There are several strategies in use on employee inclusivity. An inclusive workplace entails equality, dignity, respect, autonomy, and fairness principles. Human resource main concern is the employees' welfare; hence, checks and discourages occupational segregation and unnecessary hierarchy; this happens with the clustering of a group of employees with their ranks and cultural background. The clustering of employees negatively affects the employer and employees since it creates division and disunity among the staff and management(Sparrow, Brewster, & Chung,2016). Policies concerning human rights and equality, dignity at work and working conditions, procurement practices, and fairness in recruitment are formulated and well documented in the organization to avoid and control the latter's excesses
A multicultural collaboration should also be adapted since the organization's staff are from different backgrounds; therefore, they should strive to achieve the organization's goals and objectives irrespective of their culture and ethnicity. Ethnic divisions are retrogressive if not managed and can lead to the collapse of an organization. Sponsorship programs are also an excellent way to help the organization, whereby progress acceleration can be achieved by pairing experienced sponsors with the employees to bring forth a dynamic and robust workforce. Leaders should be held accountable for any misgiving in the organization since they are the central part of the organization and help formulate and implement rules and regulations (O’Donovan, 2018). Accountability on the part of leadership brings forth a united workforce and discipline since no leader can condone underperformance in their docket due to the outcome, which will impact him directly as he/she is accountable.
Delegate your assignment to our experts and they will do the rest.
In conclusion, these strategies' benefits range from a satisfied and rejuvenated workforce to cultural change that spreads through the communities and creates a broader appeal and access to an untapped market.
References
O’Donovan, D. (2018). Diversity and Inclusion in the Workplace. In Organizational Behaviour and Human Resource Management (pp. 73-108). Springer, Cham. doi: 10.1007/978-3-319-66864-2_4
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management . Routledge.Martella, M. H. (2018). Law 101: Fundamentals of the law . https://doi.org/10.4324/9781315668611
