The Social World

Introduction to Workplace Diversity in The Business

Workplace diversity in the business is vital so that it can be able to manifest itself in developing a greater reputation for the company through which the increased profitability can get enhanced along with the opportunity for the workers. Since the global markets are nowadays is getting shifted and the organizations are trying to make their global presence, it is always necessary for the business to keep some women as Board of Directors with which the organizational commitment can get achieved easily so that the differences and the organizational change can get embraced (Australian Human Rights Commission, 2020).

It helps in fostering mutual respect among the employees with the team members having different work styles, disabilities which is always difficult to achieve. In this situation, the employees gradually start respecting the performance of their colleagues. Again it can also be said that through workplace diversity, marginalized workers like the marginalized women workers get benefited economically irrespective of racism, ageism, and creed. Again to have women as a board of directors in the business it is vital behind the reputation enhancement leading towards increased organizational profitability. These things will get reflected in the following through certain critical analysis and supportive arguments along with certain theories and models on diversity (Chartered Management Institute, 2015).

Discussion on Workplace Diversity in The Business

According to the Workplace Gender Equality Act 2012 in Australia, the focus will be to improve and promoting equality for both men and women in the workplace. The primary focus of the Act is to promote and at the same time improve gender equality (mainly the remuneration among the men and women employees) in the workplace. In addition to this, the other purpose of the Act is to support the organizational employers in removing the barriers among women to fully engage themselves in the workplace and also acquainted with the work culture (Dennissen, 2020).

Hence as a whole, the workplace consultation between the employers and the employees can get fostered well on certain issues like gender equality in both employment and in the workplace. From this argument, it is clear that women are essential for business as a board of directors. However according to the 2015 meta-analysis on 140 research studies indicates a positive relationship between the representation of the female board and their performance especially in the accounting terms, but not in the market performance? Again some researches show that women contribute towards zero business performances (Hersh, 2020).

Few women got engaged in the high profile business as the board of directors since certain research highlights that women director on the boards helps in the production enhancement along with the enhancement of sale through which the business’s corporate social responsibility can be enhanced. For example, Linda Nicholls comes up as one of the influential board of directors who was having the ability to reach around 25 board members through her ASX-listed board positions. In the Australian context, it has been found that as of June 2011, the women comprised of 57.5 percent of the Commonwealth Public Service Employees (Australian Human Rights Commission, 2020).

Again as of 30th June 2011, the women hold around 35.3 percent of the Government board appointments where the four government portfolios meet the gender balance targets well. The research study highlights that having more women in the board as per the Australian working context is because the disparity between male and female counterparts in the organization can get minimized then the economic activity within Australia can get boosted by 20 percent. Likewise, it can be able to solve the problem concerning pension sustainability and hence the dependency ratio can get reduced through which the savings rates can get lifted by increasing the tax rate received from the Government (Chartered Management Institute, 2015).

However, it had been critically analyzed by most of the authors like Sears (2020,p 448), that still now, women are not getting paid and is not getting an equal remuneration. In addition to this, different abuses have been faced by the women as the board of directors in the workplace which had ultimately created a vast gap in their performance rates. Again, flexible working arrangements are not easily provided to women so that women can be able to enjoy their work safely and in a secure manner. On the contrary, as per other authors like Wang (2020,p.120), women are having certain transformative management style as compared with the transactional style of men so that he command and control style of management can be assured.

It has been observed and argued by some of the authors like Dennissen (2020,p.230) that the leadership approach among men and women varies that is the womb is more participative in their leadership approach and handle the decisions with care which is very helpful for the business to grow in the future. Women as the board of directors also help in fixing the interpersonal problems and family affairs through the establishment of positive communication skills which helps in bringing the co-operation among male and female employees within the business. According to the Contingency Theory, the diversity management and the organizational success depends on the organizational attitudes in certain areas like that of the culture and the organizational strategies, environment aspects along with the individual employees (Holtshouse, 2020).

As per the Institutional Theory of Diversity Management, one cannot be able to separate the social environment which had been found within the organization. All the legislation rules need to be followed by the organizational employees to maintain their legitimate operations in the business (Holtshouse, 2020). Through legitimacy, the organizational business can be able to begin the accumulation process of the materials from other individuals. In short, laws require the organizations to become more diversified by following the organizational laws and the norms based on which the organizational growth and success can be delivered (Hersh, 2020).

The Resource-Based Theories in the context of the Diversity Management depends on certain processes like the physical capital, financial, and human capital along with the corporate capital resources. These are certain resources through which the organizational operations can be inhibited. Women as a board of directors can also be considered as one of the most important organizational assets which with the help of the innovation strategy resulted in better production along with the higher market performances. In this situation, the Consultant approach turns out to be one of the important factors based on which the employee competencies within the organization can get improved and at the same time, the organizational image among the stakeholders can also be guaranteed. This way the talented employees can be retained within the organization (Holtshouse, 2020).

As a while, it can be stated that the occupational segregation model needs to be followed by the organizational business where the purpose of the work along with the goals separated for both males and females. This helps the employees to become one competent by nature and at the same time to be socially skilled and more efficient based on which the organizational efficiencies can also be enhanced well along with the development of positive corporate networks.

The existence along with the use of the board working structures assist the board members to get involved in the board tasks (Hersh, 2020). It can be said that women as the board of directors are essential within the organization through which both the strategic as well as the operational control can be evaluated along with the reassessment of the managerial decisions based on which better product quality can be delivered along with maintenance of proper health, safety, and environment. In this situation, the group processes can be stated as one of the most challenging theoretical construction so that the measurements n the study can be operationalized along with the development of organizational reliability and flexibility. Hence along with this, the interpersonal compatibilities among the male and the female employees can also be adjusted with the help of which the good working environment with futuristic goals can be well handled (Australian Human Rights Commission, 2020).

Conclusion on Workplace Diversity in The Business

To conclude managing the diversity within the organization helps in emphasizing differences to create a setting where everyone will be getting values and accepted. This way the organizational future goals and objectives can be easily tackled. Hence through diversity management, the creativity among the employees will get automatically enhanced along with the effectiveness in business case solving.

References for Workplace Diversity in The Business

Australian Human Rights Commission, 2020. Gender Equality Blueprint (2010). [Online]
Available at: [Accessed 26 August 2020].

Australian Human Rights Commission, 2020. Women in leadership. [Online]
Available at: [Accessed 26 August 2020].

Chartered Management Institute, 2015. Women are not necessary in the boardroom. [Online]
Available at: [Accessed 26 August 2020].

Dennissen, M., 2020. Rethinking diversity management: an intersectional analysis of diversity networks. Organization Studies, 41(2), pp. 219-240.

Hersh, E., 2020. Why Diversity Matters: Women on Boards of Directors. [Online]
Available at: [Accessed 26 August 2020].

Holtshouse, D., 2020. Knowledge work 2020: thinking ahead about knowledge work. On The Horizon-The Strategic Planning Resource for Education Professionals, 18(3), pp. 193-203.

Sears, G., 2020. Walking the talk on diversity: CEO beliefs, moral values, and the implementation of workplace diversity practices. Journal of Business Ethics, 164(3), pp. 437-450.

Wang, M., 2020. Age diversity in the workplace: Facilitating opportunities with organizational practices. Public Policy & Aging Report, 30(3), pp. 119-123.

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