Managing diversity in Business

1. Course Instructor:
Dr. Suman Dahiya
Value Added Course:
Diversity Management

2. Various types of workforce diversity
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age
marital status
physical abilities
religion
geographic
background
race
gender
culture
education mother
tongue

3. Workforce diversity: a definition
"The variety of experiences and perspective which arise from differences
in race, culture, religion, mental or physical abilities, ancestry, age,
gender, marital status and other characteristics.“ (The Chancellor's Committee
on Diversity – University of California)
“Diversity is otherness or those human qualities
that are different from our own and outside the
groups to which we belong, yet present in other
individuals and groups.”
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4. Workforce diversity is not … but it is …
Affirmative action … optimizing business necessity
Treating everyone the same … treating everyone fair
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5. What is Diversity?
• Diversity is defined as all characteristics and experiences
that define each of us as individuals.
• A common misconception about diversity is that it only
pertains to certain persons or groups, when in fact, exactly
the opposite is true.
• Diversity can include Race, Ethnicity, Gender, Age, Religion,
Disability, and Sexual orientation
• A diverse workplace aims to create an inclusive culture that
values and uses the talents of all its employees

6. History of Diversity in the Workplace
• The 1964 Civil Rights Act made it illegal for
organizations to engage in employment practices
that discriminated against employees on the basis
of race, color, religion, gender, national origin,
age, and disability.
• In 1965, Executive Order 11246 was passed
requiring all government contractors to take
affirmative actions to overcome past patterns of
exclusion and discrimination.

7. History of Diversity in the Workplace
• These mandates eliminated formal policies that
discriminated against certain classes of workers
and raised costs to organizations that failed to
implement fair employment practices.
• These laws remain a part of the legal
responsibilities under which organizations abide
by today.

8. • Although many organizations became more
diverse, there were still organizations
inhospitable to certain classes of workers, and
were slow to change.
• In order to foster the development of more
diverse organizational cultures, companies began
to offer training programs aimed at valuing
diversity.
History of Diversity in the Workplace

9. How Well Do You Manage Diversity?
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 Do you test your assumptions before acting on them?
 Do you believe there is only one right way of doing things, or that there are a number of valid ways that accomplish the same
goal? Do you convey that to colleagues?
 Are you comfortable with each employee? Do you know what motivates them, what their goals are, how they like to be
recognized?
 Are you able to give negative feedback to someone who is culturally different from you? Or is it adding a challenge?
 When you have open positions, do you insist on a diverse screening committee and make additional outreach efforts to ensure
that a diverse pool of candidates has applied?
 When you hire a new employee, do you not only explain job responsibilities and expectations clearly, but orient the person to
the company culture and unwritten rules?
 Do you take immediate action with people within your company when they behave in ways that show disrespect for others in
the workplace, such as inappropriate jokes and offensive terms?
 Is the company image one of corporate diversity?
 Do you have a good understanding of institutional isms such as racism and how they manifest themselves in the workplace?
 Do you ensure that assignments and opportunities for advancement are accessible to everyone?

10. The actual diversity driver
 “Company photo diversity”
The organization only considers the visible dimensions of diversity primarily race, and
gender. The company photo looks good. This narrow definition of diversity offers little or
no value to the organization in terms of new ideas, creativity and innovation.
 “ Diversity by Numbers”
Demographics reflect the outside community but it is
only at the lower levels. (Production, and unskilled
labor) There is little or no diversity as you move up
into management.
 “Diversity as a distinct (competitive)
advantage”
Flexibility, agility, innovation and many more benefits
result from a diverse workforce.
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11. Tips to manage diversity
“Treat others as you want to be treated !”
“Treat others as they want to be treated !”
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12. Tips to manage diversity
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 Challenge and change policies, practices, and ways of thinking
within your organization that have differential impact on
different groups
 List what organizational changes should be made to meet the
needs of a diverse workforce, to maximize the potential of
all workers, and to best contribute to the company result
 Ensure that diversity is threaded through every aspect of
management (at various levels)
 Create self-awareness amongst all employees, in terms of
culture, background, stereotyping

13. My own diversity plan
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Type of
diversity
% employees
vs customers
Level in
organization
Advantages Challenges My actions to be taken