Essay: Workplace diversity

1.0 INTRODUCTION
Objective: To acknowledge the diversity in the workplace
Purpose: To prevent and handle the right way of diversity in the working environment.
Scope: To see if the manager knows how to take other differences as their advantage in the workplace.
2.0 WORKPLACE DIVERSITY
Diversity is similarities and difference in the term of age, gender, race, ethnicity and others that has been diverse in a workplace. In 1948, President Truman officially desegregated the armed forces with Executive Order 9981, which made discrimination based on “race, colour, religion or natural origin” illegal for all members of the armed service (Brazen, 2019). Therefore, diversity has increased in recent years and have impact with both positive as well as the negative effect to the organisation.
Diversity has two major forms of workplace diversity which are surface level diversity and deep level diversity. Surface level diversity are based on age, gender, race, ethnicity or disability that are easily invisible and noticeable to us as a human differences but it can fall into a wrong form of discrimination based on these factors. Deep level diversity on the another hand, are differences in personality, values and workplace preferences but not easily noticeable and perceptible. It usually starts with identifying surface level differences and when people determine similarity as to get to know each other, they starts noticing the deep level personal differences and tend to accept or dislike it (breakingnewsroll.com, 2019).
2.1 DIVERSITY IN GOOGLE
2.1.1 GOOGLES BACKGROUND
Google is a famous multinational technology company for its search engine that can lead us to large number of website through internet that we have searched. Google is the first major tech company that releases is first diversity report in 2014 since the infamous anti-diversity memo which the company has the hardest time maintaining brown and black employees. The first thing that google did to try and decide what it needed to solve in terms of diversity is was understanding what did its workforce look like and whether it could actually be more diverse.
2.1.2 SURFACE LEVEL DIVERSITY IN GOOGLE
The surface level diversity of workplace diversity in google office in the United States is the employees and culture. These diversity is to creating a more comprehensive google. There are more 2,000 googlers in 45 countries from 102 offices. Since 2015, there are more than 220 projects as part of Diversity Core which is a formal program for employees in help to contribute the company for the diversity efforts. Google have reach and interface over more than 16,000 googlers over the world. They acknowledge each kind of races, religion and culture such as Asian, Hispanic, Iranian and many more. They additionally do accept sexual orientation and gender identity, for example, lesbian, gay and transgender. This is because they want to create diversity around the work environment as they need their employees could acknowledge each other despite the fact that everyone has a different background.
2.1.3 DEEP LEVEL DIVERSITY IN GOOGLE
Second major form which is deep level diversity of workplace in Google is the talent engagement. These diversity is to encourage appealing ability and enlarge education. By 2020, United states are required to have 1.4 million registering employment opportunities. Google might want to assist our natives with getting an occupation on the grounds that there isn’t a great deal of opening for work around nowadays. Google made gigantic walks in enhancing the decent variety of early pipeline ability. This year their entry level position program invites Google biggest ever companion from underrepresented foundations, with 49% of Google’s worldwide assistants distinguishing as Black, Latinx, or potentially women. Yet, it’s essential to keep on putting resources into tomorrow’s ability. So they are additionally developing their associations with Historically Black Colleges and Universities (HBCUs) in the U.S., and stretching out their projects to the Latinx people group.
2.2 KUMPULAN MAYBANK
2.2.1 KUMPULAN MAYBANK BACKGROUND
Maybank Berhad, or Malayan Banking, is the biggest bank in Malaysia and it is likewise perceived by Forbes Global as one of the best 500 organizations on the planet. Maybank Berhad was set up in 1960 and it is presently the biggest bank in Malaysia and among the best 5 banks in Southeast Asia. It is the main player in the Malaysian Banking area with phenomenal administrations just as imaginative items including both business managing an account and corporate saving money.
2.2.2 SURFACE LEVEL DIVERSITY IN KUMPULAN MAYBANK
Maybank was one of five organizations to get the “Engaging Women” Award in the Workplace Gender Equality Recognition classification. Maybank have made a program called ‘Woman Mentor Woman’. The program is an organized tutoring and training project to create powerful future pioneers among ladies just as raise their execution level. It is a piece of strengthening the Bank’s way of life of tutoring and training, just as planned only for ladies over the Group. Propelled in late 2013, this program has matched 35 ladies mentees with 35 guides from senior administration as a tutor.
2.2.3 DEEP LEVEL DIVERSITY IN KUMPULAN MAYBANK
Their T.I.G.E.R. values characterize what they have faith in and a big motivator for them. These are their basic core values for their souls and psyches, for those circumstances where the standard book gives no answers. Firstly, is the teamwork, they cooperate as a group dependent on shared regard and self-composure. Second, is integrity as they are straightforward, proficient and moral in the entirety of our dealings. Next, is growth because they are enthusiastic about consistent enhancement and advancement. Excellence and efficiency when they are focused on conveying remarkable execution and predominant administration. Lastly, relationship building as they persistently assemble long haul and commonly advantageous organizations.
