Challenges And Implications Of Ethnic Change In The Workplace

1543 Words 7 Pages
With over 900,000 working visa’s issued in just five and a half years (Statistics New Zealand, 2014), and the median age of the labour force projected to grow exponentially (Alpass, F. & Mortimer, R. 2007) New Zealand organisation’s are already, and increasingly becoming more diverse. Organisations are always changing; these changes whether they be internal or external, foreseeable or unpredictable, create challenges and implications for the management of employer relations. Ongoing changes such as an aging and growing ethnic mix within the workforce, present both challenges and implications, but also offer a range of opportunities if managed and implemented correctly. This essay examines these changes in light of key HRM theories and assesses …show more content…
In the workforce today, due to the impact of globalization, organizations are seeing an increased mix of ethnicities among its staff. A key way in which ethnic mix in the workforce can present a challenge to any human resource manager, is through discrimination and racism. Under the Human Rights Act 1993 and Employment Relations Act 2000, discriminating on the ground of race or religion is illegal, however this does not prevent racism or discrimination occurring in the workplace (Bell, M. 2012) High productivity is an essential goal of any manager. If an employee feels discriminated against it’s going to effect their morale, ultimately lowering productivity as motivation will fall. The workplace productivity working group identifies “creating productive workplace cultures” as a key driver of productivity (Yao, C. 2016). If there is tension created by racism or discrimination this would result in a less productive working culture resulting in less overall productivity. If discrimination becomes an ongoing problem within an organization, this could lead to high staff turnover, which further decreases productivity. In worst case scenarios if not resolved, legal action can be taken which the organization will be held liable for thus costing the …show more content…
Greater experience can provide advice and knowledge that cannot be gained from training alone. Many organisations have reported greater retention of skills among older workers, meaning that up-skilling could be more beneficial to this portion of the workforce (McLeod, L & Bentley, T. 2015). Referring back to the performance equation, the combination of experience and skill retention mean an increased ability element, enhancing performance. Additionally, older workers can take on a mentoring role, providing an element of on-the-job training that is more beneficial to the younger employee, as previously

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