Diversity management

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Diversity management

  1. 1. Diversity Management at workplace
  2. 2. What do you know about diversity ? <ul><li>Women who work full time now make almost as much as their male counterparts </li></ul><ul><li>Increasing the number of old aged employees </li></ul><ul><li>Foreign employees are represented at all levels of management </li></ul><ul><li>Few people hold biases and stereotypes about employees Flexible work arrangement </li></ul>
  3. 3. What do you need to know? <ul><li>As a leader in diverse work place, the most important knowledge you can gain is how to build multi-cultural skills. </li></ul><ul><li>What skills do you need? </li></ul><ul><li>You need those skills that will provide the basis for building productive relationship with all type of people skills for creating a work environment that provide challenge and support for people from all cultural backgrounds </li></ul>
  4. 4. Employees background Diverse society Individual Employee Women Men Disable Married Older Minority
  5. 5. Multicultural skill building <ul><li>Become aware of culture impact </li></ul><ul><li>Learn about own culture’s values ,ways </li></ul><ul><li>Recognise own cultural biases </li></ul><ul><li>Learn about other culture’s values,ways </li></ul><ul><li>Build interaction skills </li></ul>
  6. 6. How can I promote collaboration <ul><li>If you want to be a leader in your organization develop the people skills that will enable you to promote collaboration, synergy among people. These skills will help you lead people beyond prejudice and discrimination towards profitable way of working together. </li></ul>
  7. 7. Adopt seven leadership strategies <ul><li>Promote tolerance </li></ul><ul><li>Be a role model of respect and appreciation </li></ul><ul><li>Value empathy </li></ul><ul><li>Promote trust & good will </li></ul><ul><li>Encourage collaboration </li></ul><ul><li>Work towards synthesis </li></ul><ul><li>Create synergy </li></ul>
  8. 8. Advantages of managing diversity well <ul><li>Attracting and retaining the best available human talents </li></ul><ul><li>Increasing organization flexibility </li></ul><ul><li>Gaining and keeping greater market share, locally and globally </li></ul><ul><li>Reduce cost </li></ul><ul><li>Improving the quality of management </li></ul><ul><li>Cont. </li></ul>
  9. 9. Conti. <ul><li>Creating and innovating more powerfully </li></ul><ul><li>Solving problems more effectively </li></ul><ul><li>Increasing productivity </li></ul><ul><li>Contributing to social responsibility </li></ul><ul><li>Increase profits </li></ul>
  10. 10. How does discrimination affect employees? <ul><li>Recruitment practices </li></ul><ul><li>Screening practices </li></ul><ul><li>Terms and conditions of employment </li></ul><ul><li>Tracking and job segregation </li></ul><ul><li>Performance evaluation </li></ul><ul><li>Training and development decisions </li></ul><ul><li>Conti. </li></ul>
  11. 11. Contn. <ul><li>Promotion practices </li></ul><ul><li>Glass ceiling barriers </li></ul><ul><li>Diverse standards </li></ul><ul><li>Layoff, discharge and practices </li></ul><ul><li>Career alternatives </li></ul>
  12. 12. Equal Opportunity <ul><li>Don’t permit direct or indirect discrimination against any employee on the ground of race, national, sex </li></ul><ul><li>,sexual orientation, disability ,religion, marital states or age. </li></ul><ul><li>Ensure that equal opportunity principles are applied in all its HR polices in particular- recruitment,T&D & Promotions </li></ul>
  13. 13. Common belief of Male Female differences <ul><li>MALE </li></ul><ul><li>Aggressive ,Strong, proud, Confident ,Independent ,Courageous ,Disorganized and Ambitious </li></ul><ul><li>FEMALE </li></ul><ul><li>Emotional,Talkative,Sensitive,Affectionate,Manipulative(say men) creative (say women)Moody,Patient,Romantic,Cautious,Thrifty </li></ul>
  14. 14. Gender Barriers <ul><li>Barriers to career success that are often related to gender issues includes, </li></ul><ul><li>Lack of career planning </li></ul><ul><li>Pay inequity </li></ul><ul><li>Glass ceiling issues </li></ul><ul><li>Lack of proper training </li></ul><ul><li>Communication blocks, </li></ul><ul><li>Unequal relationships, ,sexual harassment Career family conflicts and Gender stereotyping </li></ul>
  15. 15. Sexual harassment <ul><li>Sexual harassment will not tolerated </li></ul><ul><li>Employees subjected to SH be given advice, support and counseling </li></ul><ul><li>Try to resolve the problem informally </li></ul><ul><li>A special process will be available for hearing complaints about sexual harassment </li></ul><ul><li>Handled due respect for rights of both </li></ul><ul><li>SH is regarded as gross industrial misconduct </li></ul>
  16. 16. Breaking through gender barriers <ul><li>Support career planning </li></ul><ul><li>End pay inequity </li></ul><ul><li>Break the glass Ceiling </li></ul><ul><li>Give Training </li></ul><ul><li>Bride the communication gap </li></ul><ul><li>Value equal relationship </li></ul><ul><li>End gender stereotypes </li></ul>
  17. 17. Persons with Disabilities <ul><li>The definition of a person with a disability is any one with a physical impairment that limits the range of tasks he or she can accomplish </li></ul><ul><li>Employees with disability tend to have better records of punctuality ,attendance and turnover, but they are less productive than other employees . </li></ul><ul><li>CONT. </li></ul>
  18. 18. Contn. <ul><li>Society has always attempted to rehabilitate and integrate them </li></ul><ul><li>Persons with disabilities can become independent and productive </li></ul><ul><li>Few persons with disability are employed </li></ul><ul><li>Employers have to make special accommodation for disable </li></ul><ul><li>They must provide a medical history to potential employees </li></ul>
  19. 19. Older Employees <ul><li>Older workers are no more forgetful than younger ones. </li></ul><ul><li>Older workers have more difficulty adapting to change. </li></ul><ul><li>Older workers are prone to frequent absences because of age-related conditions and illnesses. </li></ul><ul><li>Older workers have fewer work accidents than young workers. </li></ul><ul><li>Extensive training for older workers doesn’t pay off because they