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1. Workforce Diversity in Information Technology
sector with special Reference to Infosys
Technologies Limited, Chennai – An
Analytical study
Dr. T. Joseph
Associate Professor of Commerce
Loyola College (Autonomous)
Chennai – 34, Tamil Nadu, India

2. Workforce Diversity
Malcolm Forbes said that “Diversity is the art of
thinking independently together”.
Work force diversity refers to the variety of
difference between people in the organization.
Work force diversity is the fundamental change
in the composition of an organization's work
force in developed countries, in developing
countries and in under developed countries as
their cultures and populations become
increasingly diverse.

3. This demographic diversity is accompanied by
economic pressures, as technological change and
globalization. And political pressures by women,
minorities, older workers, and persons with
disabilities have resulted in legal changes in the
employment rights of groups formerly excluded
by law or custom from desirable professional and
technical jobs.
As a result of these changes, organizations need
to design and implement work force
diversification programs. The programs have
changed the organizational mission, culture,
policy and practice.

4. Diversity is especially crucial in today’s global
marketplace, as companies interact with different
cultures and clients.
The payoffs touch every area of the business by
potentially resulting in increased creativity,
increased productivity, new attitudes, new language
skills, global understanding, new processes, and
new solutions to difficult problems.
Greater ability, better market insight, stronger
customer and community loyalty, innovation, and
improved employee recruitment and retention

5. We cannot have a homogeneous group to work
anymore. Imagine if everyone is brought up in the
same manner, with the same set of values and
thinking styles they will tend to solve a problem in
a similar way. If they are different in there thinking
styles then they are different in the ways of
approaching the same problem and they give
probably better and more creative solution for it.
Diversity at the workplace is essential because it
allows the best ideas to come forward and gives a
wide choice of solutions. Diversity improves the
effectiveness and productivity of the work force.

6. In multi cultural nation like India diversity plays a
dominant role because each individual is unique in
their attitudes, behaviour, perception, beliefs, likes
and dislikes is totally different from person to
person. In the organization context from employee
to employee it is different. And Organizations in
India are becoming global, especially in the
information technology sector. This has led to an
increase in the heterogeneousness among
employees and has increased the challenge of
organizations to manage diverse employees

7. Introduction
It is important for the organization to attract and retain the
best talents regardless of the dimension / layers which
affects the workforce diversity.
Innovation comes from all corners of the globe and valuing
diversity allows the business to improve performance by
taking advantage of unique points of view.
There is a strong relationship between the workforce
diversity and leadership, diversity and inclusion.
Workplace diversity affects the development of
interpersonal relationship (the employer and the employee
relationship).
An organization's success and competitiveness
depends upon its ability to embrace diversity and
realize the benefits

8. Introduction (Cont.)
It also affects human resources functions, such
as, recruiting, selecting, placing,
inducting/orienting, training and developing.
Diversity can help the organization to gain a
competitive edge in global markets and when
targeting business segments that require input
from diverse perspectives.

9. Diversity Today
Diversity
broad term used to refer to all kinds of
differences
• race, age, sex, religion, attitudes, physical abilities,
life interests, expectations, flexibility,
aggressiveness, extroversion
members of different groups share common
values, attitudes, and perceptions
• there is still much diversity within each group

10. Research back ground
The concept of diversity refers to a characteristic of a group
or organization. It reflects the degree to which there are
objective or subjective differences between people within
the group (Knippenberg & Schippers, 2007).
Conceptualization of diversity is that of a group
characteristic, not an individual characteristic which deals
with how differences between group members affect group
functioning and performance, not how being different from
others affects individual functioning (Chattopadhyay, et al,
2004).
Workforce diversity can be examined using four dimensions
namely personality, internal, exernal and organizational
dimensions.

11. Research back ground (Cont.)
The literature on workplace diversity contains two main
bodies of work. One area focuses on the development of
conceptual frameworks for understanding diversity and its
impact on organizational behaviour and performance
(Jackson, Joshi, & Eisenhardt, 2003; Webber & Donahue,
2001).
Workplace diversity is a complex, controversial, and
political phenomena (Janssens & Steyaert, 2003). It has
been conceptualized by researchers from several
viewpoints. Several have looked at it from a narrow
perspective, while some others from a broad view (Nkomo,
1995).

