Civil Engineering Implementing Diversity Policy

Question: Discuss about the Civil Engineering for Implementing Diversity Policy. Answer: Introduction: This particular study has provided an in-depth understanding about the importance of maintaining diversity management and policies at the workplace. Engineering professionals of EGB100 Ltd from various cultural backgrounds and attitudes appear within an organization in order to build their career. Therefore, the primary responsibility of these organizations is to provide equal respect and dignity to every professional so that they get an opportunity for flourishing their career effectively. Workplace Diversity in engineering: The overarching term workplace diversity includes people of various races, genders, ages, religions, abilities as well as ethnicities. The success of an organization is entirely dependent on the skills and competencies of the professionals. Organization should hire the engineering professionals as per their talent rather than their religious backgrounds. Alexandrova, Carammia and Timmermans (2012) stated that most of the organizations tend to avoid the competency of female engineering professionals. As a result, female does not get proper recognition of their skills and talents. As per the point of view of Guimond et al. (2013), female employees at a time did not show their interest to involve themselves within engineering profession. In comparison to the engineering profession, female professionals have been seen to be involved to other professional fields such as lecturer ship, teaching and so on. Business performance and diversity in workplace: The two underlying terms business performance measure and workplace diversity are inseparably related to each other. Business performance can be measured as per the efforts provided by the employees. If the human resource managers become very much restricted or selective for choosing or hiring an individual engineer at the workplace, the business organization can never be run smoothly (Leibold 2014). Therefore, engineers should be hired as per their skill or talent, not as per their religious backgrounds. As a result, the competent service process of the engineers renders an immense success of an organization. Automatically, the organization would be able to maintain their recognition and image in the realm of business industry. Fair go and fair reward for efforts Fair go award is open for all the organizations of Australia. Various organizations of Australia tend to appreciate the honest effort of deaf people (Vink, Prokicà ¢Ã¢â€š ¬Ã‚ Breuer and Dronkers 2013). EGB100 Ltd also likes to celebrate this award ceremony in order to encourage the physically challenged engineers in their professional field. This particular efforts have been considered as a part if corporate social responsibility. Conclusion and recommendation: This particular study has discussed in detail about the relevance of workplace diversity in the realm of engineering professional industry. The implementation of diversity management at the workplace is highly necessary for rendering the success of an organization. The study has provided detailed analysis on how EGB100 Ltd maintains diversity policies at the workplace. At the same time, implementation of diversity at the workplace is not devoid of some of its negative outcomes as well. People of various cultural sometimes face communication barriers. As a result, the flow of business is hampered. Therefore, it can be recommended that before implementing diversity policies within the organization such as EGB100 Ltd, the employees should be provided effective training and guidance regarding the relevance of maintaining diversity policy at workplace. Reference List: Alexandrova, P., Carammia, M. and Timmermans, A., 2012. Policy punctuations and issue diversity on the European Council agenda.Policy Studies Journal,40(1), pp.69-88. Guimond, S., Crisp, R.J., De Oliveira, P., Kamiejski, R., Kteily, N., Kuepper, B., Lalonde, R.N., Levin, S., Pratto, F., Tougas, F. and Sidanius, J., 2013. Diversity policy, social dominance, and intergroup relations: Predicting prejudice in changing social and political contexts.Journal of Personality and Social Psychology,104(6), p.941. Leibold, J., 2014.Minority education in China: Balancing unity and diversity in an era of critical pluralism. Hong Kong University Press. Vink, M.P., Prokicà ¢Ã¢â€š ¬Ã‚ Breuer, T. and Dronkers, J., 2013. Immigrant naturalization in the context of institutional diversity: policy matters, but to whom?.International Migration,51(5), pp.1-20.