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Diversity and equal opportunities

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Diversity and equal opportunities

  1. 1. By /MahmoudShaqria ‫شقريه‬ ‫محمد‬ ‫محمود‬
  2. 2. Out lines  Definition of Diversity  Definition of workforce diversity  Definition of equity and equality  Benefits of diversity in the workplace  Biggest Diversity challenges in The Workplace  How to Manage Diversity in a Workplace  The Advantages & Disadvantages of Managing Diversity  Equal Employment Opportunity Responsibilities  Role of nursing manager in dealing with diversity
  3. 3. Definition of Diversity The variety of differences in people, including their:  cultural and language backgrounds  religion  values  sexual orientation  abilities  educational background  socio-economic status  lifestyles  gender
  4. 4. Workforce diversity  Means similarities and differences among employees in terms of age, cultural background, physical abilities and disabilities, race, religion, gender, and sexual orientation.  Diversity makes the work force heterogeneous.
  5. 5. Equity and equality Equality :  Refers to everyone having the same rights and being offered the same opportunities. Equity:  Involves ensuring individuals have what they need to enact those rights
  6. 6. Benefits of diversity in the workplace 1 : Variety of different perspectives:  Diversity in the workplace ensures a variety of different perspectives.  Since diversity in the workplace means that employees will have different characteristics and backgrounds, they are also more likely to have a variety of different skills and experiences.
  7. 7. 2: Increased creativity:  Diversity in the workplace leads to increased creativity.  People with different background tend to have different experiences and thus different perspectives. Exposure to a variety of different perspectives and views leads to higher creativity.
  8. 8. 3: Higher innovation: Diversity in the workplace leads to higher innovation rate. In a diverse workplace, employees are exposed to multiple perspectives and worldviews. When these various perspectives combine, they often come together in novel ways, opening doors to innovation.
  9. 9. 4: Faster problem-solving:  Companies with higher workplace diversity solve problems faster.  Harvard Business Review found diverse teams are able to solve problems faster than cognitively similar people.
  10. 10. 5: Better decision making:  Workplace diversity leads to better decision making results.  When employees with different background and perspectives come together, they come up with more solutions, which leads to more informed and improved decision-making process and results.
  11. 11. 6: Increased profits:  Hospitals with greater workplace diversity achieve greater profits.  Hospitals with diverse workforce make better decisions faster, which gives them a serious advantage over their competitors.  As a result, Hospitals with diversity in the workplace achieve better business results and reap more profit.
  12. 12. 7: Higher employee engagement:  Workplace diversity leads to higher employee engagement.  The link between workplace diversity and employee engagement is pretty straightforward - when employees feel included, they are more engaged.
  13. 13. 8: Reduced employee turnover:  Workplace diversity is beneficial for employee retention.  Diversity and inclusion in the workplace cause all employees to feel accepted and valued.  When employees feel accepted and valued, they are also happier in their workplace and stay longer with a Hospital.  As a result, Hospitals with greater diversity in the workplace have lower turnover rates.
  14. 14. 9: Better company reputation:  Workplace diversity boosts the hospital’s reputation and brand.  Hospitals who are dedicated to building and promoting diversity in the workplace are seen as good, more human and socially responsible organizations.  Workplace diversity also makes your Hospital look more interesting.
  15. 15. 10: Improved hiring results:  Workplace diversity leads to better hiring results.  Diversity in the workplace boosts a company’s employer brand and presents a company as a more desirable place to work.  Workplace diversity is an especially beneficial asset for attracting top talent from diverse talent pools.
  16. 16. Biggest Diversity challenges in The Workplace  Acceptance and Respect: A fundamental value that contributes to a successfully diversified workplace is respect among workers and employees.  Accommodation of Beliefs.  Ethnic and Cultural Differences.  Gender Equality.  Physical and Mental Disabilities.  Generation Gaps.  Language and Communication.
  17. 17. How to Manage Diversity in a Workplace Spot Problems and Overcome Them:  If your entire staff is culturally and ethnically just like you, figuring them out may be easy.  If you have a variety of religious and cultural perspectives, it takes work.  You may find that your Muslim or Orthodox Jewish employee can't eat anything in the cafeteria, or that your new hire comes from a culture where showing up a half- hour late is normal.
  18. 18. Treat People as Individuals:  Never treat your staff as representatives of their culture, nation or religion.  Take the time to know your employees individually – what they want from you, what their skills and interests are, and how they work best in teams.  Find ways for your staff to get to know one another, too. Incorporate team-building exercises, for example.
