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7049CRB LEADING DIVERSE WORKFORCES (Employer Case Study) Submitted by: Dated: 1

Table of Contents Part A ............................................................................................................................................... 3 Task 1 ........................................................................................................................................... 3 a) Introduction ....................................................................................................................... 3 b) Organizational overview ................................................................................................... 3 c) Evaluation of organizational issues ................................................................................... 3 d) Strategies to solve them .................................................................................................... 4 e) Importance of equality and diversity in the firm ............................................................... 4 f) Strategy to be implemented ............................................................................................... 5 g) Impact of leadership style on equality and diversity ......................................................... 5 h) Conclusion ........................................................................................................................ 6 i) References ......................................................................................................................... 7 Task 2 ........................................................................................................................................... 8 a) Survey analysis ................................................................................................................. 8 b) Briefing notes .................................................................................................................... 9 c) Draft email ........................................................................................................................ 9 Part B ............................................................................................................................................. 12 References ...................................................................................................................................... 14 2

Part A Task 1 a) Introduction The presentation here reflects an analysis of Better Futures Multi Academy Trust. This assessment is very vital as it would show the legal issues like harassment, bullying and discrimination in the workplace. This is very much required as a great hike in these things could make it hard to generate good services. With the help of this presentation, there is a great review of the organization, as well as organizational issues in the current domain and the strategies will help in solving the given issue properly. The presentation ends with the importance of leadership to solve the matters in the given domain. All these evaluations would be done to get a good review of the issues and steps to solve them effectively. b) Organizational overview Better Futures Multi Academy Trust or BFMAT is a multi-academy trust, which is different to most of those in the school sector in, that at the moment we are two 6 th form colleges, so just focusing on 16-19 education. One is based in Nuneaton, King Edward’s, one is based in Nottingham Bilborough and a third one is about to join Leicester, Gateway and we are sponsored by Coventry University. In addition, the firm tends to have 3 separate colleges that have histories from 40 years to 500 years. In addition, there is a board of trustees or board of directors which is made up of a third from the University, a third from the 3 colleges and a third of independent members. Such classifications made it hard to generate a huge issue in the considered domain so that effective outcomes could be attained. c) Evaluation of organizational issues There is a great series of organizational issues in the firm as there is a great problem in its services as well as operations. In the given case, it could be seen that the college faced limited funding and this affected its business. The reason is that such colleges could not be run with such a minimal amount and it is very much vital to make changes in the given scenario so that effective results can be witnessed. It is seen from the case interview that 6 th form colleges although they have gone through quite a lot of change over the past 30 or 40 years, had witnessed several issues in the given domain and this had affected much of their performance. Moreover, their conservative mind-set made it much hard to generate good outcomes. This had 3

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generated a huge issue in the given settings and it is required to amend them as soon as possible. It is seen that the Brexit issue affected their operation and the employees are not so skilled which made it much hard to create good performance in the given situation. d) Strategies to solve them The strategies to solve these issues are –  Stakeholder involvement needs to be enhanced so that there is a good chance of getting funding in the considered domain (Goodman and Sanders Thompson, 2017).  Good work culture should be created so that there is better collaboration and engagement from the people and this could uplift performance as well.  Faith and trust levels must be restored by the HRs which could be done by lowering the gap between employees and employers (Boon, Hartog and Lepak, 2019).  A change in organizational culture is very much required so that there is a better chance of getting a good outcome in the considered environment. e) Importance of equality and diversity in the firm Firms face a great challenge in the external environment but if it faces internal issues, then, there is a great chance to face some issue in the workplace as well. This is very vital to embed equality and diversity in the firm so that there is a better outcome in the given situation. Equitable employers outpace their competitors by respecting the unique needs, perspectives and potential of all their team members (Inegbedion et al., 2020). The usage of diversity could lead to good ideas that could make it work in the given market. This is very much required for a firm to use it in the current situation as there is a big issue in the workplace where lack of equality and diversity affects their business activities (Sharma, 2016). In such situations, it is very much required to maintain the required policies to generate effective results in the given area. Moreover, diversity and equality in the workplace could lead to better engagement as well which could help them to operate as required in the given situation. This can generate better teamwork and boost work morale as required. The result could be better operations in the given situation. This could boost the performance of this firm as well where good profits can lead to effective results. f) Strategy to be implemented The strategy that could be implemented are – 4

