MANAGING DIVERSITY Presented By: Ritu Dhunna 2020070419 Presented By: Ritu Dhunna 2020070419

Diversity Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status (Esty, et al., 1995 ).

What do we mean by diversity in the thought process?? Lets Find out……

Select a card mentally……. Don’t jus look at it, concentrate on it And memorize it

Your card isn’t there………… Is it a magic??? Did I really read your mind????

Well, things are not always as they appear………… We need to look at the actual picture behind the visible one…. Want to see how ???

Dimensions of Diversity

Managing Diversity

Managing Diversity Managing diversity is defined as "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”.

The Old Boys Network…….

The Class Ceiling

HR MANAGER

Diversity: a performance lever Diversity allows us to be a… Be generous company Corporate citizen of the world Employer of choice Attract & Retain the best talent by Respecting individuals and all employees. Brand of choice Consumers sensitivities Innovation & Creativity

Our 6 Priority Dimensions Anticipating and integrating our clients’ expectations Heightening creativity and innovation Attracting and retaining talent Highlighting the Group’s citizenship dimension Nationality Social origin Gender Ethnic origin Age Disability

Our 5 Action levers Diversity Management Diagnosis/Measurement Communication Recruitment & integration Training Management Career Management

Communication Internal : Graphic charter L’Oréal en Direct Discovery New media External : Internet Sustainable development report Annual report Conferences / roundtables… Targeted media Community…

VERIZON COMMUNICATIONS

Diversity Strengths: Verizon's commitment to diversity starts with Chairman and CEO Ivan Seidenberg, who gets a near-perfect score on our CEO Commitment criteria. He meets regularly with the company's 10 employee-resource groups , which are critical to Verizon's success. Employee groups have existed at this company for more than 10 years and are funded by Verizon, with meetings during the workday and the support in each group of a designated senior executive. Seidenberg also personally reviews Verizon's diversity scorecard -- 17 key diversity metrics -- on a quarterly basis. The company's commitment to its employees is evidenced by its pipeline of talent. Thirty-nine percent of its managers are Black, Asian, Latino or Native American. Its managers are retained at almost equal rates across race/ethnicity and gender. Verizon is focused on casting a wide net when recruiting. Once at Verizon, employees receive robust professional and career development resources from formal mentoring opportunities to leadership development training. In 2007, Verizon invested more than $370 million in tuition assistance and developmental training for its employees.

Employee Resource Groups (ERGs) Our Employee Resource Groups Our Employee Resource Groups (ERGs) are Verizon-supported and employee-run and organized affinity groups that promote personal and professional growth for employees with common interests. Through networking, mentoring, special initiatives, seminars and conferences, ERGs promote personal and professional growth of employees, enhance career advancement and provide a stronger sense of community within the company.

Conclusion

Thank You