Nordens Anti-Discrimination Policy, Recruiting from External Sources, Case Study

Nordens' Anti-Discrimination Policy, Recruiting from External Sources, Case Study Nordens' Anti-Discrimination Policy, Recruiting from External Sources, Reducing Staff Turnover by Initiating Job Enrichment Interventions â€" Case Study Example > The paper “ Nordens‘ Anti-Discrimination Policy, Recruiting from External Sources, Reducing Staff Turnover by Initiating Job Enrichment Interventions” is a   perfect example of a case study on human resources. In the UK and elsewhere in the world, equality and diversity in the workplace are used in reference to the need to foster and promote differences and non-discriminate human resources (Law ltd 2011). When used in workplaces, the concept of equality and diversity acknowledges that individual employees have rights to choices, dignity, and their own values and beliefs. Organizations, therefore, have a responsibility to create organizational cultures, practices and environments that value and respect the differences represented in the workforce or the society. A review of Nordens Confectionaries Ltd. The case study reveals that the company lacks in diversity management, and also does not promote equality of opportunities, something that has led to a shortage of specific personnel categories in the workforce. According to Law Ltd (2011), diversity management involves the active encouragement of employees from diverse backgrounds to join the workforce. Promoting equality in opportunities, on the other hand, involves fostering an organizational culture that enables employees to reach their optimal potential. The two concepts (i. e. diversity management and equal opportunities) complement each other in that equal opportunities to diverse groups of employees create a diverse workforce, which necessitates the need for diversity management (Law Ltd 2011). Notably, the UK does not have standard diversity levers, and as such, individual workplaces are responsible for developing diversity policies (Kirton Greene 2013). From the case study, it is clear that no such policy exists at Nordens. To be fair though, it is important to note that Nordens has recognized its predominantly female workforce and has created workplace practices that allow women to accommodate their homemaking roles. This is an acknowledgment of the diversity of the workforce. However, the fact that there are no binding policies on the foregoing matter means that female workers have no certain expectations about how management would deal with their absence based on family-related reasons. The acceptance of trade union participation in the workplace is also a step in the right direction for Nordens because as Kumra and Manfredi (2012, p. 22) note, trade unions use “ collective bargaining to advance equality in the workplace” . DiscussionA principled approach to equality and diversity suggests that organizations should be morally and ethically inclined to take an interest in social equality (Daniels Macdonald 2005). In the case study, it is indicated that although Nordens has an interest in employing more people from different racial backgrounds, those who are recruited often register high turnover rates. Ideally, an organization that promotes social justice should be capable of attracting a diverse range of employees as indicated by Daniels and Macdonald (2005). The fact that Nordens has neither a racially diverse workforce nor people with disabilities in its workforce should be an indication that there is something about the organization that does not appeal to such employees. Additionally, the predominantly female workforce should be interpreted as an indicator that there is something about Nordens that appeals to or favors the female workers more than it does for male workers, hence undermining equal ity and diversity. Notably, and as indicated by Healy et al. (2006, p. 296), “ change does not come by accident, but is the result of persistent pressure from. .. those committed to social justice” . Applied in the context of this discussion, this quotation could mean that for change to occur at Nordens, the management has to adopt deliberate actions targeted at enhancing social justice in the organization by making it more equitable and diverse.