Arbitration is when a third party reviews the case and forms judgment. It is usually preferred to avoid litigation or lawsuit (Buckner et al 2014). The reason is that arbitration is cheaper and can be resolved within a shorter time. Usually, the arbitrator who handles the judgment is retired judge or people with legal experience or knowledge. There are several advantages for pursuing arbitration; there is more allowance for the arbitrator to analyze the facts of the case from a holistic angle (Gregory, McDaniels, and Fields, 2001). Confidentiality clause can be added to the arbitration. No one other than the people involved in the case will know about the events of the case. Privacy and public scrutiny of the parties can be maintained in this process (Cunliffe, 2014). Arbitration can be binding or non-binding. In this case, the women employee will be made aware of the plausible judgment and the employee can choose to make decisions based on the judgment of the arbitrator.
Arbitration and mediation is one of the elements of Ombud. Ombuds look into the issues and develop a policy to address these kinds of issues in the future. Ombudsmen are specially trained personnel who handle the dispute resolution. They analyze the various facets of the case and provide solutions based on the events. Technically the structure of the ombuds is to reflect the organizational ideologies. The company employs them, but they are independent personnel who have specialized training in these issues. The most obvious advantage of hiring ombudsmen is that they would analyze the situation and provide solutions to prevent such kinds of cases in the future.
It has been recommended that the company should hire the service of ombudsmen to prevent such cases in the future.
Repercussions to a more diverse work environment
The probable issues of a diverse work environment and solutions for those issues are elucidated in detail in the following.
Communication barriers and issues are the most prevalent issue that might develop owing to the diverse workforce. There can be cultural changes that make it hard for the employees to understand. There should be basic culture training provided to the employee to address these issues.
Change management can be felt with a lot of resistance. Majority of the people agree to the terms proposed nevertheless a certain faction of the people might resist the change. For these changes there should be proper explanations provided by the management. They should take reasonable efforts to ensure that the people accept the newer dynamics of the work environment.
Implementation issues might develop on focusing on diversity. Many managers cannot comprehend the actual issues and might be blindsided. There should be efforts made for all the people to understand about the impact of the management decision and ensure that there is proper implementation of these changes.
Managing diversity may be initially difficult. If the newly employed personnel question the employee who is working for a longer period there can be ethical issues. Management needs to form decision based on the merit of the case. Procedural justice should be maintained at all times of business operation.
Training should not be homogenous. There should be more training given to managers to make them aware of how to handle people in the newer dynamics.
These are the plausible recommendations that the management can implement to enable a more diverse workforce.
From a personal standpoint if there was incorporation of corporate responsibility and social initiatives there can be reduction of these issues. The company personnel can work towards a common goal other than profit making for the company. The company can encourage this. This would create a positive environment that would facilitate better relationships between the employees. There can be mutual respect and team building that can be facilitated from this action.