Diversity Management As A Factor Of Economic Success 0


Published on

Find out how Diversity Management offers an organization a solid foundation for future success in an ever-changing world!

Published in: Business, Technology
  • Be the first to comment

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide
  • Hello I am Trina Roach from 360° of Diversity and I would like to welcome you to my presentation. My topic today: Diversity Management as a Key Factor for Business Success
  • I would like to begin with a short quote by British writer William Somerset Maugham He once said: “Tolerance is actually just another word for indifference.” In this presentation I’d like to prove to you that diversity management is the polar opposite of the type of indifference Maugham spoke of.
  • Why did I create this presentation? First I would like for you to better understand what DM is all about Then I would like to point out the business-related advantages of a pro-active DM program I would also like to sensitize you to the hurdles and challenges that DM initiatives will certainly encounter And finally, I would like to encourage you to critically reassess your existing DM program - or to finally take the leap and establish an empowering DM program within your organization.
  • Why is DM so important for your organization? A major demographic shift in recent decades has significantly changed the face of Germany. In addition, local companies are now facing a portfolio of all-new challenges due to a rapid increase in market globalization. DM provides your organization with an important foundation upon which you can better utilize valuable potentials and more effectively counteract – or even prevent - conflict within the framework of this new landscape. That’s why I would like to ask you: How can you recruit and unify your increasingly diverse workforce in such a way that your organization can successfully position itself stronger And that, not only locally or nationally, but also internationally, necessary
  • But what does reality look like in German corporations Despite the abovementioned changes, many German companies still do not have a DM program that is intrinsically linked to its business objective As a result, the recognition and appreciation of (for example cultural) diversity is insufficiently reflected within those companies. That means the potential and synergy of the workforce is still not being gainfully mobilized.
  • What purpose does DM serve? Within the context of current demographic and economic changes, DM is a way to renew corporate culture It is a method to update an organization’s mission statement and its vision Its objective it to increase workforce quality and productivity , as well as to improve team spirit In addition, it is a method to improve customer or client satisfaction In other words, DM offers an organization a solid foundation for future success in an ever-changing world!
  • What is actually diversity There is no one definition However, the most commonly discussed core dimensions of diversity are: Ethnicity and race Age Socio-economic status
  • What is the history of DM in Germany? Germany does not have the same historical anti-discrimination movement as the USA, France and the Netherlands An increasingly diverse society is therefore often still viewed by many as a source of potential conflict, instead of also as a fount of much-needed innovation and renewal
  • Germany’s “General Equality Laws” – or “Allgemeines Gleichbehandlungsgesetz” – is therefore not really comparable to the anti-discrimination laws in other countries. Within a business context it’s therefore important to note that such as a welcome initiative as the so-called “Diversity Charta” – or “Charta der Vielfalt” – is an entirely voluntary commitment.
  • How does successful DM actually work? When DM becomes an integral part of an organization’s culture, it presupposes an safe and respectful atmosphere for every facet of the workforce. There is a clear assignment of responsibility for the definition and implementation of the agreed action plan Those responsible are also given the necessary competency to effectively move the process forward. Clearly defined standards and benchmarks exist – are communicated throughout the organization - and reliably applied.
  • What does the DM change process actually look like? DM can only be expected to overcome initial resistance - and establish itself long-term - if it’s clearly a senior management commitment from the beginning Even though others may have operative responsibility for individual programs and projects, DM must remain a visible high priority for the organizational leadership A collective buy-in can best be achieved by actively involving the entire workforce at a very early state of the process
  • What are the hurdles and challenges facing DM? In many organizations there is still a lack of awareness of the need for a DM program In other cases, existing programs are too quickly pushed to the wayside. Some DM programs end up being little more than a catalogue of activities that are in no way connected to the overall business objectives. There is a lack of clear responsibility Or those responsible are not given the competencies they would need to actually be effective. Of course, there are still perceivable and perceived differences, stereotypes and prejudices. In other words, fear exists on a multitude of levels.
  • Where do our prejudices come from? Of course, we all have our prejudices. We literally begin developing them within the circle of our family and close friends Later on our own personal experiences may strengthen or expand them In addition, societal norms and religious values can affect the way we view and accept other people. Additional influences – such as the way certain groups are portrayed in the media – further add to the mix.
  • The German writer Theodor Fontane knew: “Ignoring something isn’t the same as tolerance” Of course, these differences between groups of people have existed since the beginning of time Sometimes people experienced the most extreme forms of exclusion because of those differences At other times different groups lived together – or side-by-side – in relative peace So, what’s so new about diversity? Diversity’s main objective is the respectful and mutually appreciative interaction with all people while simultaneously acknowledging their differences as a simple matter of fact. In other words: inclusion instead of exclusion.
  • What are the competitive advantages of DM for your organization? Although each case is different based on the specifics of an organizations situation, there are a few common advantages well worth noting. By optimizing workforce synergy your organization benefits from more complex solution-finding and increased internal flexibility. In a working atmosphere that is based on respect and mutual appreciation, organizations have a much easier time recruiting – and retaining - highly qualified people from all segments of society They also find it much simpler to recruit extremely qualified foreign workers, if nessecary as well as to send their own staff on successful assignments abroad. In addition, they are able to better expand their scope of influence to access - and work more successfully with - a more multifaceted group of suppliers and customers.
  • These are all clear competitive advantages over organization that are dependent on external support or outsourcing.
  • What results can you expect from DM When a DM program really takes hold within an organization, the workforce feels personally appreciated for their performance, ideas and commitment. This motivates them to identify more openly with their organization and its goals The results: both individually and as a team the entire workforce is motivated to excel in their performance – and they find it easier to do so!
  • How do you know that your organization needs diversity management? To be able to answer this questions, you must first be clear on the following points: Where is there already diversity within your organization and how does your organization benefit from it? Where does it make sense to proactively increase diversity? Why will this benefit your organization? Where are there markets that you cannot – or not properly - serve with your existing workforce?
  • I would like to close with a quote by Germany’s best known poet, JWvG. Goethe knew something we all need to remember today: Tolerance should only be a temporary attitude: it has to lead to acceptance. To tolerate means to insult
  • If you would like to know more about DM for your organization – or you are interested in supplementing your existing DM program with additional coaching or training, I would be more than happy to support your organiization. Please feel free to contact me.
  • Thank you very much for your time and consideration!
  • Diversity Management As A Factor Of Economic Success 0