 Good work culture should be created so that there is better collaboration and engagement from the people and this could uplift performance as well (Agarwal, 2018). In this case, the work culture should be made much more diverse in the considered settings so that there is an effective outcome in the given situation.  There should be a good usage of effective change management strategies that must be used to generate better outcomes (Errida and Lotfi, 2021). As reflected in the case scenario, there is a conservative way of handling things. This must be solved in the given situation as well.  There is a good requirement of making better values in the workplace as well. In this case, proper training is desired which would help them to generate effective results in the given situation. g) Impact of leadership style on equality and diversity The leadership style is very vital in the considered settings. It is very vital to embrace equality and diversity in the workplace. For instance, several companies tend to have such a policy but there is a need to implement it and to do it, there is a requirement for a strong leader. Work processes and company cultures are traditionally guided and influenced via a top-down approach (Ashikali, Groeneveld and Kuipers, 2020). This can be managed if there is a good chance of using diverse leadership greatly in the considered settings. In addition, it is seen that such leaders need to have good control and conviction so that there is a better workplace where there is equality and diversity (Shaban, 2016). This could lead to a better outcome in the considered settings. The usage of an effective leadership style is very important as it had a great effect on equality, diversity and inclusion as the culture is more logical and adaptive. Such things could lead to better engagement as well which could help them to operate as required in the given situation. This can generate better teamwork and boost work morale as required. The leadership style if it’s collaborative, could lead to a better outcome in the considered situations. This could lead to a better outcome in the given area as there is a great chance to create an effective outcome. The usage of such a leadership style makes an effective outcome in the given area so that good practices can yield effective outcomes in the considered space. h) Conclusion 5

The presentation reviewed the operations of BFMAT successfully. It is seen that the operations in the given firm faced a great issue in the current situation. There is a need to review the operations of this firm and some things had been identified. From the case, it could be seen that the college faced limited funding and this affected its business. The reason is that such colleges could not be run with such a minimal amount and it is very much vital to make changes in the given scenario so that effective results can be witnessed. It is seen from the case interview that 6th form colleges although they have gone through quite a lot of change over the past 30 or 40 years, had witnessed several issues in the given domain and this had affected much of their performance. The usage of diversity could lead to good ideas that could make it work in the given market. This is very much required for a firm to use it in the current situation as there is a big issue in the workplace where lack of equality and diversity affects their business activities. This can generate better teamwork and boost work morale as required. The result could be better operations in the given situation. In addition, it is seen that such leaders need to have good control and conviction so that there is a better workplace where there is equality and diversity. The usage of an effective leadership style is very important as it had a great effect on equality, diversity and inclusion as the culture is more logical and adaptive. This is very much required as a great hike in these things could make it hard to generate good services. The usage of such practices could solve the problems introduced by the managers. 6

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i) References Agarwal, P. (2018). How To Create A Positive Workplace Culture. Forbes . [online] 30 Aug. Available at: https://www.forbes.com/sites/pragyaagarwaleurope/2018/08/29/how-to-create-a- positive-work-place-culture/ [Accessed 29 Nov. 2022]. Ashikali, T., Groeneveld, S. and Kuipers, B. (2020). The Role of Inclusive Leadership in Supporting an Inclusive Climate in Diverse Public Sector Teams. Review of Public Personnel Administration , [online] 41(3), p.0734371X1989972. doi:10.1177/0734371x19899722. Boon, C., Hartog, D.N.D. and Lepak, D.P. (2019). A systematic review of human resource management systems and their measurement. Journal of Management , [online] 45(6), pp.2498– 2537. doi:10.1177/0149206318818718. Errida, A. and Lotfi, B. (2021). The Determinants of Organizational Change Management success: Literature Review and Case Study. International Journal of Engineering Business Management , [online] 13(1). doi:10.1177/18479790211016273. Goodman, M.S. and Sanders Thompson, V.L. (2017). The science of stakeholder engagement in research: classification, implementation, and evaluation. Translational Behavioral Medicine , 7(3), pp.486–491. doi:10.1007/s13142-017-0495-z. Inegbedion, H., Sunday, E., Asaleye, A., Lawal, A. and Adebanji, A. (2020). Managing Diversity for Organizational Efficiency. SAGE Open , [online] 10(1), p.215824401990017. doi:10.1177/2158244019900173. Shaban, A. (2016). Managing and Leading a Diverse Workforce: One of the Main Challenges in Management. Procedia - Social and Behavioral Sciences , [online] 230, pp.76–84. doi:10.1016/j.sbspro.2016.09.010. Sharma, A. (2016). Managing diversity and equality in the workplace. Cogent Business & Management , [online] 3(1), pp.1–14. doi:10.1080/23311975.2016.1212682. 7

