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Workforce diversity

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Workforce diversity

  1. 1. WORKFORCEWORKFORCE DIVERSITYDIVERSITY
  2. 2. ASSIGNMENT NO 1 PRINCIPLE OF MANAGEMENT SUBMITTED TO:- Sir, Faraz TOPIC:- Workforce Diversity SUBMITTED BY:- Usman Fahad PROGRAM:- BBS SEMESTER:- 1ST SUBMISSION DATE:- 26/03/2014
  3. 3. Summary:Summary: • Similarities and difference among theSimilarities and difference among the employees in the term of age, culture andemployees in the term of age, culture and background, physical ability and disability,background, physical ability and disability, race, region and sex"race, region and sex" These two lines clearly explain theThese two lines clearly explain the workforce diversityworkforce diversity
  4. 4. Introduction:Introduction: Workforce diversity mean that the organization areWorkforce diversity mean that the organization are becoming more heterogeneous mix of the people inbecoming more heterogeneous mix of the people in the term of gender, age, ethnicity and the sexualthe term of gender, age, ethnicity and the sexual orientation.orientation. One of the major challenges facing manager in 21stOne of the major challenges facing manager in 21st century will be coordinating work efforts of diversecentury will be coordinating work efforts of diverse organizational member in accomplishing organizationorganizational member in accomplishing organization goal.goal.
  5. 5. • Workforce diversity has increased in theWorkforce diversity has increased in the recent years and it has both the positiverecent years and it has both the positive and as well as the negative effect on theand as well as the negative effect on the organization. It effect the organization as aorganization. It effect the organization as a social responsibility because in thesocial responsibility because in the famous organization there is a quota forfamous organization there is a quota for workforce diversity.workforce diversity.
  6. 6. Secondly workforce diversity increase the skill availableSecondly workforce diversity increase the skill available in the company.in the company. People from the different culture can bring a newPeople from the different culture can bring a new innovation in the culture of organization.innovation in the culture of organization. On the other handOn the other hand workforce diversity may also enhance the culturalworkforce diversity may also enhance the cultural conflicts for example language differences, religiousconflicts for example language differences, religious belief and other discrimination.belief and other discrimination.
  7. 7. Managing Diversity:Managing Diversity:  A management systemA management system which eliminate thewhich eliminate the difference found indifference found in multicultural workforcemulticultural workforce in a manner which resultin a manner which result the higher level ofthe higher level of productivity for the both theproductivity for the both the organization an individuals.organization an individuals. In the simple wordsIn the simple words managing diversity meanmanaging diversity mean managing people in themanaging people in the best interest of employeesbest interest of employees and the employers.and the employers.
  8. 8. Two Major Form Of Diversity:Two Major Form Of Diversity:
  9. 9. Form Of Diversity:Form Of Diversity: • 1) Surface-level1) Surface-level diversitydiversity • Human differences thatHuman differences that are easily visible to us,are easily visible to us, such as differences insuch as differences in ethnicity, race, age, sex,ethnicity, race, age, sex, gender, and other socialgender, and other social and observable features.and observable features. • 2) Deep-level2) Deep-level diversitydiversity • Differences in values,Differences in values, personality, and workpersonality, and work preferences that becomepreferences that become progressively moreprogressively more important for determiningimportant for determining similarity as people get tosimilarity as people get to know one another betterknow one another better
  10. 10. TYPES OF WORKFORCETYPES OF WORKFORCE DIVERSITY:DIVERSITY: • Age (older workers and younger)Age (older workers and younger) Gender (Male and female)Gender (Male and female) Race and ethicnity.Race and ethicnity. Ability and Disability.Ability and Disability. Religion belief and religion practice.Religion belief and religion practice. And other socioeconomic and backgroundAnd other socioeconomic and background team member from different functionalteam member from different functional areas.areas.
