Managing Diversity

Diversity - Defined the management of people on the basis of • • • • • •

Gender; race; age; educational background; sexual orientation or preference; physical abilities or qualities; social status; religion and/or economic status; marital status/ family status; lifestyle,…

Managing Diversity • Managing Diversity is defined as Planning and implementing organisational systems and practices to manage people so that the potential advantages of diversity are maximized while its potential disadvantages are minimized.

Key Dimensions of Diversity Religion

Physical Challenges

Socio-Economic Status Merging Culture

Values Family Status

Workstyle Age

Sexual Orientation

Gender

Education Level

Work/Life Balance

Professional Background Race

Appearance

Marital Status

Defining diversity in the workplace • Research has shown that when HR managers and also job seekers were asked this question they responded by saying that to them it meant: • Promoting equal opportunities in a work environment. • Dealing fairly with all members of staff. • Having a inclusive culture in the workplace that combats stereotyping. • Actively looking to recruit people from diverse backgrounds. • Promoting retention programmes to ensure minority groups stay and do not leave. • Produce publicity material to promote their company and brand as being diversity friendly.

Increasing Diversity in Work Force • First, identify what your needs are. Does your workforce resemble the communities that you operate in? Do they match the demographic that you serve or want to serve? If not, develop a hiring strategy to increase workforce diversity. • Provide diversity training in your workplace. All employees should understand that hiring decisions are based on finding the best candidate and not by quotas. Making the recruiting process more transparent can help ease the minds of skeptical employees. Also be sure managers fully understand the benefits of a diverse workplace

The challenges of managing a diverse workforce • Seeing the world from another’s perspective can be difficult • Diversity can create a lack of cohesiveness • Communication problems such as misunderstandings, inaccuracies, inefficiencies, and slowness • People prefer to associate with others who are like themselves • We learn to interpret the world in a certain way based on our backgrounds and experiences

Advantages of Workplace Diversity: • Increased Productivity: Diversity and Inclusion brings in diverse different talents together working towards a common goal using different sets of skills that ignites their loyalty and increases their retention and productivity • Increased creativity and Problem solving: With so many different and diverse minds coming together many more solutions will arise as every individual brings in their way of thinking, operating and solving problems and decision making • Attract and Retain talent that add a competitive edge to any organization. Feeling included and appreciated increases loyalty and feeling of belonging. Language skills pool is increased and propels organization forward either to compete in the International global world or to increase its diverse customer base

• Help to build synergy in teams and enhances communication skills that brings in new attitudes and processes that profit the whole team • Applying the proper diversity& inclusion management strategies does not only save money on litigation expenses generated by discrimination lawsuits but is the right thing to do for the business. • It increases market share and create a satisfied diverse customer base by relating to people from different backgrounds. It does propel the United States and its status to claim its place and success in the global business world of the 21st century

Presented By : Kapil Mehra Akshay Garg Soumi Abhinay Sharma Vaibhav Gupta Akshi Goel Nidhi Bharatiya Dharmendra Singh

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