Essay On Management Of Diverse Client

Workplace diversity is the composition of employees and clients in the enterprise having different sex, race, ideologies, ethnicity, and sexual orientation among the employees (Aquino & Robertson, 2017). A diverse environment supports a wider environment for the customer’s needs and provides a better solution for product improvements. To work with a diverse client group, an enterprise needs to have a deep understanding of diversity and can take a holistic approach. In this report, the reader will get information about the concept and theories which enables counselors to help in the work of practitioners from diverse group. With the critical analysis of the selected theory and concept get to know about the advantages and disadvantages of the company Accenture as it is an organization that is working with cultural diversity (Accenture, 2020). In this report, an overview has been provided of discrimination and racism which is prevailing in Accenture company and what steps they have taken by it.

 

 

Discrimination at the Accenture workplace happens when a group of people and persons is treated unequally and unfairly because of their specific characteristics (Roscigno, 2019). This protected characteristic involves ethnicity, age, sexual orientation, national origin, race, gender identity, and religious belief. If a company unfairly treats an employee based on some specific characteristics whether it is gender, sex, or any other it will be considered discrimination. As an example, one of the employees of Accenture has the qualifications to do the job but it turns them down due to the condition that they are expecting a child soon which may hamper their work-life balance as it was pre-assumed by the company managers. 

 

When the employees in an enterprise are treated unfairly based on the skin tone of the person is considered racial discrimination. In Accenture, they worked on creating an inclusive culture where Black talent can thrive for excellence. For instance, in the event of George Floyd’s murder, the company holds an online event where the black colleagues of the company can raise their concerns which can be sorted by the team members (Accenture, 2022). In the UK, the company employees are protected from racial discrimination by the law that is Equality Act 2010. A person need not be from a minority group to get racial discrimination, even their engagement with a minor community can bring discrimination against them. An example of this is an incidence where a British white man was denied of job opportunity in a sales representative position because his wife is an African descent having a dark skin tone. Removing discrimination from an enterprise can create ample opportunities for an employee. The promotion of diversity in an enterprise can provide ample ideas for the company to grow its business in different fields which can lead to a profitable business for the company. But this was not the only way to look at the company’s stand. One of the examples persists there where an employee was treated unfairly and she made an accusation that the company discriminated against her race and disability (Consultancy.uk, 2022).

 

It is the thoughts, attitudes, and belief system an individual holds about the group in an organization. Prejudice might sound negative or positive (Rattan & Dweck, 2018). Though the term is used for negative prejudgement wherein the people connected with a particular team are believed as inferior based on race, gender, nationality, ethnicity, and many more rather than personal experience. Prejudice is an abstract misapprehension, only in the mind of the people of the organization. For example, colleagues in an enterprise can form a biased view of the LGBTQIA+ community (Monaco & Pezzella, 2022). As some people take these individuals’ sexual orientation as marginalized. But Accenture company believes in equality and providing equal opportunity to all. They believe in cultivating an environment of equality where everyone can live openly and authentically. Accenture network is an ardent supporter of the LGBT+ community and provides everyone courage to come out openly in society. They always celebrate pride month with all their employees and provide a safe environment for their personal growth (Accenture, 2020). 

 

Understanding this cultural diversity and the issues of prejudice and racial discrimination is always a concern for an enterprise. Governments always support equality and fraternity in all spheres of institutions.  By having a clear knowledge of cultural diversity, a company can uphold the morality of the business by applying these concepts to removing discrimination and other forms of issues in an organization.

 

 

Managing issues scientifically- Through scientific management, the company can balance diversity in its organization. Practitioners need to be responsible for training, recruiting, and hiring new candidates for the company. 

 

 

Clear Communication pathways- For resolving any conflict that arises among co-workers proper and clear communication is needed in all organizations. It also encompasses the dynamics of a diverse workplace as divided by how various employees accept authority (Shook, 2022). Employees of the company need to understand what needs to be communicated to them from the manager’s side. Because every communication is required to be reflected on the mission, strategic goal, and core value of the company. 

 

 

Inducive Culture of organization- Working with different forms of discrimination and prejudice that may prevail can be well sorted by creating a positive environment for the organization. Along with this information, the practitioners might be exploring the talent of the team and can help workers to achieve their strategic goals efficiently. 

 

 

To increase cultural competence in the workplace the organization needs to make a plan. They need to assess the recent level of cultural competence along with the identification of skills, resources, and knowledge that can build upon. This required knowledge about the areas that need to be improved, what required funding, and how much funds are required. Program of training as an example might be a required resource of the company and time for employees to complete. Make goals along with the steps that are required to achieve that particular goal, how and when cultural competency plan, and while specifying the what.

