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Aspects, obstacles and benefits
     By: Urvashi Singh
  Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
   Definition
   Aspects and Drivers
   Diversity links to Organization performance
   Business advantages
   Challenges
   Tools for managing diversity
   Diversity inclusion of disabled co-workers




            Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
Diversity refers to the similarities and differences
  between individuals accounting for all aspects
  of one’s personality and individual identity.

Managing diversity is a comprehensive managerial
 process for developing an environment that works
 for all employees.


             Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
The aspects of diversity typically include, but are not limited to the following:
   Age
   Color
   Disability/Employing people with disabilities
   Education
   Ethnicity/National origin
   Family status
   Gender
   Geographic background
   Language
   Lifestyle
   Life experiences
   Organization function and level
   Physical characteristics
   Race
   Religion, belief and spirituality
   Sexual orientation
   Veteran status


                     Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
   Greater adaptability and flexibility in a rapidly
    changing marketplace
   Attracting and retaining the best talent
    Reducing costs associated with turnover, absenteeism
    and low productivity
    Return on investment (ROI) from diversity initiatives,
    policies and practices
   Gaining and keeping greater/new market share (locally
    and globally) from an expanded diversity customer base.
    Increased sales and profits

                Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
The business case for workplace diversity has been strengthened in
   recent years by studies that link diversity to organizational
   performance:
   One study stated that companies with diversity
    practices collectively generated 18% greater
    productivity than U.S economy overall.
   Companies use diversity as a resource for learning and
    innovation with positive results
   Studies suggest that top management teams with a
    high representation of women had better financial
    performance than teams with fewer women

                  Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
   improved public image of the organization
   reduced costs associated with turnover, absenteeism and
    low productivity
   improved financial bottom line (profits)
   increased organizational competitiveness
   decrease in complaints and litigation, and
   retention of a diverse workforce
   Improved public image went from the fourth most
    important outcome in 2005 to the most important
    outcome for companies in 2010
Source: SHRM




                Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
   Creativity increases when people with different ways of solving difficult
    problems work together towards a common solution
   Productivity increases exponentially when people of all cultures pull
    together towards a single inspiring goal
   New attitudes are brought to the business table by people from diverse
    cultures
   Language skills are needed in today’s increasingly global economy and
    diverse workers often have this proficiency
   Helps understanding how the United States fits into the world picture
   New processes can result when people with different ideas come together
    and collaborate
   Strengthening long-term “value-drivers” which allow a company to be
    competitive
   Generating short and medium-term opportunities to improve cash flows


                    Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
   Implementation of a workforce diversity policy is a form of
    investment in intangible assets, especially organizational and
    human capital
   Credible case for investment depends on four types of evidence of
    costs and benefits:
   Testimonials
   case studies
    surveys of companies
   empirical research




                  Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
Internal Obstacles:
   Difficulty in changing the existing culture of the
    organization
   Lack of internal expertise or experience
   Lack of understanding of the business benefits of a
    diverse workforce
   Difficulty in quantifying the benefit to sustain
    investment
External Obstacles:
   Legal restrictions on holding sensitive data
   Historic gaps in anti-discrimination legislation
   Differences in national social attitudes and cultural values

                 Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
   Recognizing the value of differences
   Combating discrimination
   Promoting inclusiveness
   Losses in personnel and work productivity
   Negative attitudes and behaviors




              Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
   Develop, maintain and implement ongoing
    training
   Encourage change
   Be aware of personal biases
   Create dialogues
   Promote a safe place to communicate
   Constructive critical feedback for learning

              Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
   When working or conversing with an employee with mobility impairment, place
    yourself at the person’s eye level when possible
   Never lean on or touch a person’s wheelchair or other assistive device
   When introduced to a person with a disability, it is appropriate to offer to shake
    hands
   When interacting with an employee who is blind or visually impaired, identify
    yourself at the beginning of the conversation and announce when you are leaving
   If you wish to attract the attention of an employee who is deaf, tap the person
    gently on the shoulder or arm
   If the employee uses a sign-language interpreter, speak directly to the person, not
    to the interpreter
   It is appropriate to offer assistance when you see that an employee with a
    disability may need it, but wait until the offer is accepted before assisting
   Treat people with disabilities with dignity, respect and courtesy


                      Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
A diverse workforce is a reflection of a changing world and
     marketplace. Diverse work teams bring high value to
 organizations. Respecting individual differences will benefit
 the workplace by creating a competitive edge and increasing
                      work productivity




              Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
To request more information or consultation:
            Joey Price, MS, PHR
            CEO, Jumpstart:HR
          www.jumpstart-hr.com
  jprice@jumpstart-hr.com | 301-910-8660




          Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660

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Diversity in the Workplace: Aspects, obstacles and benefits

  • 1. Aspects, obstacles and benefits By: Urvashi Singh Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 2. Definition  Aspects and Drivers  Diversity links to Organization performance  Business advantages  Challenges  Tools for managing diversity  Diversity inclusion of disabled co-workers Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 3. Diversity refers to the similarities and differences between individuals accounting for all aspects of one’s personality and individual identity. Managing diversity is a comprehensive managerial process for developing an environment that works for all employees. Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 4. The aspects of diversity typically include, but are not limited to the following:  Age  Color  Disability/Employing people with disabilities  Education  Ethnicity/National origin  Family status  Gender  Geographic background  Language  Lifestyle  Life experiences  Organization function and level  Physical characteristics  Race  Religion, belief and spirituality  Sexual orientation  Veteran status Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 5. Greater adaptability and flexibility in a rapidly changing marketplace  Attracting and retaining the best talent  Reducing costs associated with turnover, absenteeism and low productivity  Return on investment (ROI) from diversity initiatives, policies and practices  Gaining and keeping greater/new market share (locally and globally) from an expanded diversity customer base.  Increased sales and profits Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 6. The business case for workplace diversity has been strengthened in recent years by studies that link diversity to organizational performance:  One study stated that companies with diversity practices collectively generated 18% greater productivity than U.S economy overall.  Companies use diversity as a resource for learning and innovation with positive results  Studies suggest that top management teams with a high representation of women had better financial performance than teams with fewer women Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 7. improved public image of the organization  reduced costs associated with turnover, absenteeism and low productivity  improved financial bottom line (profits)  increased organizational competitiveness  decrease in complaints and litigation, and  retention of a diverse workforce  Improved public image went from the fourth most important outcome in 2005 to the most important outcome for companies in 2010 Source: SHRM Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 8. Creativity increases when people with different ways of solving difficult problems work together towards a common solution  Productivity increases exponentially when people of all cultures pull together towards a single inspiring goal  New attitudes are brought to the business table by people from diverse cultures  Language skills are needed in today’s increasingly global economy and diverse workers often have this proficiency  Helps understanding how the United States fits into the world picture  New processes can result when people with different ideas come together and collaborate  Strengthening long-term “value-drivers” which allow a company to be competitive  Generating short and medium-term opportunities to improve cash flows Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 9. Implementation of a workforce diversity policy is a form of investment in intangible assets, especially organizational and human capital  Credible case for investment depends on four types of evidence of costs and benefits:  Testimonials  case studies  surveys of companies  empirical research Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 10. Internal Obstacles:  Difficulty in changing the existing culture of the organization  Lack of internal expertise or experience  Lack of understanding of the business benefits of a diverse workforce  Difficulty in quantifying the benefit to sustain investment External Obstacles:  Legal restrictions on holding sensitive data  Historic gaps in anti-discrimination legislation  Differences in national social attitudes and cultural values Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 11. Recognizing the value of differences  Combating discrimination  Promoting inclusiveness  Losses in personnel and work productivity  Negative attitudes and behaviors Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 12. Develop, maintain and implement ongoing training  Encourage change  Be aware of personal biases  Create dialogues  Promote a safe place to communicate  Constructive critical feedback for learning Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 13. When working or conversing with an employee with mobility impairment, place yourself at the person’s eye level when possible  Never lean on or touch a person’s wheelchair or other assistive device  When introduced to a person with a disability, it is appropriate to offer to shake hands  When interacting with an employee who is blind or visually impaired, identify yourself at the beginning of the conversation and announce when you are leaving  If you wish to attract the attention of an employee who is deaf, tap the person gently on the shoulder or arm  If the employee uses a sign-language interpreter, speak directly to the person, not to the interpreter  It is appropriate to offer assistance when you see that an employee with a disability may need it, but wait until the offer is accepted before assisting  Treat people with disabilities with dignity, respect and courtesy Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 14. A diverse workforce is a reflection of a changing world and marketplace. Diverse work teams bring high value to organizations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 15. To request more information or consultation: Joey Price, MS, PHR CEO, Jumpstart:HR www.jumpstart-hr.com jprice@jumpstart-hr.com | 301-910-8660 Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660