2826744S_MGT5348_DRAFT

This essay will explore the methods, benefits, and challenges of implementing EDI
(equality, diversity, and inclusion), emphasising gender equality and two real-world
businesses and their strategies. Gender equality will be identified as part of EDI through
literature, which some countries are still working to achieve. Following that, the best
practices for implementing gender equality in terms of benefits and drawbacks will be
discussed further. Finally, the role of human resources in addressing gender equality
issues in the workplace will be discussed in the context of real-world best practices
using two case studies.

To begin with, Although diversity management is increasingly popular, its

meaning and application vary significantly across countries, cultures, and social
settings. For example, Asian countries with similar social construct are still
struggling with diversity in the workplace, as shown in Top 100 Companies for
Gender Equality Globally 2022 by Equileap; there is just one Asian country
mentioned: China. Gender Global Gap Report 2022 by Bloomberg also show that
Asia countries still have lower gender equality than Europe or other countries.
(Later will discuss the social construct, data of China as higher and Malaysia data
still below average, and also will mention SDG number 5 about gender equality)

Some obstacles to implementing diversity in organisations include the

incompatibility of gender images, the potential cost of promoting gender equality,
and difficulties in measuring the scale.

Regardless of the challenges that may arise for the company, gender diversity is
important for justice, organisational benefits, and policy. The business case
discusses diversity's individual and organisational benefits, while the moral case
discusses diversity's ethical and political goals.

Finally, the HR function plays a critical role in the company's diversity and
inclusion strategy, policies, and practises, as well as displaying data on gender
diversity affecting workplace happiness, job satisfaction, and other factors. The
potential next step that the company would recommend. This paragraph will
discuss the actual practice of gender diversity in the workplace, using Yum China
and Bursa Malaysia as examples.