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Diversity management strategies

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diversity management strategies in TOP MNC's in India....

diversity management strategies in TOP MNC's in India....

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  • For example: Their first language might influence their communication style; or their education level might influence their role or level within an organization.
  • Coaching and mentoringTask oriented-relationship orientedShort term- long termPerformance driven-development driven
  • Transcript

    • 1. DIVERSITY MANAGEMENTSTRATEGIES IN TOP MNC’SIN INDIA Manik Kudyar MBA-HRM 1200712 Central University of Jammu
    • 2. Diversity DefinedDiversity is themosaic of peoplewho bring a varietyofbackgrounds, styles,perspectives, valuesand beliefs as assetsto the groups andorganizations withwhich they interact.
    • 3. DefinitionsDiversity…A collective mixture characterized by differences and similarities that areapplied in pursuit of organizational objectives.Diversity Management...A comprehensive organizational and managerial process of planningfor, organizing, directing, and supporting a collective mixture in a way thatadds a measureable difference to organizational performance.Workplace diversity is an asset to any organization whenappropriately governed and fully utilized.
    • 4. Effectively Managing DiversityAnticipating increased employeesatisfaction as a direct result of astrategic diversity managementplan.
    • 5. Diversity Challenges• How people react to differences.• People respond to differences based on how they have been imprinted given their wide range of influences.• Once individuals realize how their perceptions have been shaped by these influences, awareness begins!• Awareness leads to greater understanding and the start of building a positive environment.
    • 6. INFLUENCES PERCEPTION AWARENESSBUILDING A POSITIVE ENVIRONMENT
    • 7. DIVERSITY DIMENSIONS Primary (core) Dimension Secondary Dimension
    • 8. Education Primary Diversity Dimension Work Style Communication Style The primary (core) dimension exerts an important impact on our early stages of socialization – and every Work FamilyExperience Status stage of life. Age Sexual Orientation Usually people are able to see these Mental/Physical Abilities dimensions (except sexual Gender orientation) and people know these Military things about us before we evenIncome Ethnicity Experience speak (physical). Race Usually when people are being Geographic Organization stereotyped based on these al Role and Location Level dimensions, they become sensitive about it because it’s usually First Religious something they cannot change or Language Beliefs modify.
    • 9. The Secondary Diversity Education Dimensions Work Style Communication The secondary dimensions also Style share certain characteristics. They are usually more variable in nature, less visible to others around Work Family us, and more variable in degree ofExperience Status influence. Age Sexual Orientation We can acquire, discard, or modify Mental/Physical Abilities and therefore people are usually less Gender sensitive about because they have MilitaryIncome made a choice on or have the power Ethnicity Experience to change. In addition, we can Race choose to conceal or not disclose information related to this dimension. Organization Geographic al Role and Their power is less constant and Location Level more individualized than the core dimensions because it is easier to First Religious see the connection of these Language Beliefs secondary dimensions and events in someone’s lives.
    • 10. This is who we are! Education Education Education Work Style Style Work Communicatio Communicatio n Style n Style Communicatio Work Style n Style Work Work Family Family Experience ExperienceWork Status Status Family Experience Age Age Age Status Sexual Orientation Sexual Orientation Orientation Sexual Mental/Physical Mental/Physical Mental/Physical Abilities Abilities Abilities Income Income Gender Gender Military Military Income Gender Experience Experience Military Ethnicity Ethnicity Ethnicity Experience Race Race Race Organizationa Organizationa Geographic Geographic l Role and l Role Organizationa and LocationLocation Geographic Level Level l Role and Location Level First First Religious Religious LanguageLanguage First Beliefs Beliefs Religious Language BeliefsSource: E. E. Hubbard, Diversity Management
    • 11. Different Categories of Diversity1. Workforce Diversity2. Behavioral Diversity3. Structural Diversity4. Business Diversity
    • 12. Categories and Elements of Diversity Workforce Diversity Behavioral Diversity• Gender• Race • Work Styles• Ethnicity • Thinking Styles• Religion • Learning Styles• Sexual Orientation • Communication Styles• Physical Ability • Aspirations• Age • Beliefs/Value Systems• Family Status • Changes in Attitudes• Economic Background & Status • Expectations of Employees• Geographical Background & Status• Market Demographics
    • 13. Categories and Elements of Diversity Structural Diversity Business Diversity• Interactions Across Functions • Expansion and Segmentation• Across Organizational Levels of Customer Markets of Hierarchy • The Diversification of Products• Across Divisions/Colleges and Services Offered• Across Organizations Engaged • Variety of Operating in: Environments:─ Strategic Alliances ─ which organizations work and compete─ Cooperative Ventures ─ labor markets ─ community and societal expectations ─ business cultures and norms
