Example Of Essay On Kelly Services Diversity Management Policy Analysis

Human Resource Management: Diversity Management Policies

Owing to the increasing globalization and international operations, organizations increasingly have a need to manage a diverse workforce as they serve a diverse customer base. In that respect, the need to address employees’ differences and enhance their performance entails providing an environment that is suitable for their operations regardless of their backgrounds. In that view, this report presents an analysis of Kelly Services Inc Diversity management policy identifying its pros and costs as well as current issues and the need for change. Finally, the report presents recommendations on what should be done with a proposal plan for how it should be implemented.

Background information

Kelly services Inc. is a leading Workforce solutions provider in the global market and offers a comprehensive array of consulting and outsourcing services in addition to world-class staffing on temporary-to-hire, temporary as well as direct hire basis. The company provides employment to over half million people on an annual basis.1
With a workforce of over 550,000 employees in its global operations, the company has a long history of a diverse workforce management. It places great importance on creating an inclusion culture as a means of attracting, developing and retaining a diverse pool of talent. It has a culture that encompasses diversity acceptance, as well as respect for its employees. Thus, the Kelly Services strives to maintain a workforce that reflects the diversity in terms of the population in the communities they operate.2
Kelly Services. Policies and Statements: Managing Diversity Policy. 2015a. Accessed February 20, 2015
Kelly Services. Corporate Diversity. 2015c. Accessed February 20, 2015.
The company’s main diversity goals are to promote innovation as well as best solutions for customers as its success is dependent on its employees.3 (Kelly Services, 2015c) The company recognizes that its workers are its greatest asset and seeks to recruit as well as retain employees with diverse experience, skills and background for delivery of high-quality services.4
The purpose of the Company’s diversity policy is to promote an environment in which a company can enjoy a wide range of skills, experience, and knowledge while ensuring compliance with the code of practice and legislation. Thus, the company commits to treating al its employees and applicants in the same manner regardless of their nationality, color, ethnicity, marital status, religion and beliefs or age and disability.5

Pros and Cons of current policy

The company’s diversity management has a number of advantages as well as disadvantages to the company as well as the people involved. Those pros and cons are summarized as follows.

Pros

The company also regularly reviews its recruitment, training, promotion and development policies as a means of ensuring no applicants are disadvantaged by requirements and conditions that are not justifiable. 6
Kelly Services. Corporate Diversity.
Kelly Services. Policies and Statements: Managing Diversity Policy.
Kelly Services. Corporate Diversity. 2015c. Accessed February 20, 2015.
Mustafa Ozbilgin and Ahu Tatli . Global diversity management: An evidence-based approach. (London: Palgrave 2008)

That has been crucial in ensuring there are consistency and parity in dealing with individuals in equal opportunities practices. 7

Benefits to the organization
Research on diversity shows that globalization, rapidly changing business world and competitive environment requires businesses to have a broad range of approaches and ideas that its diversity policies provide. It also promotes creativity and innovation because teams that are inclusive have more feasible, innovative and effective ways of addressing challenges. The teams bring a variety of perspectives to situations hence offering wide range of solutions. 8
Given that the organization’s community diversity, it is in a better positions to utilize new opportunities that come up, lead and manage change. It also helps the company effectively consult and communicate with an increasingly global and diverse customer base. Managing diversity thus entails valuing employees’ differences and harnessing them to improve business outcomes and service to customers.9

Benefits to individuals

The diversity management provides an opportunity for all employees to enjoy paid work benefits such as social, financial and emotional benefits.10
Mustafa Ozbilgin and Ahu Tatli . Global diversity management: An evidence-based approach. 
Stephen Robbins. Organizational Behavior. (New Jersey: Prentice Hall 2007)
Michael Fina. Perspectives of Managing Employees. (Boston: Cengage Learning 2009)
Joan Pynes. Human Resources Management for public nonprofit organizations. (New Jersey: John Wiley & Sons 2004)

Cons

Although the company has a diversity policy that entails recruiting of diverse people in terms of communities inclusion, its policy mainly entails treating people the same regardless of their differences. In that respect, the policy could be limited in terms of enhancing different employees’ capabilities as they require different treatments to enhance their effectiveness depending on their needs.11

