GSBS6040 Human Resource Management PBL-based Essay 2 (Weighting: 40%) “How can we design HRM systems that are equitable, diverse and inclusive?” CONTEXTS Diversity and inclusion has been an ongoing theme of people management at Australian workplaces. However, as Nankervis et al. (2017: 207) denoted, “all workplaces are diverse, but not all workplaces recognize the extent of their diversity. Nor do they have strategies in place to allow for the effective management of this diversity. It is a question of true inclusion rather than simply writing up more tokenistic policies on equal opportunity simply because they are legally required to do this. “Meanwhile, “the Australian workforce is approximately 12 million and its characteristics have changed over the past 20 years, especially in terms of age and gender. These changes have implications for all aspects of the management of human resources, from attraction through to selection, retention, development, remuneration, performance management and job design,” Nankervis et al. (2017: 63). You are the Human Resources (HR) manager for a large Australian organization that employs over 1500 people. In light of the recent public debates concerning the ineffectiveness in diversity and inclusion management at Australian workplaces (Harris 2018), the senior management of your organization has decided to review its human resource management (HRM) system so as to ensure the HRM policies and practices are up-to-date in response to the above-mentioned changes of Australian workforce, and the organization’s values of equity, diversity and inclusion are effectively integrated into its HR system. The senior management team is aware that you are currently undertaking a MBA program majoring in HRM. As the first step of the above-mentioned your organization’s HRM review process, you have been asked to conduct research and write a briefing paper to be presented to the senior management in their next monthly meeting. *YOUR TASKS: You will need to, firstly identify a recent (2018 or 2019) news article, such as the article below (Moodie 2018 – optional main material), which highlights certain equity, diversity and inclusion management issues affecting a disadvantaged group of workforce and you believe the focal issue in the news article is relevant to the HRM in your organization; then using the problem-based learning (PBL) method and drawing on both academic research and practical resources (e.g., reports, newspapers, industry / unions / governments websites), you will write a briefing paper (a research-based essay) to the senior Photo source: Sherbin and Rashid (2017) Diversity doesn’t stick without inclusion. Harvard Business Review, (February): 2-5. 2 management for the review of your organization’s HR system in response to the focal I ssue highlighted in the media article. *The essay should comprise an introduction and the ‘scoping’ of the problem and a brief statement of the main arguments of the paper. It should then provide substantive content on each of the three issues that reflects depth and breadth of research as well as practical understanding of the problem and critical analysis of the issues in presenting solutions to the problems. A conclusion should draw together the identified issues, analysis and solutions. The core of the essay would aim at demonstrating your ability to apply HRM concepts and theories. If needed, you may specify an industry or business sector in which your organization operates. Please avoid detailed description of what’s reported in the news article, only mention what is necessary. If using a news article different to the one below, you should attach the news article to your essay and provide an active link to the original source in the reference list. *The appendix of the essay would report your PBL matrix. Possible variations: In writing up this exercise, you may prefer to use one more variations on this scenario. Any variation must be agreed in writing with your Course Co-coordinator before proceeding: – you are a consultant for a recruitment firm (rather than an HR Manager); – your organization is a small- or medium- sized enterprise (SME) – you work for a large organization overseas. REFERENCES OF POTENTIAL INTEREST Some references are proposed below (using them is not required; you can use the references of your own choice).But use at least two of them. Australian Government Department of Human Service (2016) Workplace diversity and inclusion strategy 2016-2019, retrieved on July 6th, 2019 from https://www.humanservices.gov.au/sites/default/files/8378-1609en.pdf. Deloitte (2017) Westpac diversity dividend report, retrieved on July 6th, 2019 from https://www 2. deloitte.com/au/en/pages/economics/articles/diversity-dividend-westpac.html. Harris L. (2018) Most Australian workplaces are failing to achieve diversity: study, retrieved on July 6th, 2019 from https://www.sbs.com.au/news/most-australian-workplaces-are-failing-to-achieve-diversitystudy. 