Integrated Approach to Workplace Diversity through Human Resource Management

Abstract

Today’s organisations are facing challenges of equity control, market size, and workplace diversity despite increase in profitability due to globalisation and technological advancements. This called for efficient utilization of human resource management (HRM) as its focus is on people management with the strategic proactive approach to workplace diversity. The paper calls for improve role of HRM and organisational management in creating conducive work environment, accurate and expansion of selection criteria for workplace diversity that include stable attributes such as emotional intelligence and dispositional factors such as task and people oriented and being culturally flexible. It conclude by advocating for HRM integrative approach to diversity as it synthesizes the literature and proposes key areas needed to management diversity.

A qualitative study of diversity management practices in Iran's private sector organizations

“…The use of diversity-sensitive criteria in the selection process and its relevant codes have been highlighted in previous research as well. For example, Babalola and Marques (2013) emphasized the presence of diverse managers in the recruitment and selection committee as one of the effective criteria. Meena and Vanka (2017) emphasized selecting candidates based on similar non–job related characteristics and consistent application of similar standards which are like our findings.…”

How Online Teams with Diverse Backgrounds Worked to Excel: Findings from an International eTournament

“…The top-5 teams were able to meld their cultural differences to a certain extent, and embrace the universal values, in the eTournament which focused on the global SDG issues. Students of the high performing teams were no longer culturally centered, but moved beyond to respect others' culture (Babalola and Marques, 2013). The top-5 teams seemed to have won the eTournament by working productively with their diverse teammates toward the common goal (Babalola and Marques, 2013).…”

Employees’ perceptions of diversity management practices as predictors of psychological capital: A South African study

“…Selection criteria are viewed as a diversity management technique that also serves as a preventative measure to meet the challenge of a diverse workforce to prepare and select candidates with required attributes. 107 However, some studies 108 have indicated that SMEs (including B&B establishments) are confronted with issues such as legislative requirements of equal employment opportunity and anti-discrimination when doing their recruitment and selection to the extent that they cannot evade recruiting and selecting from diverse contexts. The current results are also supported by a study indicating that to improve the management of workforce diversity in recruitment and selection, there should be a development of selection processes such as advertising for jobs in ethnic languages and the use of diversified hiring processes when dealing with culturally diverse candidates.…”