在公司大都市里，由于意识形态的多样化和缺乏强有力的多元化管理，一直存在着冲突问题。多元化管理可以定义为企业为解决和支持来自不同生活方式和特征的人而开发的实践。首先，组织试图尊重每个人的独特性，并努力开发他们与生俱来的潜力，使其与公司的目标保持一致(Barak, 2013)。创建多元化管理的一些管理活动包括支持人民、接受人民和尊重来自不同背景的人。基本上，同理心是由多元化公司开发的(Barak, 2013)。
In the company Metropolis, there have been conflict issues that have stemmed from diverse ideologies and a lack of robust diversity management. Diversity management can be defined as the practice developed by the companies to address and support people from different lifestyles and characteristics. Primarily, organizations try to respect that each individual is unique and tries to develop their innate potential and align it with the objectives of the company (Barak, 2013). Some of the management activities to create diversity management include providing support for the people, acceptance of the people and providing respect for people from diverse backgrounds. Basically, empathy is developed by the companies for diversity (Barak, 2013).
The beneficial processes of this diversity leads to increase market access, creativity and innovative decision making. It increases competitive edge for the companies. Key functions and visions of diversity management and human resource management are essentially to achieve productive workforces. They both deal with conflict resolution, development and well-being of the individuals and the team. Owing to this, the Human resource management and diversity management should work in collusion to achieve the ideal productive state. The purpose of this analysis is to develop a strategy foe Metropolis company who has people from diverse backgrounds and demographics in the company. There have been issues of inclusion of the disabled people. They need to work together towards a shared vision or objective.