diversity management strategies in TOP MNC's in India....

1. DIVERSITY MANAGEMENT
STRATEGIES IN TOP MNC’S
IN INDIA
Manik Kudyar
MBA-HRM
1200712
Central University of Jammu

2. Diversity Defined
Diversity is the
mosaic of people
who bring a variety
of
backgrounds, styles,
perspectives, values
and beliefs as assets
to the groups and
organizations with
which they interact.

3. Definitions
Diversity…
A collective mixture characterized by differences and similarities that are
applied in pursuit of organizational objectives.
Diversity Management...
A comprehensive organizational and managerial process of planning
for, organizing, directing, and supporting a collective mixture in a way that
adds a measureable difference to organizational performance.
Workplace diversity is an asset to any organization when
appropriately governed and fully utilized.

11. Effectively Managing Diversity
Anticipating increased employee
satisfaction as a direct result of a
strategic diversity management
plan.

12. Diversity Challenges
• How people react to differences.
• People respond to differences based on how they
have been imprinted given their wide range of
influences.
• Once individuals realize how their perceptions have
been shaped by these influences, awareness begins!
• Awareness leads to greater understanding and the
start of building a positive environment.

13. INFLUENCES
PERCEPTION
AWARENESS
BUILDING A POSITIVE ENVIRONMENT

14. DIVERSITY DIMENSIONS
 Primary (core) Dimension
 Secondary Dimension

15. Education
Primary Diversity Dimension
Work Style Communication
Style
The primary (core) dimension exerts
an important impact on our early
stages of socialization – and every
Work Family
Experience Status stage of life.
Age
Sexual Orientation Usually people are able to see these
Mental/Physical Abilities dimensions (except sexual
Gender orientation) and people know these
Military things about us before we even
Income
Ethnicity Experience
speak (physical).
Race
Usually when people are being
Geographic
Organization stereotyped based on these
al Role and
Location
Level
dimensions, they become sensitive
about it because it’s usually
First Religious
something they cannot change or
Language Beliefs modify.

16. The Secondary Diversity
Education
Dimensions
Work Style Communication The secondary dimensions also
Style
share certain characteristics. They
are usually more variable in
nature, less visible to others around
Work Family us, and more variable in degree of
Experience Status
influence.
Age
Sexual Orientation We can acquire, discard, or modify
Mental/Physical Abilities and therefore people are usually less
Gender sensitive about because they have
Military
Income made a choice on or have the power
Ethnicity Experience
to change. In addition, we can
Race choose to conceal or not disclose
information related to this dimension.
Organization
Geographic
al Role and Their power is less constant and
Location
Level more individualized than the core
dimensions because it is easier to
First Religious see the connection of these
Language Beliefs
secondary dimensions and events in
someone’s lives.

17. This is who we are!
Education
Education
Education
Work Style Style
Work Communicatio
Communicatio
n Style n Style
Communicatio
Work Style
n Style
Work Work Family Family
Experience
ExperienceWork Status Status Family
Experience Age Age Age Status
Sexual Orientation
Sexual Orientation Orientation
Sexual
Mental/Physical
Mental/Physical
Mental/Physical
Abilities
Abilities Abilities
Income Income Gender Gender Military Military
Income Gender Experience
Experience Military
Ethnicity
Ethnicity Ethnicity Experience
Race Race Race
Organizationa
Organizationa
Geographic
Geographic
l Role and
l Role Organizationa
and
LocationLocation
Geographic Level Level l Role and
Location
Level
First First Religious
Religious
LanguageLanguage First
Beliefs Beliefs Religious
Language Beliefs
Source: E. E. Hubbard, Diversity Management

18. Different Categories of Diversity
1. Workforce Diversity
2. Behavioral Diversity
3. Structural Diversity
4. Business Diversity

19. Categories and Elements of Diversity
Workforce Diversity Behavioral Diversity
• Gender
• Race • Work Styles
• Ethnicity • Thinking Styles
• Religion • Learning Styles
• Sexual Orientation • Communication Styles
• Physical Ability • Aspirations
• Age • Beliefs/Value Systems
• Family Status
• Changes in Attitudes
• Economic Background & Status
• Expectations of Employees
• Geographical Background &
Status
• Market Demographics

20. Categories and Elements of Diversity
Structural Diversity Business Diversity
• Interactions Across Functions • Expansion and Segmentation
• Across Organizational Levels of Customer Markets
of Hierarchy • The Diversification of Products
• Across Divisions/Colleges and Services Offered
• Across Organizations Engaged • Variety of Operating
in: Environments:
─ Strategic Alliances ─ which organizations work and
compete
─ Cooperative Ventures
─ labor markets
─ community and societal expectations
─ business cultures and norms

