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DIVERSITY MANAGEMENT
STRATEGIES IN TOP MNC’S
IN INDIA


              Manik Kudyar
              MBA-HRM
              1200712
              Central University of Jammu
Diversity Defined
Diversity is the
mosaic of people
who bring a variety
of
backgrounds, styles,

perspectives, values
and beliefs as assets
to the groups and
organizations with
which they interact.
Definitions
Diversity…
A collective mixture characterized by differences and similarities that are
applied in pursuit of organizational objectives.


Diversity Management...
A comprehensive organizational and managerial process of planning
for, organizing, directing, and supporting a collective mixture in a way that
adds a measureable difference to organizational performance.



Workplace diversity is an asset to any organization when
appropriately governed and fully utilized.
Effectively Managing Diversity


Anticipating increased employee
satisfaction as a direct result of a
strategic diversity management
plan.
Diversity Challenges
• How people react to differences.


• People respond to differences based on how they
 have been imprinted given their wide range of
 influences.

• Once individuals realize how their perceptions have
 been shaped by these influences, awareness begins!

• Awareness leads to greater understanding and the
 start of building a positive environment.
INFLUENCES




         PERCEPTION



          AWARENESS



BUILDING A POSITIVE ENVIRONMENT
DIVERSITY DIMENSIONS

 Primary (core) Dimension
 Secondary Dimension
Education
                                                                                 Primary Diversity Dimension
             Work Style                             Communication
                                                       Style
                                                                                 The primary (core) dimension exerts
                                                                                 an important impact on our early
                                                                                 stages of socialization – and every
  Work                                                              Family
Experience                                                          Status       stage of life.
                              Age
                       Sexual Orientation                                        Usually people are able to see these
                     Mental/Physical Abilities                                   dimensions (except sexual
                             Gender                                              orientation) and people know these
                                                                      Military   things about us before we even
Income
                            Ethnicity                               Experience
                                                                                 speak (physical).
                              Race
                                                                                 Usually when people are being
     Geographic
                                                          Organization           stereotyped based on these
                                                          al Role and
      Location
                                                             Level
                                                                                 dimensions, they become sensitive
                                                                                 about it because it’s usually
                        First                Religious
                                                                                 something they cannot change or
                      Language                Beliefs                            modify.
The Secondary Diversity
                                 Education
                                                                                          Dimensions
             Work Style                             Communication                The secondary dimensions also
                                                       Style
                                                                                 share certain characteristics. They
                                                                                 are usually more variable in
                                                                                 nature, less visible to others around
  Work                                                              Family       us, and more variable in degree of
Experience                                                          Status
                                                                                 influence.
                              Age
                       Sexual Orientation                                        We can acquire, discard, or modify
                     Mental/Physical Abilities                                   and therefore people are usually less
                             Gender                                              sensitive about because they have
                                                                      Military
Income                                                                           made a choice on or have the power
                            Ethnicity                               Experience
                                                                                 to change. In addition, we can
                              Race                                               choose to conceal or not disclose
                                                                                 information related to this dimension.
                                                          Organization
     Geographic
                                                          al Role and            Their power is less constant and
      Location
                                                             Level               more individualized than the core
                                                                                 dimensions because it is easier to
                        First                Religious                           see the connection of these
                      Language                Beliefs
                                                                                 secondary dimensions and events in
                                                                                 someone’s lives.
This is who we are!
                                                       Education
                                                               Education
                                                                       Education
                                      Work Style Style
                                             Work                        Communicatio
                                                                                 Communicatio
                                                                            n Style n Style
                                                                                        Communicatio
                                                   Work Style
                                                                                            n Style



                           Work Work                                                         Family Family
                         Experience
                                ExperienceWork                                               Status Status Family
                                       Experience         Age Age Age                                      Status
                                                        Sexual Orientation
                                                   Sexual Orientation Orientation
                                                               Sexual
                                                         Mental/Physical
                                                    Mental/Physical
                                                                Mental/Physical
                                                              Abilities
                                                       Abilities     Abilities
                        Income Income                  Gender Gender                            Military Military
                                        Income                       Gender                   Experience
                                                                                                       Experience Military
                                                              Ethnicity
                                                       Ethnicity Ethnicity                                      Experience

                                                         Race Race Race

                                                                                    Organizationa
                                                                                            Organizationa
                              Geographic
                                     Geographic
                                                                                     l Role and
                                                                                              l Role Organizationa
                                                                                                     and
                               LocationLocation
                                             Geographic                                 Level Level l Role and
                                               Location
                                                                                                         Level

