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Diversity Management

Diversity Management Demo

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Diversity Management

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Page 1: Diversity Management Demo

Diversity Managem

ent

Page 2: Diversity Management Demo

Course Objectives

• Describe the Approaches to Understanding Cultures

• Explain What is Diversity• Explain What is Diversity Management

• Explain What is Organizational Diversity

• Explain Gender Sensitization

• Explain How to Communicate Across Cultures• List the Elements of Culture

• Describe the Layers of Culture

• Differentiate between Diversity Management and Equal Opportunity

• Explain the Seven Ps Approach

• Explain the Steps for Implementing Diversity Management

• Describe the Economic Benefits of Workplace Diversity

• Explain the Challenges to Adopting Diversity

• Describe the Ways to Encourage Diversity

• List the Tips for Diversity at Workplace

Page 3: Diversity Management Demo

Introduction

Hazel Wilson has applied for the position

of a ‘Sales Manager’ with Helium Inc.

Helium Inc. is an MNC and is well-known for its policy of being an ‘equal opportunity employer’.

However, when Hazel appears for the interview, she

is informed that due to the stress and pressures

associated with the job, the interviewers are not keen on hiring women for this role.

Since, Helium has a policy on paper for being an ‘equal opportunity

employer’, they had advertised for receiving applications from everyone but did not intend to hire women for

this particular position.

Page 4: Diversity Management Demo

Introduction

Hazel is qualified and fit for this position in

every way that a man will be.

Do you think Hazel was treated fairly?

Helium does support the concept of being an ‘equal opportunity employer’ and hence encourages diversity.

Then, what exactly is causing this difference between the policy that

exists in theory and actual practice?

Page 5: Diversity Management Demo

Introduction

Yes, Hazel was not treated fairly because the only basis on which a

person should be recruited should be on his or her own merit

and not based on gender, race, ethnicity, religion etc.

Helium supports ‘diversity’ but only in theory and has not been able to put its policy into actual practice which can prove to be

very harmful to the organization.

Let us learn how diversity in an organization plays an important role in today’s modern world. Let us learn about diversity

management in detail.

Page 6: Diversity Management Demo

What is Diversity?

The term ‘diversity’ has been heard in our everyday usage. Usually, when we come across the term, it is in

the context of having a mix of gender, race, ethnic, sexual orientation etc. in a setting

wherein there is no discrimination based on these traits.

Page 7: Diversity Management Demo

Dimensions of Diversity

Mental Ability Physical

Ability

Sexual Orientation

Ethnicity

Race

Age

Gender Identity

Gender

Military Experience

Religion

Family Status

Personal Habits

Work Style

Communication Style

Income

Education

Work Experience

Life Experience

The following image shows the various dimensions that make up diversity in people.

Seniority

Work Location

Headquarters/Field

Job Title

Union Affiliation

Pay Scale Group

Department/Unit/Group

Management Status

Page 8: Diversity Management Demo

Importance of Managing Diversity

We live in times when global corporations and their reach across the world bring benefits in terms of innovative HR policies aswell as challenges in terms of managing the workforce are concerned. The rise of such corporations means that the workforce is composed of diverse races and ethnicities. Further, the issue of gender diversity in terms of more women participating in the workforce has been a trend that has accelerated in the last two decades in India and much earlier in the developed countries.

Page 9: Diversity Management Demo

Approaches to Understanding CulturesTh

e Si

x Q

uesti

ons

Appr

oach

1

The ‘Six Questions Approach’ was developed by Florence Kluckholn and Fred Strodtbeck (1961). They developed a set of six questions that compare cultures across six dimensions.

Page 10: Diversity Management Demo

The Hofstede Model

Masculinity vs. Femininity

Individualism vs. Collectivism

Long-term orientation vs. Short-term thinking

Uncertainty Avoidance

Power Distance

Uncertainty Avoidance

Uncertainty Avoidance:

The fifth dimension of ‘uncertainty avoidance’ refers to the structured work environment, which in the West would be oriented towards specific and measurable goals and objectives whereas out of the box thinking is prevalent in the East.