Task 2 a) Survey analysis The survey among the staff showed some amazing results. However, the three most vital ones tend to be –  27% say they feel their efforts at work are properly recognized.  33% are satisfied with their training and development opportunities.  21% are satisfied with their pay and benefits From the study, it is seen that 27% of people do not feel that their efforts are properly recognised. This showed a dip in their workplace productivity as well. In this case, it could be seen that the use of new policies is very much required in the current settings. For instance, it is seen that people who are respected in the workplace tend to have a greater devotion to work in the area (CMI, 2020). It is well-understood that respect for their values and beliefs leads to a good outcome in the current situation. However, as we see the current situation, it is clear that many of their values are not respected. This is vital in getting the right talent at the firm and maintaining means that a good change should be made in the current settings. As we explore the situation, it is clear that the training and development programmes are not affecting the engagement intent of some of the employees. (Rodrigues Da Costa and Maria Correia Loureiro, 2019) It is seen that with better employee engagement, there is a greater way to reduce staff turnover, productivity increment and higher rise in company profits. The result could be higher profits in the current market. It is seen that the usage of training could lead to generating better outcomes. This could be understood from Maslow’s theory as well. In the theory, it is seen that people strive to be trained and developed in the given domain and with the help of such training, this desire could be achieved (Shuck and Albornoz, 2007). The usage of such employee engagement is very much required to have in the company as it would motivate the employees. In the current situation, it is seen that due to Brexit, there is a high chance of a lack of trust as some of the people would not be trained as required. As a result, there is a need to make the work culture much more diverse and create effective results in the given situation (Rodrigues Da Costa and Maria Correia Loureiro, 2019). The usage of employee engagement can lead to effective results in the considered space where there can be a rise in productivity as well. 8

b) Briefing notes The analysis done above showed that there is a great issue in work culture. With such issues, there is a great risk that some potential outcomes might not be achieved in the given situations. It is seen that the usage of ineffective policies in the workplace could lead to huge issues in the workplace. The survey showed that 27% of people do not feel that their efforts are properly recognized. This showed a dip in their workplace productivity as well. In this case, it could be seen that the use of new policies is very much required in the current settings. In addition, 21% are satisfied with their pay and benefits. This had created a huge issue in the workplace as well where there is a great need to generate effective policies. It is required to have a good policy as there is a better chance to yield effective outcomes when there is better employee engagement in the considered domain. There is a chance to generate better profits as there had been a huge issue where most people in the firm could not work. Even, there is a big issue in the firm where there is a series of bigger issues like an absence of trust due to Brexit. There is a requirement for good usage of employee engagement to generate better outcomes. As per the working professional in the firm, it is very much required to have a check on the employee’s conditions as their works need to be managed. In this case, there is a low training facility as well. From the survey, it is clear that 33% of employees did not have a positive view of training as well. Therefore, it would be recommended to use a strategy where the persons who would be trained would be given a hike in their payment as well as other recognition. This could be developed and embedded into the organization to make better development in training programmes. Therefore, this should lead to generating a better outcome in the considered environment. c) Draft email To: Staff From: Manager CC: Support members Subject : ‘You Said, We Listened’ Respected members, I wanted to state that I had reviewed the survey and seen some of the major issues in the workplace. The demands of the customers had been seen to face a great issue as many of the employees did not have a great chance to generate good results. Moreover, 27% of people do not feel that their efforts are properly recognized. This showed a dip in their workplace 9

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productivity as well. There is a great problem in the training programme as well where 21% are satisfied with their pay and benefits. This had created a huge issue in the workplace as well where there is a great need to generate effective policies. The lack of training efficiency had affected the company badly as there had been very few chances where there is a good performance. There is a need for training in the workplace so that effective outcomes could be attained. As we see the current situation, it is clear that many of their values are not respected. This is vital in getting the right talent at the firm and maintaining means that a good change should be made in the current settings. As we explore the situation, it is clear that the training and development programmes are not affecting the engagement intent of some of the employees. All these issues showed that there is a great need to review HR management so that good outcomes could be attained. This could make the business much more essential in the given settings. This compelled me to look for effective solutions to solve the issue. For this, we discussed with the management team and we found that there is a great need to enhance the quality of training and development as we had been facing order cancellations in our business and this had been affecting the business as well. You had stated early about the issue and we had listened to the matter. This inclusion could make better performance in the given domain. Thus, it is expected to create a training program that would help the people to train their skills in the given environment. This is very vital in the considered situation where it is required to make important considerations in the given situation so that effective results can be attained. Moreover, it is seen that the usage of training could lead to the modification of skills of the employees which could make them skilled and engaged in the considered setting. This would help to generate a better result in the given situation. The usage of such programmes would help in getting a good work atmosphere and give a better place to work in the given domain. Such things could lead to better results in the given situation. This could generate better outcomes in the considered settings and would help in getting the right outcome in the given situation. The usage of effective policies could make the training much better and help you in getting the right result. The analysis showed a great chance of improvement in the training policies and it is very vital to check for other areas too. I have attached everything that was within my possible range. In this case, I have given some instructions to enhance the quality of training in the workplace. This can lead to better outcomes in the given situation. It is seen that the lack of training efficiency had 10

