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Managing Workplace Diversity
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Managing Workplace Diversity


How to manage diversity in teams.,creating inclusive & harmonious environment at workplace & maintaining it

How to manage diversity in teams.,creating inclusive & harmonious environment at workplace & maintaining it

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  • 1. Managing Workplace Diversity
  • 2. PRESENTED BY: Sikander Sulman Zahid Sidra Manan Sardar Zarqa Ahmed Safia Batool
  • 3. CONTENTS • Introduction • Parameters of diversity • Attitudes Toward Diversity • Importance of managing diversity • Challenges of managing diversity • Strategies for managing diversity • Ways to be inclusive • Benefits of managing diversity • Managers & diversity • Team member & diversity
  • 4. What Is Diversity? Diversity is defined as a difference or variety. Without differences or variety among people in the world, the ability to grow and learn would be limited.
  • 5. Diversity at Workplace Diversity in the workplace refers to differences we recognize in ourselves and others, such as: Gender, Culture, Race, Ethnicity, Age, Religion, Sexual Orientation, Family Structures, Physical and Mental Disabilities or Challenges.
  • 6. Parameters of Diversity Primary Dimensions • Race • Ethnicity • Gender • Age • Disability Tertiary Dimensions • Beliefs • Assumptions • Perceptions • Attitudes • Feelings • Values • Group norms Secondary Dimensions • Religion • Lifestyle • Economic status • Culture • Sexual orientation • Family status • Thinking style • Geographic origin • Political orientation •Nationality • Work experience • Language • Education
  • 7. Global Diversity Gender Diversity • Iceland, Denmark & Norway • Pakistan, Turkey, Chile & UAE Age Diversity • Indonesia & Philippines, Iceland • Hungary, Belgium, Slovakia, France and Luxembourg Educational Diversity • New Zealand, the U.S. and Japan • Argentina, China and the Czech Republic Migrant Diversity • UAE, Luxemburg, Singapore Diverse Labour Forces • Norway, New Zealand, Iceland, Australia, Switzerland • Czech republic, Turkey, Hungary and Pakistan Sectorial Diversity • Australia, Canada, Ireland, New Zealand and Russia • Philippines, Indonesia, China, Thailand and Pakistan Income Diversity • Brazil, Chile, Mexico and Argentina
  • 8. Attitudes Toward Diversity • Ethnocentrism = belief that one’s own group or subculture is inherently superior to other groups or cultures • Enthnorelativism = belief that groups and subcultures are inherently equal • Pluralism = an organization accommodates several subcultures
  • 9. Importance of Managing Diversity • Well managed diverse teams out perform homogeneous teams & vice versa • Reputation in the market & attract best employees • Employees who feel valued & rewarded are more engaged & motivated • Greater employee engagement lead to lower turnover rate
  • 10. Challenges of Managing Diversity • Discrimination • Stereotypes and preconceptions • High turnover rate • Absenteeism • Conflicts in team members • Increase tension • Productivity decrease
  • 11. Strategies for Managing Diversity 1. Management commitment 2. Reinforce employee competencies 3. Actively facilitate inclusiveness 4. Communicate effectively 5. Evaluate effectiveness
  • 12. Management Commitment • Demonstrate commitment and accountability • Communicate • Be a role model “Our management is pretty transparent and forthcoming. We are better able to understand the reasons behind management’s actions.” (Qian Hu)
  • 13. Build a Team of Champions • Develop, implement and monitor initiatives • Create awareness • Understand the needs of employees
  • 14. Reinforce Employee Competencies • Recruitment 1. Identify diversity management values 2. Build effective recruitment process 3. Train your interviewers
  • 15. • Learning and Development 1. Introducing new employees 2. Orientating foreign employees 3. Training for employees & managers “I feel a great sense of satisfaction when the workers were able to demonstrate the ability to speak functional English at the end of the Programme.” Supervisor HSL Constructor Pte Ltd (“HSL”) • Performance management Reinforce Employee Competencies
  • 16. Actively Facilitate Inclusiveness • Workplace activities • Workplace design • Buddy system • Employee networks • Awards and recognition • Manage employee grievances
  • 17. Workplace Activities • Most effective practice in promoting an inclusive and harmonious workplace culture. • Themes on common interest to create bond • Encourage participation at all levels • Organise events to facilitate greater understanding
  • 18. Workplace Design • Creating spaces for employees to interact and meet informally • Creating an open office environment • Designing the workplace keeping in mind different employee population
  • 19. Buddy System • To help new employees settle into the organisation • Invite the new employees to an introduction meal • introduce them to colleagues • Be a point of contact for questions, feedback or to provide guidance • Check in with the new employees regularly “Muvee Technologies”
  • 20. Employee Networks Employee resource groups for employees • share personal experience and obtain advice • Provide a support system • Highlight important issues Mentorship Programmes • Establish clear goals • Provide training and support for mentors • Provide guidelines to mentors • Reverse mentoring
  • 21. Awards & Recognition • Be clear about the context and expectations • Team-based recognition or rewards • Recognition should properly demonstrate the specific action or behavior
  • 22. Manage Grievances Disputes or discrimination/bullying at work can have significant negative impact on employees • Equality & mutual respect should be stated clearly • Place channels for employee help or guidance • Assure employee of confidentiality “The Marriott “
  • 23. Communicate Effectively • Telling the importance of inclusive environment • Tips to enhance relationships with employees • Benefits of inclusive environment “Ernst & Young”
  • 24. Evaluate Effectiveness • Recruitment • Employee engagement • Promotion rate • Retention rate
  • 25. Encouraging Harmony DON’T • Emotions effect on behavior • Underestimation of others ideas • Give up when there is a conflict DO • Focus on Common interest • Create friendly environment • Have an open mind • Open communication
  • 26. Benefits of Managing Diversity • Increased Productivity • Increased creativity and Problem solving • Attract and Retain talent • Help to build synergy in teams and enhances communication skills • New attitudes • Language skills
  • 27. Managers & Diversity
  • 28. Different Backgrounds • Preferences & decisions o In recruitment o In team arrangements and work assignments o In providing feedback and evaluating performance o In your day-to-day interactions • Tips to be more inclusive o Respect differences o Keep an open mind o Build self-awareness o Get to know your team members on an individual level o Acknowledge differences in communication styles and languages
  • 29. Generations & Nationalities MANAGING ACROSS GENERATIONS o Gen Y(Born after 1980) o Gen x Born between1965 and1980 o Baby boomers Born between 1946 and 1964 o Traditionalists Born before 1946 MANAGING ACROSS NATIONALITIES AND CULTURES • Language o Direct vs. indirect o Perception of time o Perception of hierarchy o Perception of individual vs. collective
  • 30. Ways Managers Deal with Workplace Diversity
  • 31. Team Members & Diversity
  • 32. Team Member & Harmonious Culture Team Work Together o Level of communication and interaction o Level of collaboration o Mutual care and support o Team morale Maintaining Team Culture o Focus on common goals o Communicate the importance of inclusive environment o Address and resolve conflicts promptly o Interact & understand each other
  • 33. Ways Members Deal with Workplace Diversity
  • 34. THANK YOU "God's Love is all-inclusive, and we should be as well."