                                                   First   First     Religious
                                                                             Religious
                                                 LanguageLanguage First
                                                                      Beliefs Beliefs Religious
                                                                 Language              Beliefs
Source: E. E. Hubbard, Diversity Management
Different Categories of Diversity

1. Workforce Diversity
2. Behavioral Diversity
3. Structural Diversity
4. Business Diversity
Categories and Elements of Diversity
         Workforce Diversity             Behavioral Diversity
•   Gender
•   Race                           • Work Styles
•   Ethnicity                      • Thinking Styles
•   Religion                       • Learning Styles
•   Sexual Orientation             • Communication Styles
•   Physical Ability               • Aspirations
•   Age                            • Beliefs/Value Systems
•   Family Status
                                   • Changes in Attitudes
•   Economic Background & Status
                                   • Expectations of Employees
• Geographical Background &
    Status
• Market Demographics
Categories and Elements of Diversity
         Structural Diversity             Business Diversity

• Interactions Across Functions   • Expansion and Segmentation
• Across Organizational Levels      of Customer Markets
  of Hierarchy                    • The Diversification of Products
• Across Divisions/Colleges         and Services Offered
• Across Organizations Engaged    • Variety of Operating
  in:                                Environments:
─ Strategic Alliances             ─ which organizations work and
                                      compete
─ Cooperative Ventures
                                  ─ labor markets
                                  ─ community and societal expectations
                                  ─ business cultures and norms
Strategic Plan Framework
PLANNING                    LEADERSHIP                         ASSESSMENT                       STRATEGY
• Governance                • Willingness to Commit to         • Cultural & Climate             • Diversity Team Leads
• Budget                      Diversity Principles               Assessment                     • Diversity Advocates
• Diversity Management &    • Model Desired Attitudes          • Determine Management &         • Diversity Councils
  Communication             • Model Desired Actions              Employee Competence            • Create Strategic Diversity
  Infrastructure            • Model Desired Behavior           • Return on Investment             Plan
• Administrative            • Communicate Diversity            • Metrics (baseline data)        • Diversity Vision & Mission
  Leadership                  Vision                           • Personal Diversity Paradigm      Statements
                            • Encourage Employee                 Tool                           • Reporting
                              Engagement                                                        • Demographics
                            • Accountability




IMPLEMENTATION OF STRATEGIC                              TRAINING                       Continued Assessment
PLANS FOR EACH AGENCY                                    • Strengths-based              ORGANIZATIONAL IMPACT
TALENT ACQUISITION                                         Approach                     • Reporting
   Recruiting Plan           Hiring Practices            • Diversity Management         • Exit Interviews
                                                           Training
   Turnover Per cost of Recruit                                                         • Demographics
    Promotion                                            • Cultural Awareness
                                                                                        • Auditing
• RETENTION                                              • Coaching
                                                                                        • Promotion and Marketing (PR)
   Turnover/Attrition                                    • Online Modules
                                                                                        • Supplier Relationships
   Employee Behavior                                     • Highlight Various
                                                           Cultures
   Professional Development
   Absenteeism
   Succession Planning
   Mentoring
• TRAINING
Diversity Best Practices
• Leadership commitment
• Coaching and mentoring
• Early conflict resolution
• Flexible work culture
• Effective communication and transparency
• Continuous learning and career development
Leadership Commitment
• Communicate and practice commitment to diversity and
    inclusion often.
•   Reinforce       diverse      work      and employment
    practices, including diversity of thought.
•   Practice constructive conflict management.
•   Educate the workforce on the business value of diversity
    and inclusion.
•   Mentor and coach diverse employees.
Career Development
• Definition: aligning the needs of the
 organization      with  the   professional
 development of its employees.

• Diversity & Inclusion should be incorporated
 in career development, especially in the
 following areas:
  • Succession planning


  • Training and development opportunities


  • Performance    management--ensure evaluations
   don’t include subtle biases against diverse groups
   of people
How Can Employees Promote Diversity?
• Practice positive, constructive work habits in the
 workplace; work cooperatively towards a common
 goal.

• Contribute   to   your   fullest   potential;   strive   for
 excellence.

• Recognize and respect others and their individuality.


• Think before you speak and be sensitive to others.
DIVERSITY @ INFOSYS
• Infosys was the first Indian IT company to establish an
 office for diversity and inclusivity.

• Our workforce comprises people from 89 nationalities
 working in 32 countries, with 34.7% women on board
 and a multi-generational representation.