    1. 1. Diversity Management as a Key Factor for Business Success 360° of Diversity [email_address] http://twitter.com/360ofDiversity
    2. 2. <ul><li>„ Tolerance is only </li></ul><ul><li>another word for indifference.“ </li></ul><ul><li>W. S. Maugham </li></ul><ul><li>(1874-1965) </li></ul>www.360diversity.wordpress.com
    3. 3. Why did I write this presentation? <ul><li>This brief presentation was created to help you: </li></ul><ul><ul><li>better understand diversity management </li></ul></ul><ul><ul><li>see the business-related advantages of a proactive diversity management program more clearly </li></ul></ul><ul><ul><li>become more sensitive to the hurdles and challenges of diversity management </li></ul></ul><ul><ul><li>in your decision to take action on developing a diversity management program for your organization </li></ul></ul>www.360ofdiversity.wordpress.com
    4. 4. Why is Diversity Management important? <ul><li>Because of a significant demographic shift, Germany now has a „new face“ </li></ul><ul><li>Local companies are confronted with completely new challenges due to market globalization </li></ul>www.360ofdiversity.wordpress.com Question : How can you effectively unite your increasingly diverse workforce in a way that positions your company more successfully; not only on a local or national level, but also – if need be – internationally?
    5. 5. What is the corporate reality? <ul><li>Despite demographic and market-related changes: </li></ul><ul><ul><li>Many German organizations still do not have a concrete diversity management program linked to their corporate objective. </li></ul></ul><ul><ul><li>That means the recognition and appreciation of (e.g. cultural) diversity is still not adequately reflected within these organizations. </li></ul></ul><ul><ul><li>As a result, the potential and synergies of their workforce is neither sufficiently recognized nor mobilized. </li></ul></ul>www.360ofdiversity.wordpress.com
    6. 6. The Objective of Diversity Management: <ul><li>To renew corporate culture </li></ul><ul><li>To update an organization‘s mission statement - and its vision </li></ul><ul><li>To raise the overall benchmark for the workforce, and increase their team spirit and productivity </li></ul><ul><li>To optimize client and customer satisfaction </li></ul>www.360ofdiversity.wordpress.com
    7. 7. What is Diversity? www.360ofdiversity.wordpress.com Diversity
    8. 8. The Background of Diversity Management <ul><li>Germany does not have the same history of anti-discrimination practices and policies that countries like the USA, France or the Netherlands have. </li></ul><ul><ul><li>Its increasingly diverse society is therefore viewed in many instances as primarily a source of conflict, instead of a fount of possible innovation and renewal </li></ul></ul>www.360diversity.wordpress.com
    9. 9. The Background of Diversity Management <ul><li>Anti-Discrimination Laws </li></ul><ul><li>≠ </li></ul><ul><li>“ Allgemeines Gleichbehandlungsgesetz” </li></ul><ul><li>(“General Equality Law”) </li></ul><ul><li>The “Charta der Vielfalt” (“Diversity Charter”) is a completely voluntary commitment </li></ul>www.360diversity.wordpress.com
    10. 10. How does Diversity Management work? www.360ofdiversity.wordpress.com
    11. 11. A Change Management Prozess for Diversity <ul><ul><li>Diversity Management should be a </li></ul></ul><ul><ul><li>senior management initiative </li></ul></ul><ul><ul><li>that encompasses the entire organization! </li></ul></ul><ul><ul><li>First: „Top-Down“ </li></ul></ul><ul><ul><ul><li>E.g.: A priority of senior management </li></ul></ul></ul><ul><ul><li>Then: „Bottom-Up“ </li></ul></ul><ul><ul><ul><li>E.g.: Involvement on all levels </li></ul></ul></ul>www.360ofdiversity.wordpress.com