2.3 COMPARISON BETWEEN DIVERSITY IN BOTH COMPANIES
The differences in the both companies of Google and Maybank is that Google has wide surface level diversity that we can see that they acknowledge internationals resident as their representatives is from various races, religion, additionally as individuals with inability, sexual orientation and gender identity. Google likewise have an enormous openings for work for our people that can help many individuals that may require a vocation. While Maybank, they need to assist the lady with getting work, as nowadays many individuals feel that lady can’t deal with difficult employment or effectively to get furious. Maybank likewise have a solid basic belief that can see their incentive as an organization itself that we can perceive what does it make them to be a more grounded organization and a superior contenders than different banks. Hence, Google has a better diversity since they shows that regardless of that they have a ton of representatives from an alternate races, religion and others, it may assist the workers with accepting and recognize one another and can get a ton of difficulties and challenges that we can gain from it.
3.0 KEY BIOGRAPHIC CHARACTERISTICS ARE RELEVANT TO ORGANISATIONAL BEHAVIOUR
How the key of biographical characteristic is relevant to organisational behaviour is because that some of the most obvious way to differentiate the employees and biographical characteristics represent many of the surface-level aspects of diversity (Scribd, 2019). These characteristics such as, age, gender, religion, and others are easily to analyse.
Why is age is relevant to organisational behaviour is because the connection among age and employment execution is turning into an issue based on three reasons. First reason is that activity execution decreases with expanding age. Second reason is that the workforce is advancing. In any case, organizations have tried to build their engaging quality to more established laborers by giving focused on trainings that address their issues, offering adaptable work routines and low maintenance work. The third reason is enactment that outlaws required retirement. One recognition is that older workers bring background, judgment, a solid hard working attitude, and responsibility to quality.
For next example is gender, a few contrasts in occupation execution among men and women. Be that as it may, ladies, particularly those with pre-school age kids , do lean toward adaptable work routines and will look for a business who offers alternatives in their timetables. The recognition about ladies is less approachable, progressively opposing, and less alluring as supervisors. Therefore, Ladies require progressively adaptable work routines and a work-life balance. Women frequently quit their place of employment and have high state of not being present.
4.0 Discrimination and Organisations Effectiveness
Discrimination is by how we treating or making a refinement towards an individual or a specific group especially worse dependent on skin shading, sexual orientation, race, religion and others. In the recent years, we can see a lot of discrimination that occurred in the working environment. There are 3 types of discrimination, which are sexual harassment, intimidation and incivility.
Sexual harassment is the type of treating or bullying in a demand of sexual favours, obscene gesture or other physical direct of a sexual sort. There are many types example of sexual harassment, for example, undesirable sexual articulations. It is by making a ‘dirty’ or sexual jokes, reading bits of gossip about or rating others as to sexual movement or execution, by discussing one’s sexual action before others and showing or publish explicit illustrations, pictures or potentially composed material.
Next, Intimidation is whoever undermines another with any damage to his individual, reputation or property, or to the individual or reputation of any one in whom that individual is intrigued, with purpose to cause to caution to that individual, or to make that individual do any demonstration which he isn’t will undoubtedly do, or to discard to do any demonstration which that individual is legitimately qualified for do, as the methods for staying away from the execution of such danger, carries out criminal terrorizing.
Lastly, Incivility is a general term for social conduct weak in politeness or great habits, on a scale from inconsiderateness or absence of regard for older folks, to vandalism and hooliganism, through open intoxication and compromising conduct. The refinement between plain discourteousness, and saw incivility as risk, will rely upon some idea of thoughtfulness as basic to society; incivility as much else foreboding than terrible habits is subsequently subject to speak to ideas like its opposition to the intricate ideas of community goodness or common society.
5.0 MANAGING DIVERSITY EFFECTIVELY
There are numerous way that organisation can manage diversity effectively by attracting, selecting, developing and retaining diverse employees. It is by recruiting employees into demographic group and choose the right job for the right employees because some organizations have been effectively moving in the direction of enlisting less-contracted groups. Next, is diversity in groups as most individuals in groups require a typical method for taking a gander at and achieving real errands, and they have to discuss well with one another and emphasize larger amount likenesses among individuals. Lastly, is effective diversity programs that teach managers about the legitimate structure for equivalent business opportunity and support reasonable treatment surprisingly. It also teach managers how a differing workforce will be increasingly compelling at serving a various client base and foster self-improvement rehearses that draw out the aptitudes and capacities of everybody.
6.0 CONCLUSION
What I gain from this is I can become acquainted with about the diversity in the working environment. I can see a variety of points of view towards diversity with regards to workplace. There is likewise a discrimination in the work environment, as a future manager, I need to realize an approach to keep from this to occur in my business. From what I realize is that there is likewise a various method to managing diversity effectively that I can apply, with the goal that my business can be a superior contender. At the point when a workplace is sheltered and agreeable among the representatives, hence, a great work space can make a glad representatives.