12. Research Objectives
To study about the specific dimension of workforce diversity
in Infosys technologies limited Chennai.
To ensure whether these specific dimension affects the
employee performance in Infosys.
To identify the frequently encountered barrier by the
employees for accepting the workforce diversity.
To find out the most important strategies adopted by Infosys
to enhance workforce diversity.
To examine and find out the ways to increase awareness
about diversity.
8%

13. Research methodology
Sample size - Number of respondents = 200 respondents.
Source of data collection - Primary data and Secondary data
Research instrument - The instrument used for the study is questionnaire.
Statistical tools
 Frequency table,
 Percentage analysis,
 Analysis of variance,
 Chi square method.
Tools used for analysis in Statistical Package for Social Science
(SPSS):
 Factor analysis,
 Rotated component matrix,

14. Showing Feeling comfortable while working
with co workers of different geographic
location

15. INFERENCE
From the above table and figure it
indicates that, In Infosys Out of 200
respondents 56.5% of the employee
strongly agrees, 35.5% of the employee
agrees, 6.5% of the employee is neutral in
their decision, 0.5% of the employee
disagree, and 1.0% of the employee
strongly disagree with the above
statement

16. The Satisfaction level of the physical factors
that affects the work environment in Infosys
(e.g. light, ventilation, temperature, noise

17. INFERENCE:
From the previous table and figure it indicates
that, In Infosys Out of 200 respondents 53.5%
of the employee strongly agrees, 23.0% of the
employee agrees, 15.5% of the employee is
neutral in their decision, 5.0%of the employee
disagree, and 3.0% of the employee strongly
disagrees with the above statement.

18. The Personality TRAIT OF THE EMPLOYEE and ethnic
group of the employees working in Infosys
Null Hypothesis H0: There is no significant difference
between the personality trait and the ethnic group of the
employee working in Infosys.
Alternate hypothesis H1: There is a significant difference
between the personality trait and the ethnic group of the
employee working in Infosys.

19. showing the Personality TRAIT OF THE EMPLOYEE and the
education qualification of the employees working in Infosys
Source of
variation
Sum of
SquareS
DegreeS of
freeDom
mean
Square
f
value
P
valu
e Sig.
Educational
Qualificatio
n of the
employee
Between
Groups
1.312 6 0.219 0.43 0.858
Within
Groups
98.083 193 0.508
Total 99.395 199
DeciSion table-7c
PerSonlitY trait of tHe
emPloPYee P value
Significance
level
DeciSio
n
D4eduqua Educational Qualification
of the employee 0.858 0.05 Accept

20. INFERENCE
From the above table it indicates that p-
value (0.858) is greater than the
significance level ∝=0.05 the null
hypothesis (H0) is accepted. Hence there is
no relationship between the personality trait
and the education qualification of employee
working in Infosys.

21. Age of the employee and employees sleeping hours is not been
affected by their working hours
Chi-square test
Age of the employee and employees sleeping hours is not been affected by
their working hours
Value Degrees of
freedom
Asymp. Sig. (2-
sided)
Pearson chi-square 10.750a
4 .030
Likelihood ratio 10.629 4 .031
Linear-by-linear association 1.423 1 .233
N of valid cases 200

22. Inference:

23. Age group of the employee and Senior employees decision making
is been considered more than the young ones in Infosys
Chi-square test
Age group of the employee and Senior employees decision making is been
considered more than the young ones in Infosys
Value Degrees of freedom Asymp. Sig. (2-
sided)
Pearson chi-square 11.109a
4 .025
Likelihood ratio 10.302 4 .036
Linear-by-linear
association
5.596 1 .018
N of valid cases 200

24. Inference:

25. ANOVA Table1 - Impact of internal Dimensions and
the age group of employees working in Infosys
Source of
variation
Sum of
Squares
Degrees of
Freedom
Mean
Square
F
value
P
value
Sig.
Age
Group of
the
employee
Between Groups 13.775 16 0.861 1.24 0.242
Within Groups 127.1 183 0.695
Total 140.875 199
impact of internal Dimensions
on employee P Value
Significance
Level Decision
D1age- Age Group of the
employee 0.242 0.05 Accept
Decision Table 1

26. Inference:
From the above table it indicates that p-value (0.242)
is greater than the significance level ∝ = 0.05 the null
hypothesis (H0) is accepted.
Hence there is no relationship between the impact of
internal dimensions and the age group of employee
working in Infosys.

