Generational diversity:- one of the least analysed components of diversity. · Today's workforce is comprised of four separate generations, each with distinctive traits that are defined by their era. Mature workers were born before 1946 and are appreciative of authority and job security. Baby boomers were born between 1946 and 1960 and thrive on accomplishment and hard work. Gen-Xers, whose birthdays fall between 1961 and 1979, are more casual in their relationships with their employers. Gen-Yers were born after 1980 and are anchored in current technology and ambition. Managers have the challenge of inspiring all four generations to work together as one unit. Religion :-The EEOC experienced a 21 percent increase in discrimination charges based on religion in the aftermath of the Sept. 11, 2001, terrorist attack.
that illustrates some of the ways in which we are different or similar to each other. This model was used to assist in the development of the General Motors Diversity Logo
Work Diversity<br />Work:-<br />Exertion or effort directed to produce or accomplish something.<br />Diversity:-<br />1. The state or fact of being diverse; difference; unlikeness. <br />2. Variety; multiformity. <br />3. a point of difference. <br />Work Diversity :-<br /> It is defined as: “the variation of social and cultural identities among people existing together in a defined employment or market setting”.<br />
DIVERSITY IN WORK<br />Cornell University explains that diversity is "about learning from others who are not the same, about dignity and respect for all, and about creating workplace environments and practices that encourage learning from others and capture the advantage of diverse perspectives." <br />Diversity can include the personal attributes that we normally think of, such as race, gender, age, religious and political affiliation, and sexual orientation. However, diversity in the workplace also includes other attributes, such as educational attainment, working style, cognitive ability, geographical location and socioeconomic issues. Becoming aware of these attributes and respecting the difference between you and your employees can be challenging, but also rewarding<br />
Relational <br />Religion <br />Racial <br />Gender <br />Women are increasingly breaking into male-dominated industries. <br />Interpersonal compatibility, and strong team relationship. <br />DIVERSITY<br />Driven by the different types of positions <br />When multiple personalities are combined in a workplace team environment, diversity is inevitable<br />People are like thumbprints: no two are exactly the same<br />four different generations present in the workplace: the Veterans, Baby Boomers, Gen Xers, and Millenials<br />Generational <br />Regional <br />Cultural <br />Coworkers <br />Positional <br />
Similarity leads to linking and attraction<br />Diversity leads to a better task relevant process and decision making<br />original practices used to effectively manage diversity:<br />1.Include/exclude<br />2.Deny<br />3.Assimilate<br />4.Supress<br />5.Isolate<br />6.Tolerate<br />7.Build relationship<br />8.Foster mutual adaptation<br />
Sony actively utilizes and nurtures the diverse characteristics and ideas of employees in each region. <br /><ul><li>Gender
Employing Senior Citizens</li></ul>In 2005, Sony Corporation launched DIVI@Sony in Japan as a part of Sony's effort to provide career support for female employees .<br />In USA Sony introduced a new mentoring program WAVE (Woman of Action, Vision and Empowerment)-Women’s forum<br />In Europe, Sony is also actively promoting the careers of female employees through work practices.<br />It is also a rendering it’s support for Women in Business, a project of the Japan Institute of Workers' Evolution. <br />
Japanese law requires of the workforce of companies of that individuals with disabilities constitute at least 1.8% a certain size. In fiscal year 2008, Sony Corporation employed 339 employees with disabilities, representing 2.22% of its workforce, well above its legal obligation. <br />Sony Corporation has realized a system under which such individuals can work in either part-time or full-time positions at domestic Sony Group locations. Sony also offers a variety of life design-related training programs aimed at supporting the efforts of its employees to formulate and fulfill an increasingly wide variety of life plans after retirement.<br />
Infosys and its subsidiaries have 114,822 employees as on June 30, 2010<br />Infosys strives to employ people representing the widest possible variety to reflect the diversity of world it serves.<br /><ul><li>Women constitute more than 32%of the workforce.
Infosys Women Inclusivity Network (IWIN)promotes a gender-sensitive work environment.</li></ul>De-emphasize the differences. The unique advantages of every minority become a part of the Infosys core values...”<br /><ul><li> Hire and train persons with disabilities. In 2006 and 2007, Infosys BPO : Helen Keller award.
N R Narayana Murthy launched SPARK Guru: "For Infosys, diversity in talent is not an option</li></ul>but is a critical success factor to win in the Flat World”.<br /><ul><li>SPARK :IT industry into the classroom promoting gender-sensitivity to create a barrier-free work environment.</li></li></ul><li>AuditInclusivity and Diversity Level<br /> Create Change Agent<br /> Train The Mangers<br /> Initiate and Implement Alternate Work Models<br /> Organize and Assist Affinity Groups<br /> Networkwith External Bodies to Benchmark Practices<br />