  19. 19. Set Objective Standards  One drawback to a diverse workplace is that it's easy for workers to wonder if you're discriminating against them.  To give them confidence in your decisions, make your criteria objective.  If all employment decisions and discipline follow standardized rules, employees can trust that you're treating them fairly.  Provide them with your company policies in writing so they know what's expected of them.
  20. 20. Communicate Clearly and Have Clear Policies:  Having standardized policies is good, but they also have to be clear.  Make sure your written guidelines are unambiguous and easy to understand.  That helps employees see why one worker gets a plum project but another gets the door.  Talk to your staff regularly to confirm that you're being as clear about your decisions and policies as you think you are.
  21. 21. Accept Feedback from Employees:  If working with a diverse crew is a new experience for you, it's quite possible you'll make mistakes.  If an employee tells you that you've crossed a cultural taboo, listen to those concerns. Beyond that, it helps to be open to suggestions.  If hospitals holds a variety of cultural perspectives and experiences, it's a shame not to take advantage of them.
  22. 22. The Advantages & Disadvantages of Managing Diversity Advantages:-  A diverse staff contributes to higher production of products and services, and a variety of viewpoints and solutions.  Ideas are generated on a global scale. Also, the hospital can be perceived as a hospital that supports diversity.  This looks good to other businesses that might feel the same way and want to partner.  It also looks good to future clients and customers and can attract good workers.
  23. 23. Disadvantages:  There can be a strong resistance to change.If a hospital has been practicing in a certain way for years, people might not be willing to implement new strategies.  Also, with a staff that has various cultural backgrounds, there is an increased chance for miscommunication.  Hospital goals and objectives must be stated clearly, and every staff member must understand.  If some staff members think they are not treated equally, they might resign, which can become expensive, as it is costly to hire new employees.  Tension can arise among staff members if they feel there are no advancement opportunities.
  24. 24. What Are Your Equal Employment Opportunity Responsibilities?
  25. 25. Make fair employment decisions:  You should not make employment decisions based on race, color, religion, sex, national origin, age, disability, or genetic information.  You should treat all your employees equally with regards to these qualities.  Equal treatment applies to all aspects of employment, including hiring, promoting, and firing employees.
  26. 26. Grant reasonable accommodations:  Employees can ask for reasonable accommodations for medical or religious reasons.  Reasonable accommodations are modifications that you provide to employees so they can continue their work.  You must provide reasonable accommodations to employees as long as they do not cause undue hardship, meaning the accommodation would cause you significant difficulty or expense.
  27. 27. Craft unbiased policies:  When you create policies for your business, make sure you don’t disproportionately exclude people with particular characteristics.
  28. 28. Stop workplace harassment:  Employees should not be harassed because of race, color, religion, sex, national origin, age, disability, or genetic information.  Employees should also not be harassed if they have complained about discrimination.  The harasser can be a supervisor, a co-worker, or a customer.
  29. 29.  Provide equal pay:  Give employees who do the same work equal pay.  Instead of personal characteristics, you should base wage differences on factors of internal equity, such as seniority, merit, quality of work, education, training, and experience.
  30. 30. Respond to discrimination complaints:  You should quickly respond to any discrimination complaints you receive.  As the boss, it is your job to prevent and stop discrimination.
  31. 31. Keep employment records:  Follow payroll record retention requirements per the IRS.  You should keep all personnel records according to their instruction.
  32. 32. Role of nursing manager in dealing with diversity gender-diverse workforce:  Having more gender diversity in a hospital is very positive and not just for the hospital’s own benefit.  The challenge for HR departments is to successfully and strategically find and enroll more women in their business.  It could solve a real problem, breaking barriers of gender discrimination in the workplace and promoting equality within the hospital.
  33. 33. Equality between your workers is essential :  It is important to not only review the salaries of your employees, but also other professional aspects such as career plans and promotions, ensuring that there are equal opportunities for both men and women.  Equality will undoubtedly be a motivational element for employees, regardless of their gender, as having clear objectives is a contributing factor in maintaining employees’ interest levels
  34. 34. Strike a balance between work life and family life:  Fostering harmony between work and family life is key to attracting and retaining talent.  It can contribute to the hospital culture, and to a positive attitude and collaboration amongst employees.  Another important point is not to make sweeping generalizations about different genders, and instead to consider the specifics on a case by case basis.  Employees need to see that their family life is considered and respected. They will appreciate this and it will likely improve hospital loyalty in the long run.
  35. 35. HR must ensure gender equality in their hospital  HR’s role is essential in managing and promoting gender diversity within the business.  They must ensure that the motivation and commitment of their employees is strengthened, which, in turn, strengthens the workforce overall and benefits the entire hospital.