HRM358: Diversity and Inclusion in the Workplace

Question 1

Discuss the challenges faced by Alex in the cases. Critically examine the current legal provisions for LGBTQ+ individuals in Singapore, with particular focus on transgender rights and workplace protections. In your answer, evaluate how the active allyship model can be applied by individuals, organizations, and society to support greater inclusion and equity for the LGBTQ+ community.

(50 marks)

Question 2

Write a personal failure/setback case on an issue related to diversity in the workplace. The setback may include but not limited to use of harmful phrases, misjudging colleagues’ work ethic, having a limited understanding of diversity, an inclusive action that met with resistance etc.)

Using at least THREE (3) concepts learned from the course, relate how the course content has shaped your thinking about this issue. How would you use what you’ve learned to improve yourself and others?

HRM Assignment Answers: Expert Answers on Above Diversity and Inclusion Questions

Challenges and allyship application

Challenges faced by Alex: In the given case scenario, Alex being a transgender employee faces challenges in the form of biasness and lack of workplace inclusion. The protection of transgender individuals is very limited in Singapore despite significant progress achieved in the form of repeal of section 377A in 2022. The case study of Alex also indicates the struggles faced because of HR policies not aligned properly with gender identity.
Legal context: From a legal point of view, the employment act in Singapore provides protection to workers but there is no specific coverage for sexual orientation or gender identity. However, merit based employment is promoted by the Tripartite guidelines on fair employment practices, but its implementation totally depends on the culture followed within the organisation.

Applying the active allyship model

According to this model, the employees at individual level can practice empathy, and intervene while witnessing any kind of discrimination. At the organisational level, the exam managers can introduce policies like diversity and inclusion training and also set up employee resource groups. At the societal level, that can be the consideration of awareness campaigns to promote understanding and reduce structural marginalisation.
Evaluation: This model is quite effective in transforming awareness into action and thereby encourages psychological safety and systemic inclusion for LGBTQ employees like Alex.

Personal diversity setback and reflection

Failure case: I have misunderstood the communication style of one of my colleagues and believed it to be a disengagement, but I forget to understand the actual reason which is cultural differences in assertiveness. As a result of this, it has created an environment full of tension and clearly indicated my limited awareness of workplace diversity.
Key concepts applied: The key concepts as applied in the above scenario is unconscious bias showing how it can impact perceptions and team work, cultural intelligence reflecting the need for cultural norms in bridging communication gaps and inclusive leadership to promote trust and collaboration.

Personal growth

The HRM358 course has resulted in significant development of my understanding about diversity and the need for inclusion in decision making. I will definitely reflect on the situation before judging behaviour through a cultural lens, and always follow inclusive communication norms. Considering these changes will help me in building a psychological safe and equitable workplace. 

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