This document outlines the agenda and objectives of HR diversity management. It discusses how diversity provides innovative ideas, improves management decisions, and benefits the bottom line. Effective diversity management focuses on individual talent utilization and valuing diversity. Key HR diversity management practices include recruitment and selection, training and development, and performance appraisal. The goal is to use appropriate HRM strategies to achieve effective diversity management at strategic, tactical, and operational levels.

2. Agenda
01 Introduction
02 Major Issues And Objectives Of HR Diversity Management
03 HR Diversity Management Practices
04 Discussion
05 Conclusion

3. • Equal Employment
Opportunity (EEO)
• Affirmative action (AA)
Focus on:

4. Workforce Diversity
Gender
Marital
Status
Social
Status
Disability
Ethnicity
Religion
Sexual
Orientation

5. Objectives of HR diversity management
Diversity provides innovative
ideas and superior solutions to
organizational problems
Innovative Ideas
Diversity improves the quality of
management’s decisions
Management Decisions
Increasing of the quality of orga
nizational life and ultimately be
good for business
Comparative Advantage
Effective diversity management
stand to benefit through bottom li
ne returns.
Benefit
Cooperation
Diverse workforce has a better-quality solution
to brainstorming tasks, displays more cooperat
ive behavior, relative to homogenous groups,
and can raise organizational efficiency, effectiv
eness and profitability

6. Diversity Management
Diversity Management is ‘a movement
away from or an alternative model to tr
aditional EEO policies and practices or
the second generation of EEO’
Diversity Management
Strategic Thinking
HRM and diversity management are
concerned with individual difference,
the development and well being of e
ach and every individual
People-Centered
HRM and diversity management are
mainly concerned with the contributi
on of the human resource function
to business strategy

7. Major Issues And Objectives Of HR Diversity
Management
Multitude of beliefs, unders
tandings, values, ways
of viewing the world and
unique information lead to
a diverse world and upcom
ing interrelated issues
Diverse world
DM focuses on individual
talent utilization, valuing
diversity while tackling la
bor market segmentation
As issues are addressed
from different perspectiv
es, in the long run effecti
ve diversity management
leads to more efficient an
d productive operations
Long run
perspectives It is widely recognized th
at effective diversity mana
gement can be achieved
through using appropriate
HRM strategies
HRM in use
Individual Talent

8. Recruitment and Selection
Training and Development
Performance Appraisal
Recruitment and selection processes: critical for HRM strategies to man
age growth and increase women in the workforce, be aware of belie
fs/attitudes/stereotypes of job interviewers that could have an influen
ce on selection process
Training and development: diversity awareness training to create a co
mmon understanding of the value in diversity is crucial, top-down ap
proach, clarifying training objectives, HR practices that are concerned wit
h individual career progression
In order to guarantee equal opportunities, including minorities in the select
ion process of management might be helpful. Customized mentoring
programs to support minorities and women are advisable.
Fair appraisal system that reflects the companies’ objectives is highly valu
able whilst focusing on performance of employees only supports the
idea of equality.

9. 1. Revise
company’s mission,
vision, business
strategy, HRM
strategy
2. Measure and
record steps of
diversity
management,
develop objectives
3. Critical analysis
of HR diversity
practices, overcome
unfairness & the
glass-ceiling effect.
4. Implement
recurring periodic
audits
HR Diversity Management framework
Use HR strategies to achieve an effecti
ve
diversity management

10. Diversity Management Issues
Foster organizational culture
that recognizes diversity, im
plement policies
Strategic level
Adopt HRM policies that comply
with EEO, AA & make use of d
iversity
Tactical level
Educate, networking,
communication, flexible
employment
Operational level
*At all levels: involve line managers

11. Conclusion
The critically reviewing diversity practices of
HRM, the authors present a conceptual
framework to help organizations develop and
continuously re-evaluate and improve their
HRM strategies and policies in order to manage
diversity effectively. The key aspect identified is
to value and make use of diversity within the
organization.
Diversity management is very important – ineffective diversity m
anagement can lead to conflict, demotivation, a higher
turnover rate and low organizational performance.
Discrimination of minorities and women still exists 
organizations hire by numbers, under-representation
of women and minorities at higher levels of organizatio
ns (only focusing on complying with legal regulations)
.
Often, training programs reinforce existing norms and values of the
dominant organizational culture

12. Thank you for your
attention!