2. What is Diversity?
Multiculturalism
Examples of multiculturalism
Barriers and Challenges
Why Manage Diversity
What are the benefits
Business Case of Diversity at workplace
How to Manage Diversity
3.
4. Age, race, class, color, religion, ethnicity
Gender
Physical and mental ability,
Sexual orientation and spiritual practice
social status and job title
Disabilities and physical appearance,
competency, training, experience,
personal habits
5. It is about
Acknowledging
Understanding
Accepting
Valuing and
Celebrating these differences
6. Diversity is not just about differences among
groups, but rather about differences among
individuals.
Each individual is unique and does not represent or
speak for a particular group. (BIASES)
7. Simply means encouraging the existence of multiple cultures
Emerged as a reaction to the long history of powerful groups in ethnically
diverse societies
Extreme manifestations have been genocides and ethnic cleansing
( Germany, Bosnia Apartheied in SA)
Forced Assimilation policies eg Turkey –Kurds
More widespread forms have been formal (laws and polices) and informal
(everyday practice discrimination)
Dominance is becoming weaker
Formal discrimination and forced assimilation exist sheepishly in Africa and Asia
Informal discrimination thrives everywhere
8. Assumption: minorities lag behind because of themselves rather than
societal hurdles
The blunt message is to adopt the dominant culture
Backlash: Europe and America
Affirmative action for 4 decades whereas slavery
four centuries
Europe bans symbols for example french ban on Burqa
and Swiss Minarets
Federalism to integrate ethnically diverse population: significant
cultural political and economic autonomy with minimum
federal jurisdiction
Confederalism is rare ( Ethiopia)
9.
10. The focus initially was on forced assimilation
Regional identities were not recognized ( One Unit system)
Better sense prevailed but only after losing East Pakistan
A federal structure was adopted that recognized regional
ethic diversity ( still ignores smaller ethnicities like Hazara or
seriaki)
Religious Minorities: status is poor due to formal or non
formal discrimination
Discriminatory laws
11. Melting Pot
Tossed Salad
Tomato Soup
Melting Pot: Encouraging new immigrants to assimilate
into the new society
Salad Bowl or what is known in Canada cultural mosiac
retaining their own culture while integrating into the new
society
Tomato Soup: the blending of new ingredients adds spice
without compromising the essential character of tomato.
12.
13. People coming from multiple backgrounds
Culture influences psychological side of personality
Groups fail to empathies with each other
What Happens
Mars productivity & effectiveness of work
environment,
Disturbing the business consequently.
14. Problem of general acceptability of other cultures
and religions
Losses in personnel due to prejudices and
discrimination
Complaints and also legal actions
Eventually damaging morale and work
productivity
15. Perceptions How people perceive themselves but
how they perceive others.
Stereotyping Generalizations of the characteristics of a
group (often wrong- limited- misleading)
Asians shrewd and reserved
Americans arrogant and materialistic
Central Americans disorganized and impractical
These perceptions and stereotypes affect our interactions and
block cooperation
17. Fostering of a wider talent pool
Becoming an employer of choice
Better morale
Improved decision-making processes and capabilities
Diversity is an invaluable competitive asset that Pakistan
cannot afford to ignore
Managing and valuing diversity is a key component of
effective people management, which can improve workplace
productivity
18. A company that employs a diverse workforce (men and women,
people of many generations, from ethnically and racially diverse
backgrounds etc.) is better able to:
Understand the demographics of the marketplace it serves
Thus better equipped to thrive in that marketplace
than a company having limited range of employee demographics.
A company that supports the diversity of its workforce can also
improve employee satisfaction, productivity, and retention.
If workforce is diverse, but employer takes little or no advantage of
that breadth of experience, then
it cannot Monetize benefits background diversity offers.
19. Managing diversity is more than simply acknowledging
differences in people.
It involves recognizing
the value of differences,
Combating discrimination
Breaking down Stereotypes
20. Prejudice
Stereotyping
Discrimination
should never be used by management for hiring,
retention, and termination practices (could lead to costly
litigation).
Manager should focus on Personal awareness.
Both managers and associates need to be aware of
21. Managers should expect change to be slow
Promote a “safe” place for associates to
communicate
Breeding regard and respect for religions, ethnicities
and races in training workshops
Standard setting by the senior management
22. Involve every employee possible in formulating and
executing diversity
Foster openness in the organization to express ideas
and opinions
Promote diversity in leadership positions
Launch a customized employee satisfaction survey
23. Assessment of workplace diversity to determine
which challenges and obstacles are present and
which policies need to be added or scrapped
A comprehensive, measurable Policy and a Plan to
decide on a time line for effective change
In implementation stage the commitment of the executive is
a must
A diversity training maintain ongoing training -a one-day
session of training will not change people's behaviors /stereotypes
Utilize training – to shape diversity policy
24.
A diverse workforce is a reflection of a changing world and
marketplace.
Diverse work teams bring high value to organizations.
Respecting individual differences benefit the workplace -
by creating a competitive edge and increasing work
productivity.
Diversity management creates a fair and safe environment
where everyone has access to opportunities and
challenges.
Management tools should be used to educate everyone about
25. What are the diversity issues
How does diversity challenge you
What are you willing to do to change
