Friday, July 17, 2020

Diverse Workforce In Australia Example

Diverse Workforce In Australia Example Diverse Workforce In Australia â€" Essay Example > Diverse Workforce in AustraliaIntroductionDiversity within a working environment covers gender, ethnicity, age, language, cultural background, religious belief, family responsibilities and sexual orientation of the population within that environment (Cox and Blake 1991, p. 45-56). Diversity also means other ways in which the workers in a particular environment are different, or instance educational level, work experience, life experience, socioeconomic background, marital status and personality. Workplace diversity generally involves recognizing the individual differences in values and managing them within that respective workplace. The diversity of the employees in Australian context is one of its greatest. Managing diversity in the country successfully means the ability to create an environment, which utilizes and values people’s contributions with diverse experiences, perspectives and backgrounds (Michael 1996, p. 215-298). Organizations generally need to develop management s trategies for their employees, which are capable of accommodating differences in the background, family responsibilities and perspectives of their employees. They need to equally recognize the diverse contributions, which diversity of perspectives makes to develop new ways and ideas of doing things. The concept of workplace diversity is an inclusion of the equal employment opportunity principle. This paper discusses the work diversity topic looking deeply into issues of discrimination and the disadvantage concepts within the Australian context. Diverse nature of the workforce in AustraliaAustralia has an extensive diversity in the respective work places. The country employs many people with diverse cultures from all corners of the globe. Australia has an inclusive and tolerant society made up of individuals from many, diverse backgrounds. Cultural diversity is a prominent feature of the national identity of Australia. Since 1900, the Australian population has been consisting of a s mall number of Indigenous people relatively and a substantial majority of Europeans mostly from countries for instance Britain (Cope and Mary 1997, p. 178-201). By 2008, Australia’s population by far exceeded 21 million with an inclusion of people from over 200 countries. In this context, the diversity even in the work force is intolerable (Napoli 1998, p. 178-198). Torres Strait Islander and Aboriginal people are culturally diverse in the country, belonging to numerous language groups. Global trends and the fast growing nature of Australia has been bringing people to Australia for a long period and therefore, creating the diversity (Michael 1996, p. 215-298). From the gold rush era of the early 1850s to the present globalization, the diversity in the work force of Australia has been increasing and widening by day (Patrickson 1994, p. 25-32). Discrimination and DisadvantageDiscrimination is part of the concepts that feature prominently when looking into issues of work diversity. Discrimination in this context means the systematic acts, which deprive a specific group of equal treatment for instance pay rates, promotion, hiring and access among others (Brian 1999, p. 530-547). This in other words is depriving particular groups of people equal opportunities within the work force without clear and justified reasons of doing so. On the other hand, disadvantage is a concept that also features broadly in this context. This involves groups of people who endure unequal opportunities for reasons without ground. In other words, it means the poorer outcomes as well as conditions being assigned to specific groups (Robin 1998, p. 133-142). Such groups in the Australian context usually include women, the disabled, non-English-speaking migrants, and the indigenous Australians (Napoli 1998, p. 178-198). In reality, these groups always experience difficult times in their work environment with preferences falling on fellows or work mates.

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