• Talent diversity is the key to propel our business growth
 engines and sustain momentum.
Strategies Used By INFOSYS
• Creating Common Ground
Highlights and educates employees about the values and cultural
ethos. The program employs innovative approaches and
communication campaigns channeled through live events, our
intranet, our corporate TV channel, mailers and posters.


• IGLU
Infosys Gay Lesbian employees and You (IGLU) creates a safe and
respectful work environment for employees from the LGBT
community. Awareness programs and exclusive events are held to
create awareness and foster inclusion.
• Infyability
It creates a sensitive and inclusive workplace for differently-abled
employees. Regular accessibility audits are conducted to ensure that
our infrastructure is accessible to differently-abled employees. The
World Disability Day is celebrated on all our campuses and policies are
enhanced/ changed keeping in mind the special needs of differently-
abled employees.

• IWIN
The Infosys Women's Inclusivity Network (IWIN), works towards
creating a gender-sensitive and inclusive work environment for women
employees and develop them for managerial and leadership roles.
IWIN partners with gender networks and forums across the globe to
benchmark.

• Samaritans Network
Volunteers trained in barefoot counseling listen, empathize, support
and counsel fellow employees and help them cope with life's
challenges, mostly personal in nature. This initiative is a first-of-its-kind
in India and is active on our seven campuses and had positive
outcomes for over 638 employees.
Employee Resource Groups
In many cities around the world, INFOSYS supports groups, meetings
and other opportunities to connect individuals who wish to strengthen
their support network. Employee resource groups (ERGs) help our
people build connections and address issues that are of interest to
them personally.


Their goals are:
• Promote      diversity    through     initiatives  that      focus on
  education, awareness, professional and personal development and
  cross-cultural interactions.
• Foster a means for individuals with similar backgrounds to network
  around similar challenges and opportunities.
• Offer professional direction.
• Support national and local recruiting and retention efforts.
• Build external relationships with diverse businesses.
DIVERSITY @ RANBAXY
• Ranbaxy is an equal opportunity employer and that gets
 reflected in the rich and diverse workforce.

• This diversity provides us the strength to reach out to
 the world and touch the lives of millions of people in
 different parts of the globe.

• Ranbaxy     workforce of around 14000 people is
 represented by 51 nationalities with approximately 26%
 constituting foreign nationals.
The Management Trainee Programme
@ RANBAXY
• This programme aims at developing and nurturing
 young talents identified from premier Management
 Institutes of the country and trains them to excel in their
 respective area of specialization through on-job-
 trainings.

• Both Behavioral and Functional trainings are imparted to
 them.

• They are put into diverse fields of businesses and
 challenging assignments which enables them to be fully
 prepared to tackle any business challenges of tomorrow
 thereby moulding them to be our future leaders.
• Management Trainees are provided with live projects
 which expose them to the various facets of business
 realities.

• Based on their overall performance of the entire training
 period, they are regularized as Managers and
 accommodated into various departments of the
 organization.

• This unfolds the second phase of their journey of learning
 and achievements.
ACCENTURE INDIA’S ‘VAAHINI NETWORK’

The diversity of our people makes Accenture exceptional…
Last Words To Ponder




“When we feel a sense of belonging it is not because
 we are the same as everyone else, but because we
          have been accepted as we are.”
Thank you….

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Diversity management strategies