  11. 11. THE BENEFITS OFTHE BENEFITS OF WORKFORCE DIVERSITYWORKFORCE DIVERSITY MANAGEMENT:MANAGEMENT: • Increased Productivity: Diversity and Inclusion brings inIncreased Productivity: Diversity and Inclusion brings in diverse different talents together working towards adiverse different talents together working towards a common goal using different sets of skills that ignitescommon goal using different sets of skills that ignites their loyalty and increases their retention and productivitytheir loyalty and increases their retention and productivity • Increased creativity and Problem solving: With so manyIncreased creativity and Problem solving: With so many different and diverse minds coming together many moredifferent and diverse minds coming together many more solutions will arise as every individual brings in their waysolutions will arise as every individual brings in their way of thinking, operating and solving problems and decisionof thinking, operating and solving problems and decision makingmaking
  12. 12. • Attract and Retain talent that add a competitive edge toAttract and Retain talent that add a competitive edge to any organization.  Feeling included and appreciatedany organization.  Feeling included and appreciated increases loyalty and feeling of belonging.  Languageincreases loyalty and feeling of belonging.  Language skills pool is increased and propels organization forwardskills pool is increased and propels organization forward either to compete in the International global world or toeither to compete in the International global world or to increase its diverse customer baseincrease its diverse customer base • Applying the proper diversity& inclusion managementApplying the proper diversity& inclusion management strategies does not only save money on litigationstrategies does not only save money on litigation expenses generated by discrimination lawsuits but is theexpenses generated by discrimination lawsuits but is the right thing to do for the business.right thing to do for the business. • It increases market share and create a satisfied diverseIt increases market share and create a satisfied diverse customer base by relating to people from differentcustomer base by relating to people from different backgrounds.  It does propel the United States and itsbackgrounds.  It does propel the United States and its status to claim its place and success in the globalstatus to claim its place and success in the global business world of the 21st centurybusiness world of the 21st century
  13. 13. How To Manage A DiverseHow To Manage A Diverse Workforce?Workforce? • Diversity in the workplace means bringingDiversity in the workplace means bringing together people of different ethnic backgrounds,together people of different ethnic backgrounds, religions and age groups into a cohesive andreligions and age groups into a cohesive and productive unit. Advances in communicationproductive unit. Advances in communication technology, such as the Internet and cellulartechnology, such as the Internet and cellular phones, have made the marketplace a morephones, have made the marketplace a more global concept. In order to survive, a companyglobal concept. In order to survive, a company needs to be able to manage and utilize itsneeds to be able to manage and utilize its diverse workplace effectively. Managing diversitydiverse workplace effectively. Managing diversity in the workplace should be a part of the culturein the workplace should be a part of the culture of the entire organization.of the entire organization.
  14. 14. • Step 1Step 1 • Confirm that all of your personnel policies from hiring to promotions and raises areConfirm that all of your personnel policies from hiring to promotions and raises are based on employee performance. Avoid allowing tenure, ethnic background or anybased on employee performance. Avoid allowing tenure, ethnic background or any other kind of category into your human resources policies. Managing a diverseother kind of category into your human resources policies. Managing a diverse workplace begins with strong policies of equality from the company. Once theseworkplace begins with strong policies of equality from the company. Once these policies are in place, the company can begin implementing diversity measurespolicies are in place, the company can begin implementing diversity measures throughout the entire organization.throughout the entire organization. • Step 2Step 2 • Rate the qualifications of the candidate based on the quality of his experience, notRate the qualifications of the candidate based on the quality of his experience, not age or any other category, when hiring. When you hire a diverse but qualifiedage or any other category, when hiring. When you hire a diverse but qualified workforce, you are on the right track towards being able to manage the diversity inworkforce, you are on the right track towards being able to manage the diversity in your company.your company. • Step 3Step 3 • Encourage diversity when creating teams and special work groups within theEncourage diversity when creating teams and special work groups within the company. If a manager creates a work group that does not utilize the skills of thecompany. If a manager creates a work group that does not utilize the skills of the most qualified employees, then insist that the group be changed to include allmost qualified employees, then insist that the group be changed to include all qualified staff members.qualified staff members. • Step 4Step 4 • Treat complaints of favoritism or discrimination seriously. Encourage employees toTreat complaints of favoritism or discrimination seriously. Encourage employees to report all instances of discriminatory behavior, and have a definitive process in placereport all instances of discriminatory behavior, and have a definitive process in place for investigating and dealing with these issues.for investigating and dealing with these issues.
  15. 15. • Step 5Step 5 • Hold quarterly trainings for the entire staffHold quarterly trainings for the entire staff on the benefits of diversity in theon the benefits of diversity in the workplace. Encourage discussions atworkplace. Encourage discussions at these meetings on how the company canthese meetings on how the company can better manage workplace diversity.better manage workplace diversity.
  16. 16. Conclusion:Conclusion: • A diverse workforce is a reflection of changingA diverse workforce is a reflection of changing world and marketplace. Diverse work team bringworld and marketplace. Diverse work team bring high value to organizations. Respectinghigh value to organizations. Respecting individual differences will benefit the workplaceindividual differences will benefit the workplace by creating a competitive edge and increasingby creating a competitive edge and increasing work productivity. Diversity managementwork productivity. Diversity management benefits associates by creating fair and safebenefits associates by creating fair and safe environment where everyone has access toenvironment where everyone has access to opportunities and challenges.opportunities and challenges. ss
  17. 17. Reference:Reference: • Human Resource Initiative Author SusanHuman Resource Initiative Author Susan E.JacksonE.Jackson • Management 7th Edition Author Robbins, MaryManagement 7th Edition Author Robbins, Mary coultercoulter • www.slideshare.comwww.slideshare.com • www.business.blurtit.comwww.business.blurtit.com • Sakran and fate (seniors students of bbs 3rd)Sakran and fate (seniors students of bbs 3rd)
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