27. ANOVA Table 2-Impact of internal Dimensions and the
marital status of employees working in Infosys
Source of
variation
Sum of
Squares
Degrees
of
Freedom
Mean
Square
F
value
P value
Sig.
Marital
status of
the
employee
Between
Groups
0.04 16 0.003 0.485 0.952
Within Groups 0.955 183 0.005
Total 0.995 199
impact of internal Dimensions on
employee P Value
Significan
ce Level Decision
D3mari Marital status of the employee 0.952 0.05 Accept
Decision Table 2

28. Inference:
From the above table it indicates that p-value (0.952)
is greater than the significance level ∝ = 0.05 the null
hypothesis (H0) is accepted.
Hence there is no relationship between the impact of
internal dimensions and the marital status of
employee working in Infosys.

29. ANOVA Table 3-Impact of internal Dimensions on employee
and current designation of the employees working in Infosys
Source of
variation
Sum of
Squares
Degrees of
Freedom
Mean
Square
F
value
P
value
Sig.
Current
Designation
of the
employee
Between
Groups
4.037 16 0.252 0.797 0.688
Within Groups 57.918 183 0.316
Total 61.955 199
impact of internal Dimensions on
employee P Value
Significance
Level Decision
D5desig Current Designation of the
employee
0.688 0.05 Accept
Decision Table 3

30. Inference:
From the above table it indicates that p-value (0.688)
is greater than the significance level ∝ = 0.05 the null
hypothesis (H0) is accepted.
Hence there is no relationship between the impact of
internal dimensions and the current designation of
the employee working in Infosys.

31. ANOVA Table 4- Personality TRAIT OF THE
EMPLOYEE and the age group of employees working in
Infosys
Source of
variation
Sum of
Squares
Degrees of
Freedom
Mean
Square
F
value
P value
Sig.
Age Group of
the employee
Between Groups 5.12 6 0.853 1.213 0.301
Within Groups 135.755 193 0.703
Total 140.875 199
PERSONLITY TRAIT OF THE
EMPLOYEE P Value
Significance
Level Decision
D1age- Age Group of the employee 0.301 0.05 Accept
Decision Table 4

32. Inference:
From the above table it indicates that p-value (0.301)
is greater than the significance level ∝ = 0.05 the null
hypothesis (H0) is accepted.
Hence there is no relationship between personality
trait and the age group of employee working in
Infosys.

33. ANOVA Table 5- Positive attitude of the employee and the age
group of employees working in Infosys
Source of
variation
Sum of
Squares
Degrees of
Freedom
Mean
Square
F
value
P value
Sig.
Age
Group of
the
employee
Between Groups 5.908 6 0.985 1.408 0.213
Within Groups 134.967 193 0.699
Total 140.875 199
Positive attitude of the employee
P
Value Significance Level Decision
D1age- Age Group of the employee 0.213 0.05 Accept
Decision Table 5

34. Inference:
From the above table it indicates that p-value (0.213)
is greater than the significance level ∝ = 0.05 the null
hypothesis (H0) is accepted.
Hence there is no relationship between positive
attitude and the age group of employee working in
Infosys.

