TARMAC DIVERSITY AND INCLUSION CASE STUDY

INTRODUCTION:
TARMAC is a construction company which has heavy building materials for the
construction works. Traditionally, TARMAC has strong male bias workforce.
But then they took major steps to introduce revolution in workforce. They made
new policies focus on “DIVERSITY AND INCLUSION”. And now there are so many
posts open for men and women both.
This case study has been given us to develop learning about:
 Diversity
 Inclusion
 Importance of Equal Opportunities
 Benefits of having a diversity and inclusion culture.

QUESTIONS:
Q1. What is meant by ‘diversity’?
ANSWER:
Diversity is concerned with the complex ways in which people are different. It
involves:
 Noticeable differences such as gender or ethnic origin
 Less clear distinctions such as religion, political views, sexual identity,
Education and social history.

TARMAC introduced diversification for several reasons:

• A diverse workforce better reflects Tarmac’s target market. It can be
more adaptable to changes in the market because of the range of skills
and experiences to draw from.
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 • A greater cultural understanding can also lead to the provision of a
better level of service.

Q2. Describe equal opportunities.

ANSWER:

 Principle of equal opportunities was introduced by TARMAC, to eliminate all

sort of discrimination. Their objective is to ensure that employees have fair
access to hiring, training and promotion opportunities.

 Tarmac has a robust framework which say every capable candidate should
have equal opportunities irrespective of any inequality originating due to
background of candidate, gender, ethnic origin, age, religion, sexual
orientation, political opinion or disability should not be faced by any current
or future employee.

 According to their policy male and female both have equal rights to access
any open post, and they will never discriminate them on the basis of their
gender. Their recruiting decisions are based on finding the right person for
the job i.e. who is truly deserving for particular job and someone who is
hardworking. All regards to them is true talent who can help their company
to grow with his/her capabilities.

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Q3. Explain how Tarmac manages to recruit from a wide pool of labor.
ANSWER:
This section focuses on the management of human resources inside Tarmac. It
explores at how job analysis and other HR strategies help Tarmac to fulfil its
mission: "To provide our consumers, communities, employees and investors with
the greatest value from our resources."
 HR PLANNING:
Instead of making assumptions based on other irrelevant considerations such
as age, race and gender, recruitment criteria are concentrated on identifying
the best candidates for the job.
 HR ADVERTISEMENTS:
Vacant positions advertisements have been published on the Equality Britain
website.
The opinion of Tarmac on diversity also emphasizes family-friendly
management styles for both male and female staff.
Tarmac aims to gain equivalent diversity in the workforce in a highly
competitive job market. By empowering this diverse and interesting
talent through effective training and development.

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Q4. Analyze the advantages of having a Diversity and Inclusion culture.
ANSWER:

ADVANTAGES OF HAVING A DIVERSITY AND INCLUSION CULTURE

1. IMPROVED HIRING RESULT
Diversity in the workplace boosts a firm as a more desirable place to work.
Workplace diversity is an especially beneficial asset for attracting top talent
from diverse talent pools.

2. ATTRACT CANDIDATES
Diversity get people to stay. People are drawn to companies that show they
value diversity and inclusion. Less diverse environments can also be hostile
for those who feel they don’t fit in. When people feel cared about, and see
that their peers are cared about, they stay for long time (and they refer
others).

3. ENGAGING EMPLOYEES
Tarmac recruits in a highly diverse labor market to achieve corresponding
diversity in its workforce.

4. INCREASE REVENUE
 According to a recent Gartner study, highly inclusive organizations generate
1.4x more revenue, and are 120% more capable of meeting financial targets.

5. DEVELOPING MARKETS
Tarmac needs the confidence and trust of its customers. A diverse
workforce can build the necessary relationships with increasingly diverse
customers in both existing and new markets. A diverse workforce better
reflects Tarmac’s target market.

6. REDUCING COST
Valuing all employees for who they are and what they offer increases
motivation and improves retention. These are two powerful ways to
reduce costs and raise quality.
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 7. MANAGING ASSET
Diversity builds new networks of communications. A diverse workforce is
best able to represent the company in gaining contracts and local approval
for investment decisions.

8. ACTING RESPONSIBILITY
Tarmac is committed to accepting social responsibility in all its business
activities. This means a high level of concern for all of its stakeholders,
including the local environment.

9. IMPROVE EMPLOYEE PERFORMANCE

Culturally diverse companies are more likely to outperform their colleague.
This may be attributed to the fact that employees are more likely to feel
comfortable, happy and confident in themselves in an inclusive environment.

10.MORE INNOVATION
Diverse teams comprised of various backgrounds and work
experiences collectively come up with more creative ideas and ways to solve
problems.

Conclusion:
In short diversity and inclusion overcomes the discrimination that arises from
background of candidate, gender, ethnic origin, age, religion, sexual orientation,
political opinion or disability. It gives equal opportunity to every employee to
grow. Due to diversity, the organization finds experienced and skilled workforce
that increases organization’s revenue. It also reduced the recruitment and
training costs due to low staff turnover. Diversity improves employee’s
performance, develop and extend the target market.

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