    • 14. Strategic Plan FrameworkPLANNING LEADERSHIP ASSESSMENT STRATEGY• Governance • Willingness to Commit to • Cultural & Climate • Diversity Team Leads• Budget Diversity Principles Assessment • Diversity Advocates• Diversity Management & • Model Desired Attitudes • Determine Management & • Diversity Councils Communication • Model Desired Actions Employee Competence • Create Strategic Diversity Infrastructure • Model Desired Behavior • Return on Investment Plan• Administrative • Communicate Diversity • Metrics (baseline data) • Diversity Vision & Mission Leadership Vision • Personal Diversity Paradigm Statements • Encourage Employee Tool • Reporting Engagement • Demographics • AccountabilityIMPLEMENTATION OF STRATEGIC TRAINING Continued AssessmentPLANS FOR EACH AGENCY • Strengths-based ORGANIZATIONAL IMPACTTALENT ACQUISITION Approach • Reporting Recruiting Plan Hiring Practices • Diversity Management • Exit Interviews Training Turnover Per cost of Recruit • Demographics Promotion • Cultural Awareness • Auditing• RETENTION • Coaching • Promotion and Marketing (PR) Turnover/Attrition • Online Modules • Supplier Relationships Employee Behavior • Highlight Various Cultures Professional Development Absenteeism Succession Planning Mentoring• TRAINING
    • 15. Diversity Best Practices• Leadership commitment• Coaching and mentoring• Early conflict resolution• Flexible work culture• Effective communication and transparency• Continuous learning and career development
    • 16. Leadership Commitment• Communicate and practice commitment to diversity and inclusion often.• Reinforce diverse work and employment practices, including diversity of thought.• Practice constructive conflict management.• Educate the workforce on the business value of diversity and inclusion.• Mentor and coach diverse employees.
    • 17. Career Development• Definition: aligning the needs of the organization with the professional development of its employees.• Diversity & Inclusion should be incorporated in career development, especially in the following areas: • Succession planning • Training and development opportunities • Performance management--ensure evaluations don’t include subtle biases against diverse groups of people
    • 18. How Can Employees Promote Diversity?• Practice positive, constructive work habits in the workplace; work cooperatively towards a common goal.• Contribute to your fullest potential; strive for excellence.• Recognize and respect others and their individuality.• Think before you speak and be sensitive to others.
    • 19. DIVERSITY @ INFOSYS• Infosys was the first Indian IT company to establish an office for diversity and inclusivity.• Our workforce comprises people from 89 nationalities working in 32 countries, with 34.7% women on board and a multi-generational representation.• Talent diversity is the key to propel our business growth engines and sustain momentum.
    • 20. Strategies Used By INFOSYS• Creating Common GroundHighlights and educates employees about the values and culturalethos. The program employs innovative approaches andcommunication campaigns channeled through live events, ourintranet, our corporate TV channel, mailers and posters.• IGLUInfosys Gay Lesbian employees and You (IGLU) creates a safe andrespectful work environment for employees from the LGBTcommunity. Awareness programs and exclusive events are held tocreate awareness and foster inclusion.
    • 21. • InfyabilityIt creates a sensitive and inclusive workplace for differently-abledemployees. Regular accessibility audits are conducted to ensure thatour infrastructure is accessible to differently-abled employees. TheWorld Disability Day is celebrated on all our campuses and policies areenhanced/ changed keeping in mind the special needs of differently-abled employees.• IWINThe Infosys Womens Inclusivity Network (IWIN), works towardscreating a gender-sensitive and inclusive work environment for womenemployees and develop them for managerial and leadership roles.IWIN partners with gender networks and forums across the globe tobenchmark.• Samaritans NetworkVolunteers trained in barefoot counseling listen, empathize, supportand counsel fellow employees and help them cope with lifeschallenges, mostly personal in nature. This initiative is a first-of-its-kindin India and is active on our seven campuses and had positiveoutcomes for over 638 employees.
    • 22. Employee Resource GroupsIn many cities around the world, INFOSYS supports groups, meetingsand other opportunities to connect individuals who wish to strengthentheir support network. Employee resource groups (ERGs) help ourpeople build connections and address issues that are of interest tothem personally.Their goals are:• Promote diversity through initiatives that focus on education, awareness, professional and personal development and cross-cultural interactions.• Foster a means for individuals with similar backgrounds to network around similar challenges and opportunities.• Offer professional direction.• Support national and local recruiting and retention efforts.• Build external relationships with diverse businesses.
    • 23. DIVERSITY @ RANBAXY• Ranbaxy is an equal opportunity employer and that gets reflected in the rich and diverse workforce.• This diversity provides us the strength to reach out to the world and touch the lives of millions of people in different parts of the globe.• Ranbaxy workforce of around 14000 people is represented by 51 nationalities with approximately 26% constituting foreign nationals.
    • 24. The Management Trainee Programme@ RANBAXY• This programme aims at developing and nurturing young talents identified from premier Management Institutes of the country and trains them to excel in their respective area of specialization through on-job- trainings.• Both Behavioral and Functional trainings are imparted to them.• They are put into diverse fields of businesses and challenging assignments which enables them to be fully prepared to tackle any business challenges of tomorrow thereby moulding them to be our future leaders.
    • 25. • Management Trainees are provided with live projects which expose them to the various facets of business realities.• Based on their overall performance of the entire training period, they are regularized as Managers and accommodated into various departments of the organization.• This unfolds the second phase of their journey of learning and achievements.
    • 26. ACCENTURE INDIA’S ‘VAAHINI NETWORK’The diversity of our people makes Accenture exceptional…
    • 27. Last Words To Ponder“When we feel a sense of belonging it is not because we are the same as everyone else, but because we have been accepted as we are.”
    • 28. Thank you….

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