Managing Diversity at Workplace: A Case Study of hp

Yousuf Kamal *
Most. Moriom Ferdousi *

Summary:
The diversity means people from different race, age, gender, ethnicity etc are working together at
a workplace. Due to high rates of migrations from one country to others and due to
multinationals operations throughout the world diversity become a challenge and opportunity for
businesses. There are number of aspects to tackle diversity but in this research we will watch out
the HP theory to manage diversity which is paradigms of diversity management.
This paper talks about the diversity management and its dimensions, how can be diversity
managed at workplace, what may be the cost benefits of diversity, what are the approaches,
strategies and theories Hp used to manage diversity over the time.
Employees at a workplace with diverse cultures, ages, race, ethnicity experience etc are the
reason to become creativity and change. A workforce comprising people of diverse ages,
capabilities, cultures, ethnicities and experiences promotes creativity and innovation. We believe
it is also key to understanding and reflecting the values and demographics of our customers, and
vital to attracting and retaining the best employees.
Diversity also becomes the reason of conflicts, hurdles for the assimilation of new employees
and number of other challenges also.
A manager often can only be the person who can understand the diversity and he can suggest the
best way to manage diversity.
HP always efforts to manage diversity in different eras.
There motive is to recruit the employees from diverse age, race, culture and devolpe them as
leaders.
HP creates an inclusion work environment to give value to every individuals work
Helping employees to find the ways of fulfilling their work and personal commitments while
meeting the business needs of HP.

HP believes that to better serve customers HP must exert a pull on, expand, support and keep a
diverse workforce. Belief, mutual respect and dignity are basic beliefs which are reflected in the
behavior and actions of the employees of HP. Moreover, responsibility for diversity and
inclusion goals drives the victory of HP.
HP believes on the Paradigms of Diversity which are Discrimination and Fairness Paradigm,
Access and Legitimacy Paradigm, Learning and effectiveness paradigm. This paradigm believes
on acceptance and celebration of the differences, overarching theme of integration.
HP efforts to manage diversity are remarkable but the need is to continual overlook the changes
and should change approaches accordingly. A multicultural approach is suggested for the HP for
the creation of corporate culture. HP still considered as a pioneer in managing diversity in
Bangladesh.