Ce diaporama a bien été signalé.
Le téléchargement de votre SlideShare est en cours. ×

Managing Workplace Diversity

Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Prochain SlideShare
Diversity   shrm ( pratik)
Diversity shrm ( pratik)
Chargement dans…3
×

Consultez-les par la suite

1 sur 14 Publicité

Managing Workplace Diversity

Télécharger pour lire hors ligne

Diversity has evolved from the initial anti-discrimination and equal opportunity to be a business-driven strategy to gain competitive advantage.

Diversity has evolved from the initial anti-discrimination and equal opportunity to be a business-driven strategy to gain competitive advantage.

Publicité
Publicité

Plus De Contenu Connexe

Diaporamas pour vous (20)

Similaire à Managing Workplace Diversity (20)

Publicité

Plus récents (20)

Managing Workplace Diversity

  1. 1. Managing Workplace Diversity By Damilola Daramola
  2. 2. Outline • Definitions • Elements of Diversity • Goal of Diversity • Challenges of Diversity • Ways to incorporate Diversity • Managing Diversity • Benefits of Diversity • Companies that value Diversity • Conclusion
  3. 3. Definitions Diversity simply means difference or variety. Workforce Diversity is the ways in which people in an organization are different from and similar to one another. Managing Diversity means planning and implementing organizational systems and practices to manage people so that the potential advantages of diversity are maximized while its potential disadvantages are minimized”.
  4. 4. Elements of Diversity • Age • Gender • Ethnicity • Race • Physical Ability • Sexual Orientation • Physical Characteristics • Income • Education • Marital Status • Religious Beliefs • Geographic Location • Parental Status • Personality Type
  5. 5. Goal of Diversity In the Workplace The goal of diversity in the workplace is to provide a work environment in which everyone is a contributing member of the organization.
  6. 6. Challenges of Diversity • Stereotyping • Discrimination • Diversity can be linked with conflict • High turnover rate • Absenteeism • Decrease in productivity
  7. 7. Ways to Incorporate Diversity • Recruiting from diverse talent pools to make the company open to employees from various backgrounds. • Diversity may be infused into advertising practices to ensure products and services are targeted to all consumers who represent the target market, whether through print, online, television or radio.
  8. 8. Managing Diversity • Secure top management commitment • Communicate effectively through trainings • Workplace activities • Workplace design • Manage employee grievances • Mentoring Programmes (inclusive of Reverse Mentoring) • Awards and Recognition
  9. 9. Benefits of Managing Diversity • Wider range of talents & skills • Creativity and Innovation • Build synergy in teams and enhances communication skills • Improved customer service • Diversity is associated with increased sales revenue, greater market share, more customers, and greater profits.
  10. 10. Companies That Value Diversity • Diversity is at the heart of our business. • We strive to create a work environment that provides all our associates equal access to information, development and opportunity. • By building an inclusive workplace environment, we seek to leverage our global team of associates, which is rich in diverse people, talent and ideas. • We see diversity as more than just policies and practices.
  11. 11. Companies That Value Diversity • 62000 people from 128 countries. • Believes in equal chance and offers to all its employees. • This enables everyone in the diverse workforce to grow and climb up the corporate ladder.
  12. 12. Companies That Value Diversity "Diversity is a critical business imperative to grow our business. At Diageo we know we cannot succeed without the skills, talents, and capabilities of our people. Simply put, our people are the main ingredient for our success." - Ivan Menezes, CEO Diageo
  13. 13. Conclusion If organisational effectiveness and competitive advantage are a by-product of human capital and the practices and policies that support them, then creating and leveraging on inclusive work environments should be a priority for human resource management executives.

Notes de l'éditeur

  • Diversity management has evolved from its initial emphasis on anti-discrimination and equal opportunities, to a business-driven strategy aimed at helping organisations gain a competitive advantage through the positive benefits of workforce diversity on team and corporate performance.
  • 1. Without differences or variety among people in the world, the ability to grow and learn would be limited.
    2. Research indicates that diversity can produce both positive and negative effects when introduced and enforced in the workplace.
  • Without differences or variety among people in the world, the ability to grow and learn would be limited.
  • Stereotyping - judging a person based on a prejudicial perception of a group to which that person belongs
    Discrimination - when someone acts out their prejudicial attitudes toward people who are the targets of their prejudice.
  • Businesses find ways to incorporate diversity into their workplaces without causing major changes to the way their companies operate.
    Incorporating diversity practices in a workplace can include

  • The training is to reduce biases and stereotypes that deter from effective management
  • Customer service…example of call centers
    Staffs are encouraged to work in their areas to reflect its diversity.
  • Without differences or variety among people in the world, the ability to grow and learn would be limited.
  • Without differences or variety among people in the world, the ability to grow and learn would be limited.
  • that…A diverse workforce is a reflection of a changing world and marketplace
    It brings high value in the market
    It increases work productivity
    It creates fair and safe environment where everyone has access to opportunities and challenges.
    The teacher or tutor has to treat and take care of the differences in the group and to use them in a constructive way so they turn out positively for the work of the whole group.

×