Diversity and inclusion in the workplace

Abstract

The motive of this qualitative research is to investigate the challenges that HR Managers encounter when implementing diversity and inclusion within their organisations in Malta. Although the findings demonstrate that HR managers face various challenges, it is important to note that some of the informants did not acknowledge them as such. Eight semi-structured interviews with HR Managers who work in medium and large sized organisations were conducted with the aim of achieving the objective of this study. To analyse the data collected, a thematic analysis approach was chosen (Braun & Clarke, 2006). From the interviews conducted it was perceived that the participants had an issue with labour shortages and the fact that they could not find Maltese workers pushed them into resorting to foreigners. This problem was reflected in some of the challenges that the informants mentioned in relation to foreign employees, such as language, government bureaucracy, similarity groups formed by employees, religion, and culture. Other challenges revealed from this study were the lack of participation by the employees in surveys, activities, and training, as well as the lack of information provided by the workers, hence making it more difficult for organisations to increase inclusiveness by implementing the right policies and strategies according to the needs of the workers. Moreover, the nature of the job seems to have an influence on the type of challenges that emerge when implementing D&I. It transpired that the amount of time required to implement diversity and inclusion is a huge challenge for managers and it is harder for some businesses to deal with certain issues when financial resources are limited. On the other hand, some of the informants expressed concerns regarding other challenges which act as barriers to D&I, such as unconscious biases by hiring managers, the employment of people with disability, and sexual orientation. Some of the participants agreed that organisations need to invest and provide more resources that target diversity and inclusion so that they can tackle the challenges better. Most of them highlighted that government departments and agencies need to eliminate certain red tape related to work permit processes. Furthermore, it was mentioned that financial help from the government could help in supporting D&I, especially to increase the employability of disabled persons. HR managers also suggested that the Maltese legislation enforcing workplace disability quotas should be altered.