  • 1. DIVERSITY MANAGEMENT STRATEGIES IN TOP MNC’S IN INDIA Manik Kudyar MBA-HRM 1200712 Central University of Jammu
  • 2. Diversity Defined Diversity is the mosaic of people who bring a variety of backgrounds, styles, perspectives, values and beliefs as assets to the groups and organizations with which they interact.
  • 3. Definitions Diversity… A collective mixture characterized by differences and similarities that are applied in pursuit of organizational objectives. Diversity Management... A comprehensive organizational and managerial process of planning for, organizing, directing, and supporting a collective mixture in a way that adds a measureable difference to organizational performance. Workplace diversity is an asset to any organization when appropriately governed and fully utilized.
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  • 11. Effectively Managing Diversity Anticipating increased employee satisfaction as a direct result of a strategic diversity management plan.
  • 12. Diversity Challenges • How people react to differences. • People respond to differences based on how they have been imprinted given their wide range of influences. • Once individuals realize how their perceptions have been shaped by these influences, awareness begins! • Awareness leads to greater understanding and the start of building a positive environment.
  • 13. INFLUENCES PERCEPTION AWARENESS BUILDING A POSITIVE ENVIRONMENT
  • 14. DIVERSITY DIMENSIONS  Primary (core) Dimension  Secondary Dimension
  • 15. Education Primary Diversity Dimension Work Style Communication Style The primary (core) dimension exerts an important impact on our early stages of socialization – and every Work Family Experience Status stage of life. Age Sexual Orientation Usually people are able to see these Mental/Physical Abilities dimensions (except sexual Gender orientation) and people know these Military things about us before we even Income Ethnicity Experience speak (physical). Race Usually when people are being Geographic Organization stereotyped based on these al Role and Location Level dimensions, they become sensitive about it because it’s usually First Religious something they cannot change or Language Beliefs modify.
  • 16. The Secondary Diversity Education Dimensions Work Style Communication The secondary dimensions also Style share certain characteristics. They are usually more variable in nature, less visible to others around Work Family us, and more variable in degree of Experience Status influence. Age Sexual Orientation We can acquire, discard, or modify Mental/Physical Abilities and therefore people are usually less Gender sensitive about because they have Military Income made a choice on or have the power Ethnicity Experience to change. In addition, we can Race choose to conceal or not disclose information related to this dimension. Organization Geographic al Role and Their power is less constant and Location Level more individualized than the core dimensions because it is easier to First Religious see the connection of these Language Beliefs secondary dimensions and events in someone’s lives.
  • 17. This is who we are! Education Education Education Work Style Style Work Communicatio Communicatio n Style n Style Communicatio Work Style n Style Work Work Family Family Experience ExperienceWork Status Status Family Experience Age Age Age Status Sexual Orientation Sexual Orientation Orientation Sexual Mental/Physical Mental/Physical Mental/Physical Abilities Abilities Abilities Income Income Gender Gender Military Military Income Gender Experience Experience Military Ethnicity Ethnicity Ethnicity Experience Race Race Race Organizationa Organizationa Geographic Geographic l Role and l Role Organizationa and LocationLocation Geographic Level Level l Role and Location Level First First Religious Religious LanguageLanguage First Beliefs Beliefs Religious Language Beliefs Source: E. E. Hubbard, Diversity Management
  • 18. Different Categories of Diversity 1. Workforce Diversity 2. Behavioral Diversity 3. Structural Diversity 4. Business Diversity
  • 19. Categories and Elements of Diversity Workforce Diversity Behavioral Diversity • Gender • Race • Work Styles • Ethnicity • Thinking Styles • Religion • Learning Styles • Sexual Orientation • Communication Styles • Physical Ability • Aspirations • Age • Beliefs/Value Systems • Family Status • Changes in Attitudes • Economic Background & Status • Expectations of Employees • Geographical Background & Status • Market Demographics
  • 20. Categories and Elements of Diversity Structural Diversity Business Diversity • Interactions Across Functions • Expansion and Segmentation • Across Organizational Levels of Customer Markets of Hierarchy • The Diversification of Products • Across Divisions/Colleges and Services Offered • Across Organizations Engaged • Variety of Operating in: Environments: ─ Strategic Alliances ─ which organizations work and compete ─ Cooperative Ventures ─ labor markets ─ community and societal expectations ─ business cultures and norms
  • 21. Strategic Plan Framework PLANNING LEADERSHIP ASSESSMENT STRATEGY • Governance • Willingness to Commit to • Cultural & Climate • Diversity Team Leads • Budget Diversity Principles Assessment • Diversity Advocates • Diversity Management & • Model Desired Attitudes • Determine Management & • Diversity Councils Communication • Model Desired Actions Employee Competence • Create Strategic Diversity Infrastructure • Model Desired Behavior • Return on Investment Plan • Administrative • Communicate Diversity • Metrics (baseline data) • Diversity Vision & Mission Leadership Vision • Personal Diversity Paradigm Statements • Encourage Employee Tool • Reporting Engagement • Demographics • Accountability IMPLEMENTATION OF STRATEGIC TRAINING Continued Assessment PLANS FOR EACH AGENCY • Strengths-based ORGANIZATIONAL IMPACT TALENT ACQUISITION Approach • Reporting Recruiting Plan Hiring Practices • Diversity Management • Exit Interviews Training Turnover Per cost of Recruit • Demographics Promotion • Cultural Awareness • Auditing • RETENTION • Coaching • Promotion and Marketing (PR) Turnover/Attrition • Online Modules • Supplier Relationships Employee Behavior • Highlight Various Cultures Professional Development Absenteeism Succession Planning Mentoring • TRAINING
