According to Anderson and Media (2013), there are various advantages and disadvantages of observing diversity in an organization. As such, there is the need to make sure that there is proper management of the diverse workforce so as to make sure there is consistency and smoothness in the running of the organization. There are some measures which should be put in place so as to make sure that the managers do not resort to individual attacks and ostracism in the workplace. Some of these are as discussed below.
First of all, the organizations need to make sure that they have policies as well as practices which are all inclusive and enhance harmony at work (Government of Singapore, 2013). This can help in making sure that all the employees are valued and treated equally. As such, there would be no possibility of victimizing or looking at some people with contempt. Well, the fact is that diversity is a good thing and has to be enforced in an organization if it has to maintain the global status.
According to Jones and Company (2013), one of the factors that lead to diversity is by having people from different backgrounds and cultural differences. Well, in order to make sure that all these people are catered for, it is important to have a flexible company culture which accommodates all the employees equally. For instance, there should be policies which allow for flexibility in terms of dressing, religious and cultural holidays, as well as other factors which facilitate diversity. Having such measures ensures that the needs and concerns of all the individuals within the organization are well catered for. As such, there is no loophole through which some of the employees who come form the minority groups can be looked down upon or victimized (Jones and Company, 2013).
More often than not, employees who have gone through such forms of discrimination such as mistreatment are likely to complain to the HR. as such, in order to make sure that such activities does not deteriorate and get to personal attacks, the HR should make sure that all instances of discriminatory behavior are well looked into (Anderson and Media, 2013). Once such cases are well addressed, it would act as a warning to the members of the organization whereby they would appreciate the fact that there is the need to treat each other with respect and the dignity deserved.
In line with the same, it is important to make sure that the hiring process is done on merit. According to Anderson and Media (2013), the HR should ensure that the hiring process is based on merit rather than on ethnical background, race, age, gender among others. As a matter of fact, the organization should make sure that during the hiring process, it employs the Federal Equal Employment Opportunity Commission (Jones and Company, 2013). This ensures that the any form of discrimination, which makes sure that individuals from the minority groups have an equal chance of inclusion.
In conclusion, this essay has looked at the various ways through which the HR in an organization can ensure that there are no personal attacks or ostracism in an organization. In so doing, literature review has been used to reveal some of the strategies which include equal opportunity employment. The bottom line is that the organization needs to value all its employees, including those form the minority groups.
References
Anderson, A. & Media, D. (2013). How to Manage Diversity in a Workplace. Retrieved on 19th Feb. 2013 from http://smallbusiness.chron.com/manage-diversity-workplace-3038.html
Government of Singapore. (2013). Fostering Inclusive and Harmonious Workplaces. Retrieved on 19th Feb. 2013 from http://www.mom.gov.sg/employment-practices/Pages/WDM.aspx
Jones & Company. (2013). How to Increase Workplace Diversity. Retrieved on 19th Feb. 2013 from http://guides.wsj.com/management/building-a-workplace-culture/how-to-increase-workplace-diversity/