3 Loretto, W., & White , P. (2006). Employers’ attitudes, practices and policies towards older workers. Human resource management journal, 16(3), 313-330. Martin , G., Dymock, D., Billett, S., & Johnson, G. (2014). In the name of meritocracy: managers’ perceptions of policies and practices for training older workers. Ageing & Society, 34(6), 992-1018. Sherbin, L., & Rashid, R. (2017). Diversity doesn’t stick without inclusion. Harvard Business Review Digital Articles, (February): 2-5. Snape, E., & Redman, T. (2003). Too old or too young? The impact of perceived age discrimination. Human Resource Management Journal, 13(1), 78-89. OPTIONAL MAIN MATERIAL ** PLEASE CHOOSE A RECENT (2018/2019) NEWS ARTICLE OF INTEREST TO YOU OR USE THIS ONE. Ageism is a ‘rampant form of discrimination in our workplaces, experts warn By Claire Moodie, 2 Dec 2018 When Gary Martin started writing about ageism in the workplace and sharing his articles on professional networking site LinkedIn, he was stunned by the response. “It opened the floodgates,” he said. “I would have to use the word ‘rampant’ to describe age discrimination in the workplace. “That’s really because I believe that this form of discrimination is the most normalized. “Organizations don’t counter it in the same way they might counter sex, race or disability-type discrimination.” Corinne Brown was among the job-seekers who contacted him. Despite being a qualified leadership trainer, and with 40 years of experience across various industries, the 58-year-old couldn’t even get an interview, let alone a job. The head of the Australian Institute of Management (WA) was bombarded with tales of discrimination by older job seekers and workers, some of whom were only in their early 40s. “I probably apply for between 40 and 50 jobs a month, everything from admin, to training, to retail and hospitality, but I’m very lucky if I get three responses back,” she said. She struggled to get any feedback from employers on why she had been unsuccessful, bar a few confusing comments and questions. “The recruiter said it was a young company and the oldest person was 35 and did I think I would fit in with that age group?” she said. “I just thought it was a ridiculous thing to ask.” Corporate speak for ‘you’re too old’ Professor Martin has heard it all before. “More often than not, it’s corporate speak for ‘we think you’re too old’,” he said. “You’re over-qualified” was another popular excuse provided by employers for not hiring an older applicant. Research backs up the anecdotal evidence of discrimination against older workers. Although there has been an improvement, recent studies found up to a third of Australian employers were still reluctant to hire mature workers. 4 This comes despite laws making it illegal to discriminate against anyone in the workplace because of their age (please refer to the Age Discrimination Act 2004 (CTH)). So what can workplaces do to stamp out ageism? Perth-based workplace psychologist Kim Cullen said discrimination was generally perpetuated by stereotypes that mature workers were set in their ways, couldn
‘t be trained and were more prone to absenteeism. She said employers and workers both had a role to play to counter ageism and offered these suggestions. (News article source: https://www.abc.net.au/news/2018-12-02/ageism-rampant-discriminationproblem-in-the-workplace/10550704) SUBMISSION REQURIESMENTS Due time: Sunday 11th August at 11.59pm AEST – Submit to the Turnitin drop-box on your Blackboard site. Please aim to submit a draft version of your essay to Turnitin at least 2 days before the due date. This will give you time to view the colour-coded text version of your Turnitin report, and make any necessary changes, and resubmit if required, thereby protecting yourself against plagiarism. Length: 2500 words (+/- 10%). The word count is based on your introduction, body and conclusion, and does not include your title page or your list of references at the end of your paper. Format: 12 point font; 1.5 line spacing (not single spacing, not double spacing);• Times New Roman or Calibri Light font; • Paragraph format; No bullet points, no number lists – this is an essay, not a report and not a set• of notes; No tables, charts, diagrams in the main body of your essay – put these in appendices if you feel• you need to use them; The reference list would be formatted using the APA 6th style .• Marking criteria: Please refer to the marking rubrics for PBL Exercise 1 & 2 in the assessment folder on your Blackboard site. Good luck and best wishes, Cathy Xu, Course Coordinator for Sydney Campus
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