A Twenty First Century Reception for Diversity in the Public Sector: A
Case Study
Student’s Name
Instructor’s Name
Date of Submission
Table of Contents
1.Description of the Case Study: ………………………………………………………………………………………………….. 3
1.1 Problem In the Case Study: ……………………………………………………………………………………………………. 4
1.2 Reasons of the Problem in the Case Study: …………………………………………………………………………….. 4
1.3 Solutions In the Case Study: ………………………………………………………………………………………………….. 5
1.4 Results in the Case Study: ……………………………………………………………………………………………………… 6
2. Analysis Of the Case Study and Impacts On Business Practices: ………………………………………………… 6
3. Appropriate methods to promote diversity and Inclusion: ……………………………………………………….. 8
4. Contemporary Approaches to Enhance Work-Life Balance: ……………………………………………………… 9
5. Best Practices Of Diversity And Inclusion: ……………………………………………………………………………… 10
Recommendations: ………………………………………………………………………………………………………………..…. 11
Reference : ………………………………………………………………………………………………………………………………. 12
1.Description of the Case Study:
The concept and the benefit of diversity are being debated from corporations to government,
committees, basic schools as well as to advanced educational institutions, and global
companies in all over the world. From the past time decade most of the public sector
organizations have implemented the initiatives of workforce diversity and have
implemented variety of programmes to manage effectively and efficiently through exploiting
the new workforce diversity initiatives and handling the present programmes. Whereas
organizational groups that are contributing towards the diversity support and benefit the
supervisor still remained unanswered that support the diversity management programs.
Some of the management scholars have informed that most of the corporations are running
with the risk of losing their viable opportunity of diversity inclusion . The government have
been facing the threat, risk of losing the validity in the eyes of individual that they are
currently serving (Golembiewski, 1995) through declining in managing the diversity
efficiently. Currently the issue of diversity management is very difficult in organizations.
Mostly the public sector organizations have applied different procedure and methods for
managing the diversity initiatives, while keeping the broad view of changing the domestic
trends arising in organization to understand and manage the key diversity issues. These
organization initiatives are known as the managing diversity agendas and particularly
projected to grow the level of cultural differences and emerging the ability as well as value
of diversity concept. Whereas minimize forms of inequality practiced by women and
minorities improve the cross cultural exchanges, diverse gender and ethnic groups while
changing the leadership and organization initiatives (Cox, 1993).
1.1 Problem In the Case Study:
Mostly woman are required to perform advanced than man in order to be promoted.
Previous studies suggested that stereotype and other similar belief are somewhat
wide spread and are often hinder the minorities and woman development and
promotion into senior positions (Crocker,1984 & Heilman et al,. 1989). Other reasons
that impose discrimination opinions are lack of managing the social networks
informally within organizations for the minorities groups and woman Gilbert et al.,
(1998). However considerable group disparities persist where employees belongs to
all gender and race considered that supervisors mentoring process trainings.
One of the mentors function is to offer developmental feedback and job related
feedback to the employees. Most of the problems that minorities and woman face are
