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Gender Parity and Cultural Diversity at Workplace Case Study


My Philosophy on Gender Parity and Cultural Diversity

Leaders should always serve as role models for their subordinates. As a leader, I should guide my employees in a particular direction, which is in line with organizational deliverables. The changing trend in contemporary societies places many administrators in complicated situations owing to the increasing gender and cultural diversity. Frequently, managers encounter issues that revolve around gender disparity and cultural discrimination.

From my standpoint, I believe that employees should treat each other equally and should not disrespect their colleagues basing on culture or gender. Remarkably, effective performance hinges on the nature of the relationship that exists among the members of staff. When there is disharmony in workplaces, productivity diminishes. Therefore, it is within my consideration that subordinates and the executive should treat each other assertively and refrain from acts that demean the gender or culture of others.

Actions That Prevent Gender Disparity and Cultural Discrimination in Workplaces

To prevent my staff from engaging in acts that propagate gender and cultural disparity, I will enact policies to govern workplace behavior. Before establishing these policies, I will educate my team on the essence of valuing the beliefs and gender of their colleagues. By training them, I will be addressing the stereotypes instilled by various media that often link particular culture or gender with specific tasks or behaviors. According to Northouse (2016), leaders should empower their teams and instill positive behavior in organizations. As such, I will undertake intensive training on the relevance of respecting one another in workplaces.

Subsequently, I will inform them that acts, which demean their colleagues, attract penalties relative to the intensity of a particular behavior. The essence of drafting ethical codes that govern employee interaction emanates from the unique personalities associated with members of staff. Due to the different characters, some workers may try to propagate discriminatory acts, a phenomenon that calls for the utility of the disciplinary measures.

Actions That Promote Gender Parity and Cultural Appreciation in Workplaces

Provision of equal opportunities and encouraging teamwork are some of the acts intended to support gender parity and appreciation of cultural diversity in a firm. Promotions, recruitment, and pay hikes need to be fair and should cut across all gender and cultures. Members of staff should understand that hard work and credentials are instruments used by the executive when making decisions on promotions, employment, and when providing incentives.

Another significant initiative that I will undertake as a leader in the emergency department is encouraging teamwork. Northouse (2016) alludes that teamwork is vital in improving employee satisfaction and in creating a favorable working environment. Through collaboration, members of staff get a better understanding of the behavior of their colleagues and learn to interact with them positively. I believe that a combination of equal treatment and teamwork encourages cooperation in the workplace and minimizes instances of gender and cultural bias.

Significance of My Philosophy

My philosophy is vital in improving productivity in workplaces and the establishment of favorable working conditions. By championing fair treatment and appreciation of one another, the eventual result is a high-end delivery of company products and a positive attitude among the executive and the employees.

Notably, when members of staff disagree on gender and cultural issues, a reasonable amount of time, which could be useful in delivering project requirements, goes to waste either during the resolution of these conflicts or during the arguments. As such, my standpoint is critical, and its systematic implementation in the emergency departments as well as in other sectors of the company is instrumental in amplifying the level of client satisfaction and revenues.

Reference

Northouse, P. G. (2016) Leadership: Theory and practice (7th ed.). Thousand Oaks, CA: Sage Publications.

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IvyPanda. (2021, January 5). Gender Parity and Cultural Diversity at Workplace. Retrieved from https://ivypanda.com/essays/gender-parity-and-cultural-diversity-at-workplace/

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"Gender Parity and Cultural Diversity at Workplace." IvyPanda, 5 Jan. 2021, ivypanda.com/essays/gender-parity-and-cultural-diversity-at-workplace/.

1. IvyPanda. "Gender Parity and Cultural Diversity at Workplace." January 5, 2021. https://ivypanda.com/essays/gender-parity-and-cultural-diversity-at-workplace/.


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IvyPanda. "Gender Parity and Cultural Diversity at Workplace." January 5, 2021. https://ivypanda.com/essays/gender-parity-and-cultural-diversity-at-workplace/.

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IvyPanda. 2021. "Gender Parity and Cultural Diversity at Workplace." January 5, 2021. https://ivypanda.com/essays/gender-parity-and-cultural-diversity-at-workplace/.

References

IvyPanda. (2021) 'Gender Parity and Cultural Diversity at Workplace'. 5 January.

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