Identified issues with current policy

Managing diversity issues requires consideration of various issues such as the policies, practices and the ways of thinking as well as organizational culture impact on different groups. It also entails consideration of the changes that should be made to address diverse workforce needs as well as maximize worker's potential. However, most people believe in the golden rule that people should be treated the same way with the assumption that other people should be treated the way they would want to be treated. Thus diversity management shifts from a default way of treating all people with a diversity sensitive approach that considers their differences in terms of perspectives. In that view, the Company’s diversity management approach that entails treating all the diverse people the same is an issue that should be addressed.12

Need for policy change/modification

Fair vs. Same Treatment
Michael Fina. Perspectives of Managing Employees.
Stephen Robbins. Organizational Behavior.
Most people take fairness as being same as treating everyone the same. However, it would be inefficient to treat everyone the same in a diverse workforce given that all people have varying needs. A good example is if employees have limited language skills or reading proficiency, the limit may not affect their job performance in the short-term. However, transmission of important information through memos that are complicated would be an ineffective means of communicating with them.13
Thus, treating all people the same in such communication may fail to communicate crucial information to the diverse employees hence negatively affecting their ability to perform in the long-term. Employees who would miss information because of the communication process would view it as unfair.14
In view of diversity management, the management needs to spend more time and resources to ensure that the information is transmitted in means that effectively communicates and can be understood by various people with differing linguistic needs. Thus, Kelly services need to implement changes to the diversity management approach and consider varying differences among their employees to enhance their performance and fully benefit from their differences.15
The need to address the issues is because there are consequences to ignoring diversity issues. There are costs include time costs, efficiency, and money as well as unhealthy

Ibid

Mustafa Ozbilgin and Ahu Tatli . Global diversity management: An evidence-based approach.
Michael Fina. Perspectives of Managing Employees.
tensions, conflicts, inability to retain skilled and talented workers. Other consequences include legal actions and employees complaints that have a negative impact on an organization’s image. 16

Recommendations

Diversity refers to the quality of individuals being different or unique in group level. On the other hand, valuing diversity entails recognizing as well as respecting the human differences. There are several dimensions of differences with some characteristics including generation, sex, race, personality, marital status, appearance, age, physical ability, work and educational background. The characteristics influence the way people are perceived and how they interact with others. Thus, diversity has strategic advantages that result from incorporating a wide range of perspectives and approaches. 17
In that view, diversity management should relate to creating an environment that can help Kelly Services’ employees achieve their full potential regardless of their differences. That is because employees are more productive when happy and when they feel appreciated and tolerated. Thus, the Company’s departments should have an environment that is free of discrimination, bullying and harassment as a means of enhancing all employees’ participation and efficiency in their jobs. 18
Stephen Robbins. Organizational Behavior.
Michael Fina. Perspectives of Managing Employees.
Jacqueline Gilbert, Ann Stead and John Ivancevich. “Diversity management: A new organizational paradigm.” Journal of Business Ethics, no. 21-1 (1999): 65.
All workers have a role to play in organizational culture transformation culture to reflect values of a diverse workforce. In that respect, it requires skills such as follows

Understanding and acceptance of diversity management concepts

Recognition of diversity as a key management aspect
Self-awareness in terms of understanding own identity, culture, prejudices, biases and stereotypes
Willingness to change and challenge practices that act as barriers to different groups.19
An integral diversity management strategy should focus on various aspects such as follows
Issues
How to make jobs more appealing to different workers
Targeting diverse groups with recruitment
Overcoming bias in interview questions, process, and responses. 20
Strategies
Specification of the skills necessary for effective performance in a diverse workforce
Ensuring good faith efforts in recruiting a diverse workforce
Joan Pynes. Human Resources Management for public nonprofit organizations.

