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    Managing Diversity at Workplace

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    ramanrockstar21
    This document discusses managing diversity in the workplace. It notes that diversity refers to the variety of differences among people in an organization, including attributes like gender, race, age and more. It outlines reasons for increasing diversity like changing laws, competitive pressures, and a desire for diverse viewpoints. The document also discusses benefits of diversity including increased adaptability and productivity. However, it acknowledges challenges of communication differences and resistance to change that must be overcome with inclusion, diversity training, and fostering openness.

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    Managing Diversity at Workplace

    Uploaded by

    ramanrockstar21
    268 views21 pages
    This document discusses managing diversity in the workplace. It notes that diversity refers to the variety of differences among people in an organization, including attributes like gender, race, age and more. It outlines reasons for increasing diversity like changing laws, competitive pressures, and a desire for diverse viewpoints. The document also discusses benefits of diversity including increased adaptability and productivity. However, it acknowledges challenges of communication differences and resistance to change that must be overcome with inclusion, diversity training, and fostering openness.

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    This document discusses managing diversity in the workplace. It notes that diversity refers to the variety of differences among people in an organization, including attributes like gender, race, age and more. It outlines reasons for increasing diversity like changing laws, competitive pressures, and a desire for diverse viewpoints. The document also discusses benefits of diversity including increased adaptability and productivity. However, it acknowledges challenges of communication differences and resistance to change that must be overcome with inclusion, diversity training, and fostering openness.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    268 views21 pages

    Managing Diversity at Workplace

    Uploaded by

    ramanrockstar21
    This document discusses managing diversity in the workplace. It notes that diversity refers to the variety of differences among people in an organization, including attributes like gender, race, age and more. It outlines reasons for increasing diversity like changing laws, competitive pressures, and a desire for diverse viewpoints. The document also discusses benefits of diversity including increased adaptability and productivity. However, it acknowledges challenges of communication differences and resistance to change that must be overcome with inclusion, diversity training, and fostering openness.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 21

    Managing

    Diversity at
    Workplace
    Diversity: An Overview
    Workplace diversity refers to the variety of
    differences between people in an organization.

    Diversity encompasses race, gender, ethnic


    group, age, personality, cognitive style,
    tenure, organizational function, education,
    background and much more.
    Diversity: An Overview
    Changing legislation and law
    Workforce suits

    Reasons for
    Competitive Increasing recognition and
    pressures desire
    Diversity for diverse viewpoint

    Rapidly growing
    International
    Diversity Model Business
    Implications of workforce
    diversity
    Benefits
     Increased adaptability
     Broader products & service range
     Variety of viewpoints
     More effective execution
     Reducing costs associated with turnover, absenteeism
    and low productivity
     Return on Investment (ROI) from various initiatives,
    policies and practices (Govt. Aids, Brand Image, SEZs, FDIs)
    Benefits Contd…
    DuPont, for example, considers diversity a business
    imperative vital to ongoing renewal and competitiveness in the
    21st century.

    This philosophy was illustrated when the company learned


    how one small change could directly translate into significant
    profits. At DuPont Merck, the sales of an anticoagulant drug in
    the Hispanic markets were low. When a Hispanic manager
    noticed that the drug was only labeled in English and
    consequently translated the instructions into Spanish, sales
    improved significantly. Now, educational materials for the
    drug are translated into 15 languages and bring in millions of
    dollars in new business.
    Leveraging the Power of Difference for
    Competitive Advantage
    Society for Human Resource Management, U.S., conducted
    a study, where it was found that, HR professionals from top
    100 companies on Fortune's list, stated that, “diversity
    initiatives provide organizations with a competitive
    advantage by positive improvements in corporate culture,
    employee morale, retention and recruitment”.

    For example, 40% of companies ensure leadership


    development programs are available to all employees, 34%
    increase innovation by tapping talent of employees of all
    backgrounds, and 31% utilize diverse experiences for special
    projects and assignments.
    Challenges….
     Communication
     Resistance to change
     Implementation of diversity in the
    workplace policies
     Difference in attitude, values and belief
     Differences in motivational needs..
    Overcoming the challenge…
     Organizations should Foster an attitude of openness
     Ward off change resistance with inclusion of people in
    decision making & policy formulation
     Implementation of diversity in the workplace plan
    (family – friendly )
     Promote diversity in leadership positions
     Utilize diversity training
     Mentoring programs
    Overcoming the challenge
    Contd…

    Learning

     Individual approaches…

     Empathy
    Views amongst the business world

    At a symposium regarding diversity in the


    workplace, 400 executives agreed that
    "diversity programs help to ensure the creation,
    management, valuing and leveraging of a
    diverse workforce that will lead to
    organizational effectiveness and sustained
    competitiveness."
    Contd…

    “Diversity represents a company’s fundamental


    attitude that not only respects and values the
    individuality of its employees but also understands
    how to tap the potentially significant contributions
    inherent in diversity.”

    Alexandra Groess
    Allianz Group’s International Diversity Project
    Head
    Contd…
    Coca – Cola having a special Diversity
    council and Forum shares the vision as:

    “ we foster open environments, as diverse as the


    markets we serve, where workplace rights are
    respected and people are inspired to be the
    best they can be...”
    IBM’s Viewpoint
    Diversity as a business strategy
    There is an alignment between diversity and business
    strategy at IBM. They deviated from the notion that
    differences in Cultural aspects should be suppressed
    for the benefit of the organization and rather they
    created task force to encourage diversity.

    IBM went beyond just complying with laws. Diversity


    was imbibed into the culture of the organization and
    was made part of the company’s vision
    Pepsi’s Strategy
    In April, 2005, Diversity Inc. ranked Pepsi 4 th
    amongst the best companies for diversity on its
    annual list. Pepsi was ranked as best workplace for
    African American and Latinos.

    Reinemund, Chairman & CEO Pepsi Co. stated


    that, “I believe that companies that figure out the
    diversity challenge first, will clearly have a
    competitive advantage”
    Contd……
    Indira Nooyi, The CEO of Pepsi, said
    the full potential of diversity can not be
    realized without an inclusive culture.

    By the end of 2004, Pepsi had 29%


    women in Managerial position as against
    24% in 2000 and the percentage of
    colored people in management jobs went
    up from 11% in 2000 to 17% in 2004.
    Assets Make Things Possible...
    People Make Things
    Thank You, All!

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