Diversity and diversity management in the multicultural workforce is increasingly becoming an important issue for the business in the era of globalization. It affects the productivity and efficiency of the workforce in general. The purpose of the study is to encompass the dimensions of diversity management in a practical company. Particularly, the study shed light on the diversity management issue of a multinational organization. We have analyzed the diversity management journey of Hp from the beginning till now giving particular focus on diversity dimensions and strategies. The paper also highlights the theoretical aspect of ‘paradigms of diversity management’ and its application to Hp. We have analyzed Hp’s diversity inclusion model and its own way of managing diversity in multicultural workforce. The findings of the study will be beneficial for the Bangladeshi organization as it provides some guidelines and recommendations of diversity management. We find strong multicultural workforce diversity in the Hp operation and a variety of workforce diversity within the company.

1. MANAGING DIVERSITY AT WORKPLACE A
CASE OF HP
Name :- Akshay Sonar
Roll No :- 53
1

2. Case Study Summary
• Overview of HP
• Dimension Of Diversity Management Strategies .
• Analysis of HP way of diversity management
• HP Diversity and Inclusion Model
• How HP manage Gender non-discrimination in workplace
2

3. Overview of HP
• Founded in 1939
• Founded by Bill Hewlett and Dave Packed
• Headquarters in Palo Alto, California
• 120 Countries
• More then 172000 employees
• HP formed the famous diversity policy known as ‘Open
Corporate Culture’
• Bill and David developed a new management style called
‘Management by walking around’ which was to be called the
‘HP Way’
3

4. Diversity Management
• Diversity management refers to organizational actions that
aim to promote greater inclusion of employees from different
backgrounds into an organization’s structure through
specific policies and programs.
• Managing diversity requires understanding its effects and
implementing behavior's, work practices and police that
respond to them in an effective way
4

5. Dimension
of diversity
Primary
Dimensions
• Race
• Ethnicity
• Gender
• Age
• Disability
Tertiary
Dimension
• Beliefs
• Assumptions
• Perceptions
• Attitudes
• Feeling
• Values
• Group Norms
Secondary Dimensions
• Religion
• Economic Status
• Sexual Orientation
• Thinking Status
• Political Orientation
• Work Experience
• Education
• Lifestyle
• Family Status
• Geographic Origin
• Nationality
• Language
5

6. HP Way of Diversity Management
• HP started its diversity management policies at the very
beginning which it called ‘open corporate policy’.
• Their management style is known as ‘management by walking
around’
• The motive is ‘everyone in the organization wants to do a
good job’
• HP Way is based on Five organization Value and Seven
Corporate Objective.
6

7. Five value and Seven Objective Of
HP Way
Five value of Organization
1. Trust & Respect
2. High Value of Achievement & Contribution
3. Uncompromising Integrity
4. Teamwork & Flexibility
5. Innovation
7

8. Five value and Seven Objective Of
HP Way
Seven Corporate Objective
1. Profit
2. Customer
3. Interest
4. Growth
5. People
6. Management
7. Citizenship
8

9. HP Diversity and Inclusion Model
• At HP employees believe that diversity and inclusion are key
drivers for creativity, innovation and invention.
• Inclusion Model HP means a work environment where
everyone has an opportunity to participate in business
success.
• Inclusion is also about creating a global community where Hp
connects everyone and everything through its products,
services and its winning workforce.
9

10. 10

11. Gender Non-discrimination in HP
• HP does not discriminate against any employee or applicant
for employment because of race, creed, colour, religion,
gender, gender identity, national origin, disability, age, or
covered veteran status.
• Harassment-free work environment
• HP also Started GLEN i.e. Gay, Lesbian Employee Network
11

12. 12