1. DIVERSITY PROJECT
Action Research Programme
Diversity Management Learning Process
DIVERSITY BENCHMARKING PROGRAMME
Main ideas for the business
case for diversity
Javier Armaolea
diversity
VICEPRESIDENCY

2. ETDF / VICEPRESIDENCY OF DIVERSITY
Contents
1. PROJECT BACKGROUND
2. PROJECT OBJETIVES
3. PROJECT FOCUS
4. PROJECT STRUCTURE: Research Approach & Methodology
5. What are the OUTCOMES?
6. What are the BENEFITS?

3. ETDF / VICEPRESIDENCY OF DIVERSITY
The term is often used to refer to differences based on ethnicity, gender,
6.
age, religion, disability, national origin and sexual orientation, diversity
encompasses an infinite range of individuals' unique characteristics and
experiences, including communication styles, physical characteristics such as
height and weight, and speed of learning and comprehension.
WHAT IS
DIVERSITY?

4. PROJECT BACKGROUND
The rapid globalization of business and the changing
Reality demographic characteristics of the population suggest that the
diversity in the workforce is a REALITY.
The main objective of the Research is to promote the efficient
Research main diversity management in the organizations as we consider that it
provides positive benefits and is a competitive advantage for the
objective businesses performance.
Findings could contribute the development of ideas for
Findings stimulating greater use of workforce diversity policies. After
disseminating the results, the outcomes could be be
contribution organizational development tools, resources, education, training
and internet based services support by ETDF website.

5. PROJECT OBJETIVES
To achieved this purpose the following specific research objectives is addressed:
 To DEVELOP a diversity action research program during several
working days or workshops to analyze how the organizations
(companies, institutions,...) manage the diversity and put in practice
concrete initiatives for this management. We try to work closely
with the organizations in order to exchanges experiences and
Specific knowledge on the matter in terms of policies, programs and
procedures that are applied in each organization.
Research
objectives  To IDENTIFY the cultural competences and to create
organizacional development tools(Training and development T&D:
didactic supports, pedagogical material etc. ).
 The conclusions and knowledge obtained from this project would
OPEN new routes and investigation matters, becoming thus the
necessary previous base for later analyses and more exhaustive
projects of the diversity management.

6. PROJECT Focus
Community Procurement diversity
support – business- – implementation by
funded programmes to companies of policies to
help socially-excluded purchase goods or services
groups participate in the from suppliers controlled by
Companies pursue a range of different types of diversity
labour market either members of socially-excluded
policy that are relevant to overall labour market outcomes.
through the acquisition groups or to insist that
In general, they fall into three categories suppliers implement workforce
of skills or through
support for Third Sector diversity policies.
enterprises
Workforce Diversity - actions by companies to:
· exploit the diversity of their current employees or to,
· increase the diversity of their workforce.
This project focuses primarily on the use by
companies of “workforce diversity” policies.
policies

7. Project structure: Research Approach & Methodology
Multiple sources of evidence could be used to achieve this tasks but our
research program will be comprised of two key elements:
REVIEWS OF LITERATURE A review of A series of several focus groups held across
studies, reports and other secondary Europe with participants representing public
research; (Share knowledge) (in order to
knowledge and private organizations that will be
enrich the issues that will be identified and conducted to gain greater clarity in
analized or develop a base-line information) understanding issues relating to diversity
management practice, procedures, policies
and challenges.
Objectives and methods proposed by the study may form the basis of further
practical work to analize the diversity management in the following
hiphotetycal steps of the project, such as:
7 Possible development of case studies of diversity promotion programmes.
7 Extensive programme of interviews.
7 Surveys of many companies.

8. Project structure: Research Approach & Methodology
Then, the overall project will be undertaken in three part:
1st. Phase
Set-up activities made up the first phase:
Set-up  REVIEWS OF LITERATURE
activities DESIGN OF THE FOCUS GROUP OPERATIVE PROCESS in order TO DEVELOP
the Focus group social research technique and Training Process: (Initial
training to local coordinator of the reserch)
 TO GATHER the local coordinators of the research of each country
(Member partners) together in order to manage the Focus Group in their
2nd. Phase
corresponding country.
The second phase will be the main fieldwork: Execute the Focus Groups in
Fieldwork each country, discussion with companies, business organisations, and other
experts.
3rd. Phase
The third, and final phase we will SHARE and CARRY OUT the research
results at international level jointly in order to TRANSLATE the results in
Share research plans and action programs. Finally, the main report will be produced and also
results will be developed a strategy to disseminate the information gathered in the
Focus Groups.

9. What are the OUTCOMES?
A partnership in the “Diversity Management learning Process” should provide
tangible outcomes. Here are some examples of what these might be:
 The development of models of good practice
 The development of teaching/learning materials
 Training courses/workshops for staff and learners/Associations members
 A project website
 A project video
 A project newsletter or magazine
 An exhibition of artwork or craft materials produced over the course of the
project.
We could disseminate the OUTCOMES of the project as widely as possible to
appropriate audiences, both within our respective countries and across the rest of EUROPE.

10. What are the BENEFITS?
Both staff and learners (members who belong to each Association country)
should benefit from their involvement in the learning partnership
Learners who are Our Associations
involved will benefit in terms of:
Staff who are involved (Aedipe, Aif,
will benefit in terms of: will benefit in the previous Apg, Cipd,…)
ways as well as in terms of:
 Improvements to their learning
 Improved diversity management  Sharing good practices and teaching provision that result from their
skills approaches adoption of good practices and
 Increased awareness and  A fresh perspective of our work innovative approaches identified
understanding of other European Team building through the partnership
countriesin diversity management Improved project management skills — The enhancement that the European
issues
dimension brings to their learning
provision.