions and geographical locations. This helps to ensure the company leaders’ inclusion ensures all voices in the organization are heard. Celebrating the employee’s differences is another key strategy that can be used to promote diversity and inclusion. Recognizing the employee’s diversity will allow proper utilization of the skills and knowledge of workers drawn from different backgrounds.
Listening to the employee also can help to create an inclusive culture in the organization. Creating clear communication channels and engaging the employee will help to better understand the employee’s experience and diverse culture, ethical, and social background. Thus, this will help the organization to include the diversity of the employees in their daily operations. Communicating the goals and measuring progress is another strategy that can be applied to improve the level of diversity in the organization (Gurchiek, 2018). This practice improves the level of interaction in the workplace. Increased levels of interaction will help people to appreciate the diverse backgrounds of every employee.
While the organization is operating globally, diversity is the key driver of the organization’s success. The level of diversity differs from one region to the other due to differences in-laws and regulations concerning hiring and firing, cultural difference, among other issues. An organization that have a high level of diversity benefits form a wide range of skills, knowledge, expertise, and experience. Thus, to achieve this, the organization should develop and adopt strategies that will promote the level of diversity in the organization.
Gurchiek, K. (2018). 6 Steps for Building an Inclusive Workplace. URL, https://www.shrm.org/hr-today/news/hr-magazine/0418/pages/6-steps-for-building-an-inclusive-workplace.aspx
Zeps, A., & Ribickis, L. (2015). Strategy development and implementation–process and factors influencing the result: a Case study of Latvian organizations. Procedia-Social and Behavioral Sciences, 213, 931-937.
Legal factors are affecting business. (2019). Retrieved 23 October 2019, from https://ceopedia.org/index.php/Legal_factors_affecting_business
AL GORE, V. P. (2011). Best practices in achieving workforce diversity. URL, https://govinfo.library.unt.edu/npr/library/workforce-diversity.pdf