affected the company badly as there had been very few chances where there is a good performance. There is a need for training in the workplace so that effective outcomes could be attained. As we see the current situation, it is clear that many of their values are not respected. Therefore, it is vital to use some effective policies that would make this training relevant in the considered area. As per the working professional in the firm, it is very much required to have a check on the employee’s conditions as their works need to be managed. In this case, there is a low training facility as well. I hope that this mail would be seen by you so that you make important changes in its operations and this can lead to a good outcome in the given situation. I am expecting any feedback if you have any in this case. Please feel free to connect by replying to this email. With regards, Manager 11

Part B CMI's code of conduct illustrates a variety of steps required to generate good professionalism in the given domain (CMI, 2020). It is seen that people with professional attitudes lead to positive impressions, successful interpersonal relationships and a reputation within the organization and industry (Andreassen and Natland, 2020). It can be seen that the usage of the correct sense of professionalism creates good relations with clients and sets good company standards (Rogers, 2018). In this code of conduct, respecting the people with whom one work is a theme that needs to be considered in this work. It is seen that people who are respected in the workplace tend to have a greater devotion to work in the area (CMI, 2020). It is well-understood that respect for their values and beliefs leads to a good outcome in the current situation. However, as we see the current situation, it is clear that many of their values are not respected and this affects their workplace standards as well. The survey in the work area showed that 21% are satisfied with their pay and benefits, but no one says they are ‘very satisfied’ while 27% say they feel their efforts at work are properly recognized. Such lack of recognition tends to affect the workplace badly and this creates problems in the future. As per the CMI chosen code, it is required to know that the employees should free themselves from facing any kind of discriminatory behaviour that could affect their standards badly. In this case, it could be seen that the people working in the firm tend to face a big issue in respect aspect. As per the chosen code, the manager of the firm must be able to take all necessary steps to ensure that individuals are not subjected to harassment, sexual harassment or bullying (CMI, 2020). In addition, there is a required need to use every step that could generate better outcomes in the considered settings. In this case, there is a great need for a manager to respect the values in the workplace and give them good payment as they deserve in the given operation (LaGree et al., 2021). It is required to support colleagues to understand fully their responsibilities, and areas of authority and encourage them to develop their skills so that their achievements could be recognized in a given environment (LaGree et al., 2021). In addition, there is a requirement of management practice as well which could apply required change management acts as required. There is a requirement of having development in physical as well as mental sides as well. This requires developmental leadership strategy which is all about being people-centred and that if we can develop our people that will sort out everything 12

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else. The activities used in the current environment must lead to good outcomes so that there is a better motivation to generate effective outcomes in the given situation (CMI, 2020). With the help of training and better workshops, there is a need to develop such skills as a manager so that effective results could be attained in the given situation. It is seen that using such development programmes could make the workplace respective to each other thereby generating better outcomes in the considered space. The result can be effective output in the given domain. 13

References Andreassen, T.A. and Natland, S. (2020). The meaning of professionalism in activation work: frontline managers’ perspectives. European Journal of Social Work , pp.1–13. doi:10.1080/13691457.2020.1783212. CMI (2020). CODE OF CONDUCT AND PRACTICE . [online] Available at: https://www.managers.org.uk/wp-content/uploads/2020/03/code-of-conduct.pdf [Accessed 29 Nov. 2022]. LaGree, D., Houston, B., Duffy, M. and Shin, H. (2021). The Effect of Respect: Respectful Communication at Work Drives Resiliency, Engagement, and Job Satisfaction among Early Career Employees. International Journal of Business Communication , p.232948842110165. doi:10.1177/23294884211016529. Rodrigues Da Costa, L. and Maria Correia Loureiro, S. (2019). The Importance of Employees’ Engagement on the Organizational Success. Journal of Promotion Management , [online] 25(3), pp.328–336. doi:10.1080/10496491.2019.1557811. Rogers, K. (2018). Do Your Employees Feel Respected? [online] Harvard Business Review. Available at: https://hbr.org/2018/07/do-your-employees-feel-respected. Shuck, B. and Albornoz, C. (2007). Below the Salary Line: Employee Engagement of Non- Salaried Employees . [online] Available at: https://files.eric.ed.gov/fulltext/ED503035.pdf [Accessed 29 Nov. 2022]. 14

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