35. Table and Figure showing The mariTal sTaTus
and diFFerenT employees Those who come From
diFFerenT eThniciTy, race, colour, naTionaliTy,
sex and religion are working under one rooF in
inFosys
Null Hypothesis H0: There is no significant
difference between the marital status and different
employees those who come from different
ethnicity, race, colour, nationality, sex and
religion are working under one roof in Infosys
Alternate Hypothesis H1: There is a significant
difference between the marital status and different
employees those who come from different
ethnicity, race, colour, nationality, sex and
religion are working under one roof in Infosys

36. showing The mariTal sTaTus and
diFFerenT employees Those who come
From diFFerenT eThniciTy, race, colour,
naTionaliTy, sex and religion are
working under one rooF in inFosys
Value degrees oF
Freedom
asymp. sig. (2-sided)
Pearson chi-square 6.440a
2 .040
Likelihood ratio 4.037 2 .133
Linear-by-linear
association
4.643 1 .031
N of valid cases 200

37. Inference:

38. language The employee speak and
cooperaTe well wiTh The colleague who
belongs To diFFerenT eThnic group
Null Hypothesis H0: There is no significant
difference between the languages the employee
speaks and cooperates well with the colleague
who belongs to different ethnic group
Alternate Hypothesis H1: There is a significant
difference between the languages the employee
speaks cooperates well with the colleague who
belongs to different ethnic group

40. INFERENCE

41. The impacT oF inTernal dimensions and
The age group oF employees working in
inFosys
Null Hypothesis H0: There is no significant difference between
the impact internal dimensions and the age group of employee
working in Infosys.
Alternate hypothesis H1: There is a significant difference
between the impact of internal dimensions and the age group of
employee working in Infosys.

42. Table showing The impacT oF inTernal
dimensions and The age group oF
employees working in inFosys
source oF
VariaTion
sum oF
squares
degrees oF
Freedom
mean
square F Value
Age Group of the
employee
Between Groups 13.775 16 0.861 1.24
Within Groups 127.1 183 0.695
Total 140.875 199
impacT oF inTernal dimensions signiFicanc
dec
isio
decision Table-1a

43. INFERENCE
From the previous table it indicates that p-
value (0.242) is greater than the
significance level ∝=0.05 the null
hypothesis (H0) is accepted. Hence there is
no relationship between the impact of
internal dimensions and the age group of
employee working in Infosys.

44. The impacT oF exTernal dimensions and
religion oF The employees working in
inFosys
Null Hypothesis H0: There is no significant difference
between the impact of external dimensions and the
religion of the employee working in Infosys.
Alternate hypothesis H1: There is a significant difference
between the impact of external dimensions which affects
the employee and the religion of the employee working in
Infosys.

45. showing the impact of external Dimensions and religion of
the employees working in Infosys
source oF
VariaTion
sum oF
squares
degrees oF
Freedom
mean
square
F
Value
p
Valu
e sig.
Religion of
the
employee
Between
Groups
5.661 19 0.298 1.154
0.302
Within
Groups
46.494 180 0.258
Total 52.155 199
decision Table-2g
impacT oF exTernal dimensions on
The employee p Value
signiFicance
leVel
decisio
n
D8religi Religion of the employee
0.302 0.05 Accept

46. INFERENCE
From the above table it indicates that p-value (0.302) is greater than the
significancelevel∝ =0.05thenullhypothesis(H0)isaccepted.Hencethereis
norelationshipbetweentheimpactofexternaldimensionsontheemployeeand
thereligionoftheemployeeworkinginInfosys.

47. the impact of external Dimensions anD
ethnic group of the employees working
in infosys
Null Hypothesis H0: There is no significant
difference between the impact of external dimensions
and the ethnic group of the employee working in
Infosys.
Alternate hypothesis H1: There is a significant
difference between the impact of external dimensions
and the ethnic group of the employee working in
Infosys.

48. showing the impact of external Dimensions and
ethnic group of the employees working in Infosys
source of
variation
sum of
squares
Degrees of
freeDom
mean
square
f
value
p
valu
e sig.
Ethnic
Group of
the
employee
Between
Groups
13.929 19 0.733 1.221
0.245
Within
Groups
108.066 180 0.6
Total 121.995 199
Decision table-2h
the impact of external
Dimensions p value
significance
level
Decisio
n
D9ethi Ethnic Group of the employee
0.245 0.05 Accept

49. INFERENCE
From the above table it indicates that p-
value (0.245) is greater than the
significance level =0.05 the null
hypothesis (H0) is accepted. Hence
there is no relationship between the
impact of external dimensions and the
ethnic group of the employee working in
Infosys.