Ibid

Focusing on job requirements during the interview as well as assessing experience as well as considering transferable skills and demonstrated competencies such as communication, organizational, analytical and coordination. Thus, experience does not necessarily mean success or effectiveness on the job

Understanding own biases and the stereotypes that people have on others

Developing suitable communication systems that address different people’s needs.21
Some of the legislation that requires diversity management includes
Equal pay Act
Disability Act
Rehabilitation of offenders
Human Rights Act
Employment Act
Race Relations Act
Sex discrimination burden of proof regulations
Thus, the organization should be committed to retaining qualified workforce that has diverse communities and a working environment that is inclusive and marked by respect for individual differences. That will require each department to develop a management plan that informs the Company Board of its board level management plan about diversity.22  In that view, the diversity management goals will include
Mustafa Ozbilgin and Ahu Tatli . Global diversity management: An evidence-based approach. 
Stephen Robbins. Organizational Behavior.
Creating an environment of respect and inclusion through cross-cultural appreciation and understanding as well as support for positive relations between different racial groups.

Creating an environment that removes system and attitude barriers to individuals seeking employment and career development opportunities.

Ensuring there is an affirmative action practice when dealing with workers
Developing a comprehensive diversity management approach with planning, resources, programs, communications, training and development as well as monitoring for the purpose of achieving equity goals.23

In view of the objectives the company’s diversity management should focus on the following areas of recognition

General Diversity
Race including Asians, Blacks, Hispanic/Latinos, Native American heritage
Disabilities
Gender
Work/life
Linguistic differences.24
Workplace diversity
Michael Fina. Perspectives of Managing Employees.
Joan Pynes. Human Resources Management for public nonprofit organizations.

Grievances resolution principles

Employee's assistance programs
Workplace harassment, bullying, and discrimination guidelines
Rehabilitation Policies
Performance reviews
Flexible working arrangements.25
Focus
The company diversity policies should apply to various aspects including jobs advertisements, recruitment as well as the appointment, training, pay and work conditions among other employment aspects. Thus, it will have a recruitment policy that is open and one that uses a wide range of attraction methods such as internet, press advertising, and local campaigns. The company will also use Jobcentre Plus system for the purpose of recruiting local communities. 26

Expected practices

In line with the diversity management objectives and the need to address the current issues, the things to be avoided in the workplace will include the following

Discriminations relating to the selection, recruitment, promotion, termination, tenure of employment, training and development or conditions of service.

Jacqueline Gilbert, Ann Stead and John Ivancevich. “Diversity management”
David Johnson. Reaching out: Interpersonal effectiveness and self-actualization. (Boston, MA: Allyn & Bacon 2003)

Messages, phone calls or letters on computer networks or electronic mail that is intimidating, threatening, abusive or offensive.

Refusing to offer alternative study arrangements for those with a disability or special needs.27
Thus, the company will have a diversity management program that has clear policies, training, education and practices. In addition to compliance with legislation, the policies and procedures; employees will also be responsible for fostering a work culture that not only values diversity but also supports it.28

Individuals’ responsibility in diversity management

Treat others with respect and courtesy as well as foster good working relationships
Draw on others diverse skills and talents, backgrounds as well as focus on areas where the attributes can be enhanced to add value to the work environment

Maintain suitable standards of ethical conduct, behavior, and performance in line with the company’s values

Listen and consider others views without prejudice
Commit to elimination of all forms of harassment, discrimination and bullying and harassment in the workplace.29
Management and supervisors’ responsibility in managing diversity
Jacqueline Gilbert, Ann Stead and John Ivancevich. “Diversity management”
Mustafa Ozbilgin and Ahu Tatli . Global diversity management: An evidence-based approach. 
David Johnson. Reaching out: Interpersonal effectiveness and self-actualization.

Use selection and recruitment processes to maximize diverse qualities in the workplace

Display commitment to supporting workplace diversity
Support and encourage employees in managing their personal life and work commitments
Use performance management systems for the purpose of maximizing diverse skills in the workplace
Promptly and efficiently address inappropriate behaviors
Ensure that the company’s selection process is in line with the merit principle with consideration of diversity issues.30
Executives’ responsibility in diversity management
In addition to demonstrating commitment to the principles of diversity and equity as well as supporting workplace diversity plans, executives should lead by fostering a culture in which diversity is valued and recognized.

