Throughout the world it has been found in the corporate business that a wave is increasing towards the diverse workforces. It has created an environment to give an equal opportunity to all walks of people irrespective of race, sex, religion, colour, communities and ethnicities. Multi -National Corporations(MNC) as well as the domestic organisations are now adopting their strategies for the recruitment of diverse workforces. The global business trend is changing with lots of dynamics every day and the recent developments explicitly favour the engagements of employees with variations like multi-ethnic entities or different age groups. In this backdrop, it is imperative to see an in-depth analysis on the development and support of a diverse workforce in the organisations with case studies and analysis of such methods with the theoretical explanations on business and social studies so far the models are widely used. For the analysis on the diverse workforce management and talent management strategy two different case studies have been selected from corporate business arena-Tesco and McDonald's. The reports on these two organisations will be analyzed with the light of theories and models widely used for the better explanation of the diversity and talent management in the field of research on social studies.
Literature Review: An overview on 'Diversity' and 'Resourcing and Talent Management'
Diversity often indicates individual skill and it is seen that variation in human beings and workforces increase the productivity and creativity in an organisation. It is a new parameter in business sector that really reflects the changes of minds in employees and the consumers. It is not confined to employees rather it encompasses whole business entity. It is widely reflected in the definition of diversity where CIPD defines diversity as "Valuing every one as individuals- as employees, customers and clients."(www.cipd.co.uk).
Diversity thus play a vital role in recent business strategy. With the expansion of migration and new settlements new thoughts are brought to light with common ideas. It focuses on the demographic changes and increase the demands to evaluate new ideas and culture or a hybrid sensations. So they can be engaged in a planned way in an organisation. We find that in big organisation a systematic effort should be given for the recruitment and retaining employees from a diverse demography.
Kandola and Fullerton(1998) explains more detailed on the diversity describing it as a visible and non-visible differences that indicates age, race, disability and sex in a society where all these differences are determinant for a productive environment in an organisation who can be utilised to meet the organisational goals. Now it is a discussion how to maintain this diversity in a system or how the process can be done. Clements and Jones(2002) expresses differently that the process can be adopted on a model where a good training will recgnize and engage the diverse people to have an idea attitudes , beliefs and prejudices of such community.
Diversity is often related to equality or equal opportunity which in UK is protected by different laws - Equality Act, 2000, Human Rights Act, 1998 , Employment Equality (Age) Regulations 2006, Protection from Harassment Act 1997, Part time Workers(Prevention of Less Favourable Treatment) Regulations, 2000, Equal Pay Act, 1970 , Sex Discrimination Act 1975, Race Relations Act 1976, Disability Discrimination Act 1995, Employment Equality (Religion and Belief) Regulations 2003, Employment Equality (Sexual Orientation) Regulations 2003. And also Article 13 of European Union which says that the Commission can take the initiative altogether in the context of discrimination and send it to the European Parliament for taking measures against any sort of discrimination in the form of racism,...