Lecture for M.Phil Students on the role of diversity in human resources management.

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Role of diversity in Human
Resources Management
Dr. Akhlas Ahmed
Greenwich University
M. Phil Class
Lecture # 06
26th
Sept 2014

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What is diversity?
 How to evaluate people
 Who is a high performers and who needs help? Let's find out!
 In simple terms, diversity is "otherness," or those human qualities
that are different from our own and outside the groups in which
we belong. There are various qualities that differentiate one
individual from the next.

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Diversity:
The uniqueness of all individuals;
includes everyone.

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What Is the role of diversity in human
resource management?
 The role of diversity in human resource management is to create an enriched
workplace environment where differences are respected rather than discriminated
against.
 Diversity is connected to ethics principles as well as compliance management laws
and corporate social responsibility (CSR) policies in many parts of the world.
 A workforce in which employees are hired based on their skills and qualifications
without discrimination as to gender, sexual orientation, race, religion, ethnicity,
disability or other factor supports a human resource management system that values
diversity.
Diversity in human resource management encourages respect among people
of different backgrounds and genders in the workplace.

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Corporate purpose statement on diversity:-
 Many companies express diversity values in their operating or
"purpose" statements. These types of statements communicate the
company's commitment to creating and maintaining a diverse
employee base.
 These companies then must commit to following through with their
stated policies on diversity or risk becoming singled out by advocacy
or legal groups.
 People of color, different sexual orientations and physical or mental
abilities are expected to work together in many workplaces.
 In some countries without laws that relate to diversity in human
resource management, though, unfair hiring practices can occur.

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Elements of Diversity:-
 Age
 Gender
 Ethnicity
 Race
 Physical Ability
 Physical Characteristics
 Ability
 Income
 Education
 Marital Status
 Religious Beliefs
 Geographic Location
 Parental Status
 Personality Type
• Organization that view diversity as an asset and leverage the power of
forming diverse teams to meet daily challenges can realize long-las.
• In USA every business organisation believes on diversity & employs a work
force that is diverse in terms of age, gender, abilities and ethic origin.

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Principles of Diversity Management
 Establish a business strategy for effectively
managing a diverse workforce
 Create a positive work environment
 Promote personal and professional development
 Empower all people to reach their full potential
 Remove barriers that hinder progress
 Ensure equal opportunities and prevent
discrimination

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Creating an Organization That Can Manage Diversity
 Organizational vision
 Top management commitment
 Auditing and assessment of needs
 Clarity of objectives
 Clear accountability
 Effective communication
 Coordination of activity
 Evaluation

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Techniques for Managing Diversity
 Managing diversity training programs
 Core groups
 Multicultural teams
 Senior managers of diversity
 Targeted recruitment and selection programs

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Techniques for Managing Diversity
 Compensation and reward programs tied to
achieving diversity goals
 Language training
 Mentoring programs
 Cultural advisory groups
 Corporate social activities that celebrate
diversity

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Managing diversity effectively
 Greater range of perspectives, ideas, and
creativity.
 Better problem definition, generation of
alternatives, and decisions.
 Greater potential of developing a high
performance team.
 Greater resilience in dealing with escalating
demands.

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Mismanaging diversity
 Disrupts development of trust, constructive
working relationships, arriving at consensus &
agreement.
 Stereotyping of other members and sub grouping
along cultural lines.
 Misunderstanding and disruptive communication.
 Low levels of efficiency, effectiveness &
productivity

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Unintended Results of Managing Diversity
 Programs that focus on encouraging certain groups
may create feelings of unfairness or exclusion in
others
 Giving preferential treatment to certain groups may
stigmatize their members
 Increasing diversity without recognition and
rewards for the new members can create
organizational tension

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Implications for Managers
 Managing a diverse workforce is an important
part of an international manager’s job
 Must understand the impact of diversity and
know how to utilize
 Realize different cultures view diversity
differently and consider impact on manager

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Potential Benefits of an Effective Diversity
Management Program
 Improve organizational performance
 Help prevent unlawful discrimination or harassment incidents
 Improve workplace relations
 Build more effective work teams
 Improve organizational problem solving
 Improve customer service
 Enhanced recruitment efforts

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Making heads count is more important
than counting heads

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Possible barriers in the organization that
prevent a more balanced workforce?
 Limiting area of consideration
 Lack of diversity at the senior ranks
 Categorizing people into certain positions
 Always recruiting from same source
 Grooming/developing only one person

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Strategies for Inclusion

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The Value of Mentoring
 Without regard to race, gender, religion,
national origin ….
 Inconvenience yourself to show someone
else the way
 Unleash someone else’s potential

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Professional Development
 Identify training and development needs for all
employees
 Utilize Individual Development Plans
 Rotational & Developmental Assignments
 Rotate “acting” supervisor

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Cost –Benefit of Diversity

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Diversity in the workforce –
careers, human resource issues
Wellness in the workplace
Health & Safety, Disability management, Benefits

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Interaction in the Workplace
communication, teambuilding, managing conflicts, sexual harrasment

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Diversity in organisation – policy and strategy

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Managing diversity in workplace

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Diversity in volunteering

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Diversity is an issue for every organisation.
It refers to racial diversity, but also to age,
gender, disability, sexual orientation & socio-
economic background – to name but a few!

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Diversity management in multicultural
workforce is increasingly becoming an
important issue for the business in the
era of globalization.
It affects the productivity and
efficiency of the workforce in
general.
Cultural diversity is a major issue
in diversity management.
Ely and Roberts (2008) define
cultural diversity as differences
among team members in race,
ethnicity, gender, religion,
nationality, or other dimensions
of social identity that are marked
by a history of inter group
prejudice, discrimination or
oppression.
Diversity dimentions:-
1. Primary dimensions:
• Race
• Ethnicity
• Gender
• Age
• Disability
2. Secondary dimensions
• Religion • Lifestyle
• Economic status • Culture
• Family status
• Thinking style • Geographic origin
• Political orientation • Nationality
• Work experience • Language
3. Tertiary dimensions
• Beliefs
• Assumptions
• Perceptions
• Attitudes
• Feelings
• Values
• Group norms

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Diversity Management
 Diversity management is about full utilization of
people with different backgrounds and
experiences.
 Effective diversity management strategy has a
positive effect on cost reduction, creativity,
problem solving, and organizational flexibility

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Measure
 Diversity management is about full utilization of
people with different backgrounds and
experiences.
 Effective diversity management strategy has a
positive effect on cost reduction, creativity,
problem solving, and organizational flexibility

31. How to measure diversified performances?
 Measure employees contribution in a fair way.
 A team is much more than the sum of its individuals. A good
team can accomplish far more than the sum of its
individuals. We should stimulate 'team thinking' and reward
people if they place their team goal above their own goals.
 Team members know best.
 We want team members to give the input for individual
performance reviews. The people that work closest to you,
know best how much you contribute to your team.
 Feedback is an easy tool for fast, reliable evaluation.
 Collects feedback from each and every employee to create a
culture in which team performance is important. People
should be stimulated to progress themselves and above all
their team.
 Create teams culture in your organization.
 Teams are the core of a company, therefore regularly
evaluate them.

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Thank you