Procedures

Monitoring 
The company requires all applicants and employees to complete forms that denote their race, ethnicity, sex and disabilities. In that respect, the company will guarantee that the information is only used for purposes of monitoring equal opportunities policy effectiveness. 31

Jacqueline Gilbert, Ann Stead and John Ivancevich. “Diversity management”

Stephen Robbins. Organizational Behavior. 12th Ed.
Further, the company will also monitor its employees by section and grade, and the information is only used for statistical purposes. Finally, the company will be committed to being to being an equal employer and ensuring that all its workers are employed on the basis of requirements and ability. It will also ensure that no employees are treated less favorably based on their beliefs and religion, race, nationality, color, gender, sexual orientation, ethnic origin or disability.32

Grievances 

The company will have a policy that requires employees who feel that they have been treated unfavorably with respect to equal opportunities to use the harassment procedure to present their complaints about the conduct.

Reasonable Adjustments 

The company will have a provision that disabled employees or those who become disabled in the course of their employment need to inform the company on reasonable adjustments to their working conditions. That is meant to provide suitable conditions that enhance performance regardless of employees’ disability. Thus, the company gives reasonable consideration to such proposals and makes necessary adjustments where they are found to be reasonable.33

Responsibilities 

The Company’s senior HR partners will be responsible for ensuring that there is adherence to
Jacqueline Gilbert, Ann Stead and John Ivancevich. “Diversity management”
Ibid
diversity management across the organization. Thus, all the promotion, recruitment and disciplinary as well as dismissal matters will be required to be channeled through the Manager responsible for HR.34

Business Centre Responsibility 

Each business center manager will be responsible for employment policies including diversity for both permanent and temporary workers and ensures that the policies are well understood. In that respect, all the managers will be responsible for training their team members on diversity issues.35

Implementation

Information and Support Availability
Information of the diversity plan will be availed to all workers through the company’s intranet. The information will also be available from Human Resource Management in every branch.36
Mustafa Ozbilgin and Ahu Tatli . Global diversity management: An evidence-based approach. 
David Johnson. Reaching out: Interpersonal effectiveness and self-actualization.

Jacqueline Gilbert, Ann Stead and John Ivancevich. “Diversity management”

Monitoring, reporting, and review
The company will maintain suitable procedures and systems to evaluate and monitor diversity plan achievements and effectiveness. The plan also identifies and specifies strategies to be applied to the appropriate measure of outcomes. In addition, the company will report the diversity management outcomes in an annual report each year. Further, the diversity management plan will be reviewed after every four years.37

Conclusion

In view of the analysis, Kelly Services Inc. is a Company with global operations hence has an interaction with people of different needs and aspects. In that view, the organization has a diversity management policy that seeks to enable it recruit and retain highly skilled and talented employees of diverse backgrounds and qualities. However, the Company’s policy has been identified to be mainly based on the principle of treating people the same way regardless of their differences. That has been a key limit to the organization’s ability to fully utilize its employee’s capacities owing to their different needs that require varying treatments where it enhances individuals’ performance. In that view, recommendations have been made to enhance diversity management with a complete proposal for what is to be done and the procedures to be followed.
Ibid

Bibliography

Fina, Michael. Perspectives of Managing Employees. Boston: Cengage Learning. 2009.
Gilbert Jacqueline, Stead Ann and Ivancevich John. “Diversity management: A new
organizational paradigm.” Journal of Business Ethics, no. 21-1 (1999): 61-76.
Johnson, David. Reaching out: Interpersonal effectiveness and self-actualization. Boston,
MA: Allyn & Bacon. 2003.
Kelly Services. Policies and Statements: Managing Diversity Policy. 2015a. Accessed 20
February 2015. http://www.kellyservices.co.uk/uk/about-us/policies-and-statements/managing-diversity-policy/
Kelly Services. The Company: About us. 2015b. Accessed 20 February 2015.
http://www.kellyservices.com/Global/Home/
Kelly Services. Corporate Diversity. 2015c. Accessed 20 February 2015.
http://www.kellyservices.co.uk/US/About-Us/Diversity/Corporate-Diversity/
Pynes, Joan. Human Resources Management for public nonprofit organizations. New
Jersey: John Wiley & Sons. 2004.
Ozbilgin Mustafa and Tatli Ahu. Global diversity management: An evidence-based
approach. London: Palgrave. 2008.
Robbins Stephen. Organizational Behavior. New Jersey: Prentice Hall. 2007.