50. FINDINGS
In Infosys software testing department, 42.0% of the
employee strongly agrees that openness to experience is an
important factor that affects the personality of the employee.
Feeling comfortable while working with co workers
of different geographic location From the above table and
figure it indicates that, In Infosys Out of 200 respondents 56.5%
of the employee strongly agrees, 35.5% of the employee agrees,
6.5% of the employee is neutral
66.0% of the employee strongly agrees that in personality trait
attitude is also an important factor which has greater impact
on the individual career development. In Infosys software
testing department, 88.5% of the employee strongly agrees in
personality trait ethics is also an important factor which has
greater impact on the individual career development.

51. FINDINGS (Cont.)
In Infosys software testing department, 38.0% of the employee
is neutral in their decision that employees believe that
meditation will help them to discover about themselves.
50.5% of the employee is neutral in their decision that employee
believe that meditation and self-reflection will guide them to take
correct decision.
76.0% of the employee strongly agrees that recreational habit
will motivates the individual. In Infosys software testing
department, 74.5% of the employee strongly agrees that
recreational habit will build up the self-confidence.
71.0% of the employee strongly agrees that recreational habits
helps to socialize and develop new friendship with others.

52. FINDINGS (Cont.)
In Infosys software testing department, 53.5% of the
employee strongly agrees that the satisfaction level of the
physical factors that affect the work environment (e.g. light,
ventilation, temperature, noise).
61.0% of the employee strongly agrees that the satisfaction
level of the mental/psychological factors that affect the work
environment.
54.0% of the employee strongly agrees that the satisfaction
level of the social factor that affects the work environment
(e.g. Sense of belonging).

53. SUGESSTIONS
The employee are taking care about the personal habit but
still, more health relating awareness program should be
conducted more for the employees and the employee
strongly believe that recreational habit will serves as a
mean of relaxation, brings in peace of mind and lightens up
the spirit, enhances the positive mood, build up the self-
confidence, helps to socialize with people.
In Infosys job sharing and part time work schedule are
becoming more common for the senior personnel who are
nearing their retirement stage. So the employee who
deserves that place should be properly analyzed according
to merit system.

54. SUGESSTIONS (cont.)
Proper training should be given to the employee.
Irrespective of the gender this has to done and it should
not create any conflict among the employee. Y
young employee’s decision can also be considered
equally. The employees should feel happy and find each
day interesting and challenging in Infosys.
The work environment should remove the employee
anxiety, work load, fatigue, monotony and Boredom. Work
location / environment is a factor that acts and reacts on
the mind and body of the employee so proper physical
factor, mental /psychological factor, and social factor of the
work environment should be taken care.

55. SUGESSTIONS (cont.)
• On the whole Globalization has changed the characteristics of the
modern work place. And Infosys should strive the employee and
consider the dimension which affects the workplace. And Infosys
should able to recruit new employees from all available global talent
pools and provided paths to employment to all members of world
societies.
• As organizations become more diverse, management should be
adapting its human resource practices to reflect those changes. All
the goals and objectives should be based on 3 H's of heart, head
and hand (i.e.)
 Think by head,
 Feel by heart,
 Implement by hand.

56. CONCLUSION
The results of the study provide considerable insight on
present workforce diversity practice followed by Infosys
Technologies Limited and the barriers encountered by
employees for accepting workplace diversity.
If the management successfully manage the diversity it can
lead to-More commitment towards the work, better
satisfaction level, better performance level of the
employees, new and valuable ideas, viewpoints will be
generated, Effective group performance and innovation.
It was clear that every organization is taking lot of measures
to manage diversity in order to bring the potentiality of
employees

57. CONCLUSION (cont.)
More businesses are becoming global, and there is an emphasis on
teamwork. The demographic composition is not only affecting the
workforce but also the marketplace
The success of international business highly depends on the effective
implementation of diversity initiatives. Diplomacy also requires valuing
diversity
Disciplines such as anthropology, sociology, history, linguistics,
philosophy, ethics, social work, and psychology attempt to understand
diversity
There is a wide range of initiatives for managing diversity in the
workplace. However, no single initiative is comprehensive enough to
solve all diversity issues or to successfully manage diversity in
organizations

58. THANK
YOU