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Managing Diversity in The Workplace (HRM)

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Workplace Diversity
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Managing Diversity in The Workplace (HRM)

  1. 1. MANAGING DIVERSITY WORKPLACE IN THE NOVEMBER 4, 2015
  2. 2. MANAGING DIVERSITY WORKPLACE IN THE NOVEMBER 4, 2015
  3. 3. The concept of diversity encompasses acceptance and respect. Each individual are uniqueand different. DIVERSITY ?
  4. 4. Age Gender Ethnicity Race Physical Ability Sexual Orientation Physical Characteristics Income Education Marital Status Religious Beliefs Geographi Location Parental Status Personality Type Elements of Diversity
  5. 5. Managing Diversity is defined has the “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”.
  6. 6. • Stimulates Creativity and Innovation • Better service to diverse customers • Better Problem Solving • Greater System Flexibility • Better Image • Effective and Happy Workforce as an Asset Diversity
  7. 7. • Women’s earnings are less than two- thirds of the earnings of men. • Women hold only 12% of corporate officer positions Workforce Diversity: Gender Women in the Work Place
  8. 8. 1998 to 2008 Growth Rates for the U.S. Working Population. Workforce Diversity: Race and Ethnicity
  9. 9. • Providing reasonable accommodations for individuals with disabilities • Promoting a nondiscriminatory workplace environment • Educating the organization about disabilities and AIDS Workforce Diversity: Capabilities and Disabilities Disability Issues
  10. 10. • India: multi cultural country. • Accommodation for Religious Beliefs • Providing flexible time off for holy days • Posting holy days for different religions on the company calendar Workforce Diversity: Religion
  11. 11. • Improves corporate culture • Improves employee morale • Easier recruitment of employees • Enables the organization to move into emerging markets • Increases creativity • Access to overseas markets. • Reduction in skill shortages. How Diversity Initiatives Help an Organization Keep a Competitive Human Resources Advantage • Decreased interpersonal conflict among employees • Improves client relations • Increases productivity • Improves the organization`s bottom line • Maximizes brand identity • Responsive service delivery and enhanced staff skills
  12. 12. • Limiting area of consideration • Lack of diverse applicant pool in STEM positions • Lack of diversity at the senior ranks • Categorizing people into certain positions • Always recruiting from same source • Grooming/developing only one person Pre- selection Possible Barriers
  13. 13. Let’s watch video
  14. 14. • Secure top management commitment • Alternative work arrangements • Increase diversity skills • Organizational assessment • Attracting employees • Accommodating work and family needs How to Manage Diversity Steps in Managing Diversity Effectively
  15. 15. • Provide members with accurate information about diversity • Uncover personal biases and stereotypes • Assess personal beliefs, attitudes, and values and learning about other points of view • Develop an atmosphere in which people feel free to share their differing perspectives • Improve understanding of others who are different Diversity Awareness
  16. 16. Ignoring diversity issues costs time, money, and efficiency. Some of the consequences can include Consequences of Ignoring • Unhealthy tensions between people of differing gender, race, ethnicity, age, abilities, etc.; • Loss of productivity because of increased conflict; • Inability to attract and retain talented people of all kinds; • Complaints and legal actions; • Inability to retain women and people of color, resulting in lost investments in recruitment and training. DIVERSITY
  17. 17. • As workplaces become more diverse, employers are encouraged to take note of communication, training, recruiting practices and management. • Diverse workforces may be plagued with problems if employees aren't equipped with the knowledge they need to communicate effectively with their coworkers, regardless of their differences. • Diversity training can help reduce interpersonal conflicts within a company. As a result of efforts to train employees on diversity issues, management may see an increase in training and development costs. • Allbusiness.com, an online resource for entrepreneurs, notes some businesses believe that costs of diversity are higher than its benefits because of potential issues with communication and training. Considerations and Warnings:
  18. 18. The Coca-Cola Company's global diversity mission is to mirror the rich diversity of the marketplace we serve and be recognized for our leadership in Diversity, Inclusion and Fairness in all aspects of our business, including Workplace, Marketplace, Supplier and Community, enhancing the Company’s social license to operate.
  19. 19. 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. It is an integral part of who we are as a company, how we operate and how we see our future.
  20. 20. conclusion
  21. 21. http://www.coca-colacompany.com/our-company/diversity/global-diversity-mission/ http://www.slideshare.net/pushpak888/managing-diversity-at-workplace http://www.qcc.cuny.edu/diversity/definition.html http://gladstone.uoregon.edu/~asuomca/diversityinit/definition.html http://gladstone.uoregon.edu/~asuomca/diversityinit/definition.html http://www.slideshare.net/humaapkeliye/managing-diversity-1280026?qid=4cef7f5a-cf7a- 4230-b8bb-95cecccd50c3&v=default&b=&from_search=3 references
  22. 22. THANK YOU

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