Presented by:

Ankit Agrawal
Gopal Chaturvedi
Priyanka
DIVERSITY
 Diversity is the positive acknowledgement
of ways in which we are different from one
another.
 Differences among people in age, gender,
race, ethnicity, religion, sexual orientation,
socioeconomic background, capabilities,
disabilities and in the thought process.
Workforce diversity
 Workplace diversity refers to hiring of people,
who have the variety of differences, by an
organization.
 This encompasses race, gender, ethnic group,
age, personality, cognitive style, tenure,
organizational function, education,
background and more……….
Dimensions of Diversity
Secondary
Primary Dimensions Secondary
Dimensions Dimensions
Inborn Marital Education Acquired or
Religious
difference - Status changed
Primary Beliefs
Have an impact throughout
throughout Dimensions one’s lifetime
one’s life Age Have less
Gender Ethnicity
Parental Experience impact.
Person Mental
Status Physical
Ability Ability

Race

Work Geographic
Background Location
Income
Benefits of Workplace Diversity
 More opportunities for innovation/creativity
 Enhanced customer satisfaction/loyalty
 Company reputation, corporate image, good
community relations
 Improved employees' motivation and efficiency
 Recruitment of high quality
 Broader service range
 More effective execution
 Improved profitability
Challenges in Diversity
Management
 Miscommunication/ambiguity
 Discriminatory attitudes/behavior among
staff
 Commitment of leadership
 Complexity
 Lack of skills/expertise in managing
diversity
 Resistance to change
 Difficulty of measuring impact
 Managing Diversity?

 A management system, which

incorporates the differences, found in a
multicultural workforce in a manner,
which results in the highest level of
productivity for both the organization
and the individual.
Workforce Diversity: Age
 Negative assumptions about older
workers are:
 Less motivated to work hard.
 Resistant to change and cannot learn new
methods.
 Role of HRM:
 Use the knowledge and wisdom of older
workers to mentor employees
 Reduce the generational conflicts by
developing common understanding.
 Workforce Diversity: Gender
 Problems, which may be faced by women:
 A male- dominated corporate culture
 Biological constraints and social roles
 Exclusionary Networks
 Sexual Harassment
 Role of HRM:
 Creating the fair environment for women at workplace
 Including the women in top management
Workforce Diversity: Religion &
Race

India: multi cultural country.

Accommodation for Religious Beliefs
 Problem of Prejudice/Discrimination
Role of HRM:
 Providing flexible time off for holy days
 Posting holy days for different religions on the company
calendar.
 Diversity program to promote commonalities and
corporation.
Workforce Diversity: People with
Disabilities
Issues:
• Less social acceptance
• Often seen as less capable for responsible positions
Role of HRM:
 Providing reasonable accommodations for individuals
with disabilities
• Promoting a nondiscriminatory workplace
environment
• Educating the organization
about disabilities and AIDS etc.
Inclusive Practices to manage Diversity

 Building a corporate culture that values

diversity
 Changing structures, policies, and
systems to support diversity
 Recruitment
 Career advancement
 Providing diversity awareness training
Valuing Diversity
 Top managers value diversity
● Give organization access to broader range of
opinions and viewpoints
● Reflect an increasingly diverse customer
base
● Obtain the best talent in a competitive
environment
● Demonstrate the company’s commitment to
doing the right thing
Changing Structure
Recruitment
 Examine employee demographics
 Examine composition of the labor pool in the
area
 Examine composition of the customer base
Career Advancement
 Eliminate the glass ceiling
 Accomplish mentoring relationships
Accommodating Special Needs
 Care of older and physically challenged
employees
 Communication/ language training materials
and information packets can be provided
 Maternity or paternity leave
 Flexible work schedules
 Home-based employment
 Long-term-care insurance, special health or life
benefits
Diversity Training
Programs
 Hold weekly or monthly staff meetings or organized
events and set aside time for discussion of team
interaction. Encourage everyone to talk about his
culture and problems.
 Plan to hold periodic meetings with individuals, be
sure the mangers have these individual meetings and
talk about how things are going.
 At least once a year send out written evaluations of
the environment and ask your employees questions
about how comfortable they are working with you
and the their team members.
 keep the lines of communication open. Organize the
language classes for the employees, not compatible
with working language.
Affirmative action
 Affirmative action refers to the hiring and
firing of employees not on the basis of their
race, color, creed and religion. This means that
the HR management department undertakes
the responsibility, that there is no
discrimination in the organization.

 Secondly, there are many other things which

should not be forced on the employees. For e.g.
making a dress code for the company which is
allowed in one religion but prohibited in
another.
Concept of EEO
 Equal Employment Opportunities (EEO)
means eliminating barriers to ensure that
all employees are considered for the
employment of their choice and have the
chance to perform to their maximum
potential. EEO practices include:
 fairness at work,
 hiring based on merit and
 promotion based on talent.
It concerns all aspects of employment
including recruitment, pay and other
rewards, career development and work
conditions
Concept of Multicultural
Organization
 Characteristics of a Multicultural Organization
 Pluralism
○ Members of minority and majority cultures influence key values and
policies.
 Structural integration
○ Minority-culture members are well represented at all levels and in all
responsibilities.
 Informal network integration
○ Mentoring and support groups assist career development of
minority-culture members.
 Absence of prejudice and discrimination
○ Training and task force activities support goal of eliminating culture-
group biases.
 Minimum inter-group conflict
○ Members of minority and majority cultures avoid destructive
conflicts.
Case Study :Work Force
Diversity at IBM
 Recruiting People with disabilities
 Line champions
 Diversity website
 Work/life balance
 Women in the workforce
 Women networking groups
 Women friendly activities
 Talent Management
 Employee from different cultural and
social strata
Conclusion
 If you and your team work together, and learn from one another,
you will discover the real synergy of bringing your collective
knowledge and skill together to achieve a goal. It is a reflection of
changing world and marketplace.

Welcome Global Economy with a diverse workforce!

90% of job seekers think diversity programs make a company a better place to work
- Survey commissioned by The New York Times
QUESTIONS
Thank You !