    12. 12. Hurdles and Challenges <ul><li>Little/No awareness of the necessity of Diversity Management </li></ul><ul><li>A lack of strategies for implementation </li></ul><ul><li>A lack of clear responsibilities and competencies </li></ul><ul><li>Perceived/Perceivable differences </li></ul><ul><li>Stereotypen/Prejudices </li></ul><ul><ul><ul><li>FEAR! </li></ul></ul></ul>www.360ofdiversity.wordpress.com
    13. 13. Where do our prejudices come from? www.360ofdiversity.wordpress.com Family and Friends Values and Norms Personal Experiences The Media
    14. 14. <ul><li>„ Ignoring something is not the same as tolerance .„ </li></ul><ul><li>Theodor Fontane </li></ul><ul><li>(1819-1898) </li></ul><ul><li>There have always been differences, but not Diversity! </li></ul>www.360ofdiversity.wordpress.com
    15. 15. The competitive advantages of Diversity <ul><li>Mobilize more complex solution-finding and increased flexibility within the organization due to improved workforce synergy </li></ul><ul><li>Improve chances to recruit – and retain – qualified staff. </li></ul><ul><li>Increase capability to recruit qualified staff abroad - and send qualified staff abroad </li></ul><ul><li>Expand access to a multifaceted group supplier and customer markets </li></ul>www.360ofdiversity.wordpress.com
    16. 16. The competitive advantages of Diversity <ul><li>These all represent concrete competitive advantages vis-à-vis organizations dependent on external support </li></ul>www.360ofdiversity.wordpress.com
    17. 17. What results can you expect? <ul><li>ALL of your employeer will get the feeling that their performance, their ideas and their commit are both respected and appreciated </li></ul><ul><li>This will allow them to identify more directly and openly with the organization and its goals </li></ul><ul><li>The Result: A marked improvement of workforce performance; both individually and as a team </li></ul>www.360ofdiversity.wordpress.com
    18. 18. Do you need Diversity Management? <ul><ul><li>How diverse is your workforce already and how exactly does it benefit your organization? </li></ul></ul><ul><ul><li>Where does it make sense to increase diversity within your organization and why? </li></ul></ul><ul><ul><li>Are there market segments or complimentary markets you are not able to properly serve with your existing workforce? </li></ul></ul>www.360ofdiversity.wordpress.com
    19. 19. <ul><li>„ Tolerance should only be a temporary attitude: it has to lead to acceptance. To tolerate means to insult.“ </li></ul><ul><li>J. W. von Goethe </li></ul><ul><li>(1749-1832) </li></ul>www.360diversity.wordpress.com
    20. 20. Diversity Management Modules <ul><li>For example: </li></ul><ul><ul><li>Diversity Auditing </li></ul></ul><ul><ul><li>Diversity Coaching for Managers </li></ul></ul><ul><ul><li>Internal and external Diversity Communication </li></ul></ul><ul><ul><li>Diversity Recruiting </li></ul></ul><ul><ul><li>Sensitivity Training </li></ul></ul><ul><ul><li>Diversity Marketing </li></ul></ul>www.360ofdiversity.wordpress.com
    21. 21. <ul><li>Thank You! </li></ul>www.360diversity.wordpress.com
    22. 22. <ul><li>360° of Diversity </li></ul><ul><li>[email_address] </li></ul><ul><li>www.360diversity.wordpress.com </li></ul><ul><li>http://twitter.com/360ofDiversity </li></ul>www.360diversity.wordpress.com