Workplace Culture Diversity in Sonic Telecommunication

Discuss about the Workplace Culture Diversity in Sonic Telecommunication.

Workplace Diversity Culture of Sonic Communication

Existing workplace diversity culture of Sonic Telecommunication is not effective enough to provide equal opportunities for all the employees. As Kim was migrated to Australia and is from Asian background, here suggestions are not taken seriously by Matthew. Kim also does not get due credits for her productive ideas. Besides, at the time of meetings, Kim’s suggestions are not taken seriously. Therefore, it can be said that diversity culture does not exist in the organization as an employee who is from different background is not treated equally like other employees. In spite of working the organization from past 7 years, Kim has no scenario of getting promotion in the organization. This is another example that reflects that workplace diversity culture is missing from Sonic Telecommunication.

Review of sample Diversity Policies

From the sample diversity policies, I have noticed that all the organizations mentioned in the samples have developed an effective diversity policy for the workplaces. For example, say, Woolworth’s diversity policy where a strong focus in given on women employees (Barak, 2013). The management of the organization is working to increase the number of women employees in the higher position. Besides, Woolworth’s management is also providing disability employment opportunities and career development opportunities. On the other hand, Westpac Group’s diversity policies are also suitable to develop a diversify workplace. At the workplace of Westpac, employees can achieve success regardless of their gender, age, background and cultural identity.

Importance of Diversity Policy

Diversity policies are extremely useful is any workplace as it fosters mutual respect among the employees. According to Harvey and Allard, (2015), at some point, conflicts will occur in the work environment. In the presence of diversity policy where there is respect for co-workers, chances of conflicts are minimized. Besides, teams in an organization working on complicated projects can draw on the various experiences of associate workers from diverse backgrounds. This helps to understand new markets. Workplace diversity also can reduce discrimination in workplace. Regular communication with people from dissimilar backgrounds actually helps to reduce discrimination, intolerance and misunderstandings. Diversity policies can also improve organizational productivity (Kirton & Greene, 2015). It is seen that when human resources channels and harnesses diverse skills, it can foster innovative and effective solutions for problems better organizational productivity.

Kim’s Problems

Absence of diversity policies is the main reason that Kim is facing problems in Sonic Telecommunication. First of all, Kim is neglected by Matthew and Victor and none of her ideas are taken seriously in the meetings. When Matthew is one leave, Victor acts as the manager where Kim has seven years of experience in the company. It is also mentioned in the case study that Kim is seeing no opportunity to get a promotion. It means, as she is from different background, she gets ignored at the time of appraisal. Besides, if any of the Kim’s ideas are granted by the authority, she does not get ample amount of credit for that.

Kim should ask the management to conduct a meeting and discuss her claims with Matthew and Victor. She can also ask to implement a diversify workplace where she can achieve what she deserves.

Kim should ask questions to the management that why Victor is getting unfair preferences from Matthew.

Kim can quit this job and can look for an organization where employees from different backgrounds are treated equally.

Diversity Policy of Sonic Telecommunication

Sonic Telecommunication can develop Diversity Policy by following the policies of DVA (Department of Veteran Affairs). Steps to develop a diversity policy are mentioned below.

Legal framework

Some legal acts that will be required to develop a diversity policy are,

• Public service act 1990 that includes some requirements relevant to workplace diversity (Guillaume et al., 2013).
• Secretary will develop a workplace diversity program under Sector 18 of the Act.
• Rules and regulations under APC code of conduct must be met.
• Racial Discrimination Act 1984 that states it is against the law to discriminate in employment on the grounds of race, color and national or ethnic origin.
• Sex Discrimination Act 2004, Age Discrimination Act 2004, Human Rights and Equal Opportunity Commission Act 1986, Fair Work Act 2009.

Corporate Documents

The new policy must be read in conjunction with a number of other organizational documents that identify organizational requirements and commitments (Podsiadlowski et al., 2013). These include:

• DVA Project Agreement
• DVA Corporate Plan
• DVA Workforce Strategy
• DVA policies of people

Objectives

Key area	Objective
Leadership	Leaders will encourage diversity in workplace
Working atmosphere	Principles of diversity should be integrated in performance management.
	Management and employees will have the knowledge to deal with discrimination.
Interaction	Policy should be understood and supported by leaders and employees.
Recruitment, Assortment and Preservation	Sonic will increase representation of employees with a disability.
Work-life balance	Flexible employment framework should be provided.

Workplace and Diversity Policy Monitoring processes

In order to monitor, evaluate and review the new diversity policy, an action plan will be developed. That action plan will include performance measures that will be used to evaluate the diversity policy (Ghorashi & Sabelis, 2013). The report will be submitted to Public Service Commissioner annually. Both quantitative data (data gathered from workforce) and qualitative data (gather from employee surveys and learning activities) can be used to evaluate and review Diversity Policy (Gotsis & Kortezi, 2013). Action plan will be revised each year based on the gathered data.

Implementation, Consultation and evaluation with management

Key Area	Action	Time fame	Evaluation
Leadership	Appointing Workplace Diversity Executive Sponsor	One year	Positive employee surveys that shows that the policy is a success
Recruitment	·         Use of indigenous media. ·         Hiring people from diversified backgrounds.	One year	·         Indigenous employees are recruited ·         People from different background are hired
Work environment	·         Knowing career development needs ·         All methods of company supports diversity ·         Performance appraisal based on performance.	One year	Surveys will employees
Interaction	·         Consultation with employees ·         Distributing summary of the policy	One year	Employees understands and supports the policy

Promoting Inclusive behaviors in the diversify workplace

Management of Sonic can do following things to promote inclusive behavior among the employees.

• Participating in employee engagement survey
• Actively engaging in the effort of diversity
• Treating people in a way they wish to be treated
• Applying positive changes in workplace
• Accepting ideas from people of difference age, sex, race and background
• Commitment to regular improvement

Recommendation

• Implementing diversity policy as soon as possible
• Communicating with Matthew and ask him not to discriminate in workplace
• Promoting employees based on their performance
• Reviewing the policy regularly
• Improving the policy yearly

References

Barak, M. E. M. (2013). Managing diversity: Toward a globally inclusive workplace. Sage Publications.

Ghorashi, H., & Sabelis, I. (2013). Juggling difference and sameness: Rethinking strategies for diversity in organizations. Scandinavian journal of management, 29(1), 78-86.

Gotsis, G., & Kortezi, Z. (2013). Ethical paradigms as potential foundations of diversity management initiatives in business organizations. Journal of Organizational Change Management, 26(6), 948-976.

Guillaume, Y. R., Dawson, J. F., Woods, S. A., Sacramento, C. A., & West, M. A. (2013). Getting diversity at work to work: What we know and what we still don't know. Journal of occupational and organizational psychology, 86(2), 123-141.

Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity. Pearson.

Janssens, M., & Zanoni, P. (2014). Alternative diversity management: Organizational practices fostering ethnic equality at work. Scandinavian Journal of Management, 30(3), 317-331.

Kirton, G., & Greene, A. M. (2015). The dynamics of managing diversity: A critical approach. Routledge.

Podsiadlowski, A., Gröschke, D., Kogler, M., Springer, C., & Van Der Zee, K. (2013). Managing a culturally diverse workforce: Diversity perspectives in organizations. International Journal of Intercultural Relations, 37(2), 159-175.