Multinational Corporations embrace the aspect of diversity in their operations to relate well with consumers from different cultural, gender, age and ethnic background (Christensen, 2009). This paper examines various aspects of diversity and equality as well as their effects on the operations of organisations. In addition, it provides recommendations on various approaches for addressing the issue of equality and diversity in the human resource department. Furthermore, there is description of the structures that should be in place in an organisation to enhance good work relationship. Diversity refers to the aspect of understanding, recognising and accepting the differences among individuals regardless of their gender, race, class, age, culture and physical abilities.
The concept of diversity and equality is prevalent in multinational organisations in various countries worldwide (Cornelius, 2009). The type of diversity and equality that is presented in a global organization varies depending on the company’s country of operation. In this case, countries operating in European, Asian and African countries experience the cultural aspect of diversity. Furthermore, the concept of inequality is common in organisations that operate in Asian, European and American context.
The types of inequalities that are experienced by the organisations include racial, ethnicity, religion and gender (Holmes, 2010). The concepts of diversity and equality are critical to the criteria through which businesses operate, especially provided the value it brings to the organisation. An effective management and understanding of diversity contributes to the promotion of the reputation of the organisation, enhances its retention and recruitment, prevents the occurrence of various risks and increases productivity (Ferraro, 2010). Global businesses aim at appealing the needs of the world population regardless of the differences in culture, age and gender.
In this case, the aspect of equality and diversity is prevalent in multinational organisations. The human resource personnel of majority of the multinationals comprise of a diverse workforce which is essential to enhancing the performance of the business. According to research, diversity initiatives by the management has move past legal compliance with the legislations on equality to valuing and accepting differences in the society (Cornelius, 2009). Organisations that have an active policy on diversity and
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