This may require the mental elimination of terms like alien and view the

This may require the mental elimination of terms like

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overcome language and stereotype barriers. This may require the mental elimination of terms like alien and view the individual as having a background that is different”. They added: multi-cultural and ethnically diverse workforce includes acceptance and respect (Patrick and Kumar 2012). It is worthwhile for organisation to take time to stop and consider one’s own point of view when managing a multi-cultural and ethnically diver workforce. Newkirk (2019, p. 39) stated that: “FOR DIVERSITY TO BECOME a reality in the nation’s workplaces, companies and institutions need to do more than recycle costly and ineffectual initiatives.” Therefore, what are the strategies? How effective are those strategies? How costly are those strategies? Eskanazi (2019, p. 31) suggests four effective ways to attract a diverse workforce. He stated that individuals who tend engaged the most and providing good result in workplace, they likely to similar friends. Therefore, the organisation could recruit new workforce via those individuals. Organisations could also attract people right after they graduated or during final years in university (Eskanazi 2019, p. 31). By having managers who respect and understand about anti- discrimination is also provide a boost too. Furthermore, the organisation should also offer training regarding to diversity workplace. (Eskanazi 2019, p. 31). Stone (2017) also agrees that employee training and development is an important factor to organisation success. Getting workplace ready for a multi-cultural and ethnically diverse workforce is also important (Eskanazi 2019, p. 31). For example, organisations supposed to have a prayer room facing the correct direction for their multi- cultural and ethnically diverse workforce. In addition to that, employers owned “duty of care” employees, suppliers, manufacturers etc. They have to make sure every individual in the workforce are subject to exactly the same treatment in order to minimise and eliminate all racial discrimination and harassment (O’Neil 2016, p. 12). In conclusion, with legal approaches for anti-discrimination and cultural awareness training, the amount of racial discrimination incidents in workplace is decreasing years by years. As a result, organisations also get benefits from a multi-cultural and ethnically diverse workforce includes knowledges in global market and an improvement productivity. However, for diversity to become a reality, companies and institutions need to do more than recycle costly and ineffectual initiatives.
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References Australian Human Rights Commission, 2019, 2018/2019 Annual Report, AHRC. Australian Human Rights Commission, 2014, Face the facts: Cultural Diversity , AHRC Betts, K 1996, ‘Explaining Australian Immigration’, Journal of Australian Population Associate , vol. 13, No. 2, pp. 195-299, retrieved 13 January 2020, - f.deakin.edu.au/stable/pdf/41110428.pdf?ab_segments=0%252Fbasic_SYC- 4946%252Fcontrol&refreqid=excelsior%3Aafa00c940183bd9f1f767069b2019b70.
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