  • 22. Diversity Best Practices • Leadership commitment • Coaching and mentoring • Early conflict resolution • Flexible work culture • Effective communication and transparency • Continuous learning and career development
  • 23. Leadership Commitment • Communicate and practice commitment to diversity and inclusion often. • Reinforce diverse work and employment practices, including diversity of thought. • Practice constructive conflict management. • Educate the workforce on the business value of diversity and inclusion. • Mentor and coach diverse employees.
  • 24. Career Development • Definition: aligning the needs of the organization with the professional development of its employees. • Diversity & Inclusion should be incorporated in career development, especially in the following areas: • Succession planning • Training and development opportunities • Performance management--ensure evaluations don’t include subtle biases against diverse groups of people
  • 25. How Can Employees Promote Diversity? • Practice positive, constructive work habits in the workplace; work cooperatively towards a common goal. • Contribute to your fullest potential; strive for excellence. • Recognize and respect others and their individuality. • Think before you speak and be sensitive to others.
  • 26. DIVERSITY @ INFOSYS • Infosys was the first Indian IT company to establish an office for diversity and inclusivity. • Our workforce comprises people from 89 nationalities working in 32 countries, with 34.7% women on board and a multi-generational representation. • Talent diversity is the key to propel our business growth engines and sustain momentum.
  • 27. Strategies Used By INFOSYS • Creating Common Ground Highlights and educates employees about the values and cultural ethos. The program employs innovative approaches and communication campaigns channeled through live events, our intranet, our corporate TV channel, mailers and posters. • IGLU Infosys Gay Lesbian employees and You (IGLU) creates a safe and respectful work environment for employees from the LGBT community. Awareness programs and exclusive events are held to create awareness and foster inclusion.
  • 28. • Infyability It creates a sensitive and inclusive workplace for differently-abled employees. Regular accessibility audits are conducted to ensure that our infrastructure is accessible to differently-abled employees. The World Disability Day is celebrated on all our campuses and policies are enhanced/ changed keeping in mind the special needs of differently- abled employees. • IWIN The Infosys Women's Inclusivity Network (IWIN), works towards creating a gender-sensitive and inclusive work environment for women employees and develop them for managerial and leadership roles. IWIN partners with gender networks and forums across the globe to benchmark. • Samaritans Network Volunteers trained in barefoot counseling listen, empathize, support and counsel fellow employees and help them cope with life's challenges, mostly personal in nature. This initiative is a first-of-its-kind in India and is active on our seven campuses and had positive outcomes for over 638 employees.
  • 29. Employee Resource Groups In many cities around the world, INFOSYS supports groups, meetings and other opportunities to connect individuals who wish to strengthen their support network. Employee resource groups (ERGs) help our people build connections and address issues that are of interest to them personally. Their goals are: • Promote diversity through initiatives that focus on education, awareness, professional and personal development and cross-cultural interactions. • Foster a means for individuals with similar backgrounds to network around similar challenges and opportunities. • Offer professional direction. • Support national and local recruiting and retention efforts. • Build external relationships with diverse businesses.
  • 30. DIVERSITY @ RANBAXY • Ranbaxy is an equal opportunity employer and that gets reflected in the rich and diverse workforce. • This diversity provides us the strength to reach out to the world and touch the lives of millions of people in different parts of the globe. • Ranbaxy workforce of around 14000 people is represented by 51 nationalities with approximately 26% constituting foreign nationals.
  • 31. The Management Trainee Programme @ RANBAXY • This programme aims at developing and nurturing young talents identified from premier Management Institutes of the country and trains them to excel in their respective area of specialization through on-job- trainings. • Both Behavioral and Functional trainings are imparted to them. • They are put into diverse fields of businesses and challenging assignments which enables them to be fully prepared to tackle any business challenges of tomorrow thereby moulding them to be our future leaders.
  • 32. • Management Trainees are provided with live projects which expose them to the various facets of business realities. • Based on their overall performance of the entire training period, they are regularized as Managers and accommodated into various departments of the organization. • This unfolds the second phase of their journey of learning and achievements.
  • 33. ACCENTURE INDIA’S ‘VAAHINI NETWORK’ The diversity of our people makes Accenture exceptional…
  • 34. Last Words To Ponder “When we feel a sense of belonging it is not because we are the same as everyone else, but because we have been accepted as we are.”

Editor's Notes

  1. For example: Their first language might influence their communication style; or their education level might influence their role or level within an organization.
  2. Coaching and mentoringTask oriented-relationship orientedShort term- long termPerformance driven-development driven