 

 

1. Clear and demarcated rules and policies of an organization against discrimination are well needed.

 

 

2. Awareness campaign be arranged to the employee of the company about discrimination and prejudice.

 

 

3. Separate unit in a company is required who can solely deal with discrimination.

 

 

4. Clear and accessible communication channel with the management is well required.

 

 

5. Hiring process should be more transparent and established.

 

 

6. Implementation of Anti-retaliation policies.

 

 

7. Teambuilding activities to be arranged on regular basis (Marasi, 2019).

 

 

8. Soft Skill training should be arranged to make all employees comfortable with each other (UMAR et al., 2020).

 

 

9. Timely updation of the company policies is required on an urgent basis.

 

 

10. Complaints of all forms of discrimination and other issues should be handled with care and confidentiality in all these issues should be maintained in an organization.

 

 

Diversity requires skills to make a more inclusive environment for working. These skills help an organization to become more accommodating and accept various requirements, expertise, and lifestyle of different kinds of people. Utilizing the skills of diversity might help an organization develop a lens of equity to better foster inclusion and visualization in the workplace.  Measures that can be taken to increase the coordination among diverse people will be

 

 

1. Increase the sense of belonging and cultural awareness through different activities

 

 

2. Bias confronting

 

 

3. Microaggressions mitigation (Washington et al., 2020).

 

 

4. Stereotypes combating

 

 

5. Awareness of multi-ethnic and multi-culture 

 

Work culture diversity exists in all organizations and issues can arise from this diversity. This report focused on diversity issues such as discrimination, and racial and prejudice problems that an enterprise might face. It shows an example of Accenture company and demonstrated how they dealt with these issues of diversity. It explains the need of managing diversity in an enterprise and the different measures which can be taken to avert these issues on a managerial level. Diversity exists in all forms; all it takes is the mindset and teambuilding to avert such situations

 

Accenture. (2020). Celebrating Cultural Diversity | Accenture. Accenture. Retrieved 10 July 2022, from https://www.accenture.com/us-en/blogs/blogs-careers/working-as-one-worldwide-family-celebrating-cultural-diversity.

 

 

Accenture. (2020). Pride & No Prejudice. Accenture. Retrieved 10 July 2022, from https://www.accenture.com/us-en/blogs/blogs-careers/coming-out-with-all-pride-and-no-prejudice.

 

 

Accenture. (2022). How Accenture is transforming its culture | Accenture. Accenture. Retrieved 10 July 2022, from https://www.accenture.com/gb-en/blogs/blogs-how-accenture-is-transforming-its-culture.

 

 

Aquino, C., & Robertson, R. (2017). Diversity and Inclusion in the Global Workplace. Springer International Publishing.

 

 

Consultancy.uk. (2022). Accenture faces discrimination accusations from ex-employee. Consultancy.uk. Retrieved 10 July 2022, from https://www.consultancy.uk/news/31279/accenture-faces-discrimination-accusations-from-ex-employee.

 

 

Marasi, S. (2019). Team-building: Developing Teamwork Skills in College Students Using Experiential Activities in a Classroom Setting. Organization Management Journal, 16(4), 324-337. https://doi.org/10.1080/15416518.2019.1662761

 

 

Monaco, S., & Pezzella, A. (2022). Coming out in the workplace: A comparative study between Italy and England. Journal Of Gay &Amp; Lesbian Mental Health, 1-20. https://doi.org/10.1080/19359705.2022.2089428

 

 

Monaco, S., & Pezzella, A. (2022). Coming out in the workplace: A comparative study between Italy and England. Journal Of Gay &Amp; Lesbian Mental Health, 1-20. https://doi.org/10.1080/19359705.2022.2089428

 

 

Rattan, A., & Dweck, C. (2018). What happens after prejudice is confronted in the workplace? How mindsets affect minorities and women’s outlook on future social relations. Journal Of Applied Psychology, 103(6), 676-687. https://doi.org/10.1037/apl0000287

 

 

Roscigno, V. (2019). Discrimination, Sexual Harassment, and the Impact of Workplace Power. Socius: Sociological Research For A Dynamic World, 5, 237802311985389. https://doi.org/10.1177/2378023119853894

 

 

Shook, E. (2022). How to Set — and Meet — Your Company’s Diversity Goals. Harvard Business Review. Retrieved 10 July 2022, from https://hbr.org/2021/06/how-to-set-and-meet-your-companys-diversity-goals.

 

 

UMAR, A., TAMSAH, H., MATTALATTA, M., BAHARUDDIN, B., & R, A. (2020). Training-Effectiveness and Team-Performance in Public Organization. The Journal Of Asian Finance, Economics And Business, 7(11), 1021-1031. https://doi.org/10.13106/jafeb.2020.vol7.no11.1021

 

 

Washington, E., Birch, A., & Roberts, L. (2020). When and How to Respond to Microaggressions. Harvard Business Review. Retrieved 10 July 2022, from https://hbr.org/2020/07/when-and-how-to-respond-to-microaggressions.