21. Strategic Plan Framework
PLANNING LEADERSHIP ASSESSMENT STRATEGY
• Governance • Willingness to Commit to • Cultural & Climate • Diversity Team Leads
• Budget Diversity Principles Assessment • Diversity Advocates
• Diversity Management & • Model Desired Attitudes • Determine Management & • Diversity Councils
Communication • Model Desired Actions Employee Competence • Create Strategic Diversity
Infrastructure • Model Desired Behavior • Return on Investment Plan
• Administrative • Communicate Diversity • Metrics (baseline data) • Diversity Vision & Mission
Leadership Vision • Personal Diversity Paradigm Statements
• Encourage Employee Tool • Reporting
Engagement • Demographics
• Accountability
IMPLEMENTATION OF STRATEGIC TRAINING Continued Assessment
PLANS FOR EACH AGENCY • Strengths-based ORGANIZATIONAL IMPACT
TALENT ACQUISITION Approach • Reporting
Recruiting Plan Hiring Practices • Diversity Management • Exit Interviews
Training
Turnover Per cost of Recruit • Demographics
Promotion • Cultural Awareness
• Auditing
• RETENTION • Coaching
• Promotion and Marketing (PR)
Turnover/Attrition • Online Modules
• Supplier Relationships
Employee Behavior • Highlight Various
Cultures
Professional Development
Absenteeism
Succession Planning
Mentoring
• TRAINING

22. Diversity Best Practices
• Leadership commitment
• Coaching and mentoring
• Early conflict resolution
• Flexible work culture
• Effective communication and transparency
• Continuous learning and career development

23. Leadership Commitment
• Communicate and practice commitment to diversity and
inclusion often.
• Reinforce diverse work and employment
practices, including diversity of thought.
• Practice constructive conflict management.
• Educate the workforce on the business value of diversity
and inclusion.
• Mentor and coach diverse employees.

24. Career Development
• Definition: aligning the needs of the
organization with the professional
development of its employees.
• Diversity & Inclusion should be incorporated
in career development, especially in the
following areas:
• Succession planning
• Training and development opportunities
• Performance management--ensure evaluations
don’t include subtle biases against diverse groups
of people

25. How Can Employees Promote Diversity?
• Practice positive, constructive work habits in the
workplace; work cooperatively towards a common
goal.
• Contribute to your fullest potential; strive for
excellence.
• Recognize and respect others and their individuality.
• Think before you speak and be sensitive to others.

26. DIVERSITY @ INFOSYS
• Infosys was the first Indian IT company to establish an
office for diversity and inclusivity.
• Our workforce comprises people from 89 nationalities
working in 32 countries, with 34.7% women on board
and a multi-generational representation.
• Talent diversity is the key to propel our business growth
engines and sustain momentum.

27. Strategies Used By INFOSYS
• Creating Common Ground
Highlights and educates employees about the values and cultural
ethos. The program employs innovative approaches and
communication campaigns channeled through live events, our
intranet, our corporate TV channel, mailers and posters.
• IGLU
Infosys Gay Lesbian employees and You (IGLU) creates a safe and
respectful work environment for employees from the LGBT
community. Awareness programs and exclusive events are held to
create awareness and foster inclusion.

28. • Infyability
It creates a sensitive and inclusive workplace for differently-abled
employees. Regular accessibility audits are conducted to ensure that
our infrastructure is accessible to differently-abled employees. The
World Disability Day is celebrated on all our campuses and policies are
enhanced/ changed keeping in mind the special needs of differently-
abled employees.
• IWIN
The Infosys Women's Inclusivity Network (IWIN), works towards
creating a gender-sensitive and inclusive work environment for women
employees and develop them for managerial and leadership roles.
IWIN partners with gender networks and forums across the globe to
benchmark.
• Samaritans Network
Volunteers trained in barefoot counseling listen, empathize, support
and counsel fellow employees and help them cope with life's
challenges, mostly personal in nature. This initiative is a first-of-its-kind
in India and is active on our seven campuses and had positive
outcomes for over 638 employees.

29. Employee Resource Groups
In many cities around the world, INFOSYS supports groups, meetings
and other opportunities to connect individuals who wish to strengthen
their support network. Employee resource groups (ERGs) help our
people build connections and address issues that are of interest to
them personally.
Their goals are:
• Promote diversity through initiatives that focus on
education, awareness, professional and personal development and
cross-cultural interactions.
• Foster a means for individuals with similar backgrounds to network
around similar challenges and opportunities.
• Offer professional direction.
• Support national and local recruiting and retention efforts.
• Build external relationships with diverse businesses.

30. DIVERSITY @ RANBAXY
• Ranbaxy is an equal opportunity employer and that gets
reflected in the rich and diverse workforce.
• This diversity provides us the strength to reach out to
the world and touch the lives of millions of people in
different parts of the globe.
• Ranbaxy workforce of around 14000 people is
represented by 51 nationalities with approximately 26%
constituting foreign nationals.

31. The Management Trainee Programme
@ RANBAXY
• This programme aims at developing and nurturing
young talents identified from premier Management
Institutes of the country and trains them to excel in their
respective area of specialization through on-job-
trainings.
• Both Behavioral and Functional trainings are imparted to
them.
• They are put into diverse fields of businesses and
challenging assignments which enables them to be fully
prepared to tackle any business challenges of tomorrow
thereby moulding them to be our future leaders.

32. • Management Trainees are provided with live projects
which expose them to the various facets of business
realities.
• Based on their overall performance of the entire training
period, they are regularized as Managers and
accommodated into various departments of the
organization.
• This unfolds the second phase of their journey of learning
and achievements.

33. ACCENTURE INDIA’S ‘VAAHINI NETWORK’
The diversity of our people makes Accenture exceptional…

34. Last Words To Ponder
“When we feel a sense of belonging it is not because
we are the same as everyone else, but because we
have been accepted as we are.”

35. Thank you….