Workforce diversity

1. WORKFORCE DIVERSITY
Organisational behaviour
Presented by:
Kushagra varshney(16BSP1247GG)
Mandeep singh channi(16BSP1312GG)
Manisha koli(16BSP1325GG)
Manisha mendiratta(16BSP1326GG)
Mukesh singh(16BSP1440GG)

2. Work Force Diversity

3. “Workforce diversity is a workforce
consisting of a broad mix of workers from
different racial and ethnic background of
different ages and genders, and of
different domestic and national cultures.”
Definition.............

4. To identify, attract, and retain,the best people
of each group.
To create a workplace where that talent can
perform at its best to maximize shareholders
value.
To assess and understand the diversity of the
marketplace.
Goals of the workforce
Diversity.............

5.  Maximize the productivity.
 Enhance the creativity.
 Increase the loyalty of employees.
 Getting competitive advantage.
 Improving decision making by providing
different perspective on problems
 Satisfy diverse needs of customers
Significance of Workforce Diversity

6. workforce diversity
Dimensions of workforce diversity
Primary Dimension Secondary Dimension

7. Primary Dimension
Mainly includes inborn differences such as
age,race,ethnicity,gender,physical ability and
sexual orientation
Secondary Dimension
Mainly includes education, religion,
believes,marital status,family backgrond and
work culture

8. • Strengthen cultural values within the organization
• Enhance corporate reputation
• Help to attract and retain highly talented people
• Improve motivation and efficiency of existing staff
• Improve motivation and creativity among employees
• Enhance service levels and customer satisfaction
The benefits of workforce diversity
management

9. There are two major approaches
1) Individual approach to manage diversity
Learning
Empathy
2) Organizational approach to manage diversity
Testing
Training
Mentoring
Approaches to overcome workforce
diversity

10. Case study summary
• Nordstrom has undergone through various transformations,
from having a single shoe store to becoming world's largest
departmental store.
• Nordstrom has proven itself on every dimension. Its diverse
workforce has boosted up his success vertically.
• Taking numerous measures to improve its customer base, it
created a platform for itself to serve every kind of
customer.
• With diverse workforce they were able to connect with
their customers as well as in understanding their needs in
better way.
• Also building trust in the minds of people by offering job to
every kind of person in society.

11. Questions related to case study
• Why was diversity a key element at Nordstrom ?
• Ans- the company believed that employing
people from different background would
represent its customer base also it would gain
from new ideas which employees would bring
with them.
• Nordstrom has created favourable working
environment for every kind of person from
women to racial minorities, every person at
Nordstrom reflect the diversity of its customer it
is dealing with.

12. What were nordstorm’s policies for diversification?
• Women: as of may2007, 72.4% managers and 72.5% employees were
women. Nordstorm also took measure for their safety and security at
workplace.
• Ethnic and racial minorities: includes african americans, asian-indian
americans, etc constituted 31.4% of managers and 41.9% of total
employees. Minority employment figures were tracked regularly and each
manager was responsible for creating a healthy and comfortable working
environment.
• Sexual minorities: various benefits like health, adoption, discounts, etc
were given to spouses/partners of employees . For transgenders, benefits
like mental health counselling, medical visits, etc were provided.
• People with disabilities: nordstorm regularly participated in ACCESS job
fair, an annual job fair and tech expo for people with disabilities . It also
established WSBLN washington state business leaders network, a network
of employers who educated and supported businesses to hire, retain, and
improve customer service for people with disabilities.

13. Thank you….