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Managing Diversity for Competitive Advantage ver2

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Managing Diversity for Competitive Advantage ver2

  1. 1. November 5, 2011
  2. 2.  What is Diversity?  Negative issues of Diversity  Managing Diversity  Benefits & Risks  Your role….
  3. 3.  Diversity - The variety of experiences and perspectives which arise from differences in race, culture, religion, mental or physical abilities, heritage, age, gender, sexual orientation, gender identity and other characteristics.  Diversity also includes a wide variety of other differences, including class, work experience, parental status, educational background, geographic location, language, citizenship and much more.
  4. 4.  Prejudice An attitude of dislike or hostility towards individuals on the basis of their membership in particular groups  Stereotype A one-sided exaggerated and normally prejudicial view of a group, or class of people. Stereotypes are often resistant to change.  Bias The appreciation or devaluation of another individual, group, characteristic, viewpoint or behavior based on one’s personal world view, beliefs and experiences. It can affect our ability to effectively assess or process information that represents an alternative viewpoint.
  5. 5.  Race In common sense terms, race refers to people’s visible and inherited physical characteristics and differences. Race is a socially constructed category that is used primarily to determine people’s access to social resources  Ethnicity • Similarity of cultural patterns • The need to act to preserve the group • Informs identity • Can be related to a group, clan, family • Is not necessarily race based • There can be multiple ethnic groups within a particular ‘race’  Discrimination The denial of equal treatment or opportunities to social groups. It is also about having the structural power to limit the advantages and opportunities of minoritized groups
  6. 6. *Internal Dimensions and External Dimensions are adapted from Loden M and Rosener J: Workforce America! 1991
  7. 7. Managing Diversity involves…. 1. Creating a workplace environment that values and utilizes the contributions of people with different backgrounds, experiences and perspectives 2. Recognizing the contribution that diversity of perspectives makes to generating new ideas and ways of doing things 3. Embracing the range of individual skills, educational qualifications, work experience background, languages, etc. that can improve the organization 4. Changing workforce practices to accommodate diverse individual realities eg. parental status, sexual orientation, religion etc
  8. 8. Benefits of Managing & Including Diversity  Improves personal/interpersonal communications  Improves team functioning and performance  Increases creativity and innovation  Increases the capacity for problem solving  Provides a broader range of ideas and insights to draw on in decision making and policy development  Enhances availability of opportunities  Improves staff health and well being
  9. 9. Benefits of Managing & Including Diversity  Reduces absenteeism  Improves staff morale  Includes a more varied talent pool  Increases ability to attract and retain valued employees  Improves quality of service and client satisfaction  Can lead to an enhanced community image  Can lead to savings in recruitment and training costs
  10. 10. Cost of Ignoring Diversity • Time • Money • Efficiency, loss of productivity • Unhealthy tensions • Increased conflict • Inability to attract and retain talented people • Complaints and legal actions • Inability to retain valuable employees • Lost investments in recruitment and training.
  11. 11. Your Role….  Each person plays a key role in transforming the organizational culture to respect diversity. Some of the skills needed are:  Develop an understanding and acceptance of diversity  Recognition that diversity should be represented in every aspect of the organization  Develop self-awareness, in terms of understanding your own culture, identity, biases, prejudices, and stereotypes  Challenge and change institutional practices that present barriers to different groups
  12. 12.  Show respect  Avoid embarrassment  Enhance understanding  Avoid weakened negotiating position
  13. 13. Latin American: • Business based on friendship • Relaxed atmosphere European: • Belgian—conservative, efficient, impersonal • German—direct, factual • Dutch—little room for debate • French—intellectual approach • Greek—government contacts • Italian—confident, shrewd, competent • British—proper; neither imposing nor offensive Japanese: • Indirect • Rely on trusted go-betweens • Build relationships • Try various strategies • Honor oral commitments
  14. 14. Jamshedji Tata was refused entry to this Watson Hotel as 'Indians and Dogs were not allowed‘. And thanks to that, today we have the world famous Taj Mahal Hotel at Gateway of India, which was built to spite the Britishers.
  15. 15. Thank you
  16. 16.  Time  Cultural thought patterns  Communication  Personal space and touch  Material possessions  Family roles and relationships  Religion  Personal achievement  Competitiveness and individuality

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