Page 11: Diversity Management Demo

Layers of Culture

The CoreDeeper Layer

Inner Layer

Outer Layer

Outer Layer

National Culture: Provides a cultural context within which businesses operate

Inner Layer

Business Culture: Where the rules of the games are known

Deeper Layer

Organizational Culture: A common set of values shared by all within an organization

The Core

Individual Culture: Basic assumptions, rules, and methods dealing with problems

Culture consists of four layers at various levels such as follows:

Page 12: Diversity Management Demo

Real Life Example

The following are a few

common hand gestures

such as:

• ‘The Ring Sign’,

• ‘The V-sign’• ‘The Thumbs-up’ and

which are interpreted

differently by people of

different countries and

hence, different cultures.

Page 13: Diversity Management Demo

Real Life ExampleThe ‘Ring’ hand gesture means:

OK in Western Countries such as UK, US

Money in Japan

Zero in France

Insult in Brazil and

Turkey

Page 14: Diversity Management Demo

• Heterogeneous Nature of the Customer Base

Need for Organizational Diversity

Heterogeneous Nature of the Customer Base:

It is no longer the case that the customers are made up of monolithic wholes that exhibit consistent and uniform patterns of behavior. On the other hand, the customer base for many companies has splintered into ethnic, racial, gender and other segmentations which means that organizations have to encourage diversity in their workforce to tackle the aspirations of the fragmented customer bases.

Page 15: Diversity Management Demo

Diversity Management vs. Equal OpportunityThe following table shows comparison of diversity management versus equal opportunity.

Diversity Management Equal OpportunityAll employees maximize their potential and their contribution to the company

Concentration on issues of discrimination

Includes broad range of people; no one is excluded

Understands as an issue for certain groups in labor market such as women, ethnic minorities and people with disabilities

Mainly focused on issues of movement within the company, the culture of the organization and meeting business objectives and goals

Focus on cultural change and meeting business objectives and goals is less, premised more on moral and ethical issues

Is the concern of all the staff in an organization, especially senior managers

Perceives as an issue to do with human resource practitioners

Does not rely on positive or affirmative action

Relies on positive actions

Page 16: Diversity Management Demo

Steps for Implementing Diversity ManagementThe following are the steps for implementing diversity

management:Ph

ase

5:

Eval

uatio

n &

con

solid

ation

Phas

e 4:

Impl

emen

tatio

nPhase 3:

Organizing

solutions

Phase 2:

Identifying problems

and causes

Phase 1: Getting started

Let’s look at each in detail.

Phase 2: Identifying problems and causes• To gather information on diversity management problems and opportunities using existing data and/or survey data • To analyze information on diversity management problems and opportunities • To obtain a comprehensive profile of diversity in the workplace• To report to the project team and other stakeholders

Page 17: Diversity Management Demo

Economic Benefits of Workplace DiversityThe following are some of the economic benefits of

workplace diversity:

8

7

6

5

4

• Diversity helps organizations to be competitive in the economic market: Due to the spread of globalization, immigrations, population shifts, it has been found that there will not be any ruling majority race in the world. Hence, the need of the day is to adapt to this changing statistics and embrace diversity to remain competitive in the business world.

• Diversity helps to avoid employee turnover costs

• A greater qualified workforce is recruited by following diversity

• A diverse workforce is a key driver of economic growth

• A diverse workforce helps capture the majority consumer market

Page 18: Diversity Management Demo

Tips for Diversity at Workplace

Tips for Diversity at Workplace

Tip# 1Identify the importance of contributions and the people who contribute

• Keep an open mind towards feedback, contributions, ideas etc.

• Give priority to the organization’s goals above your personal goals

Page 19: Diversity Management Demo

This is a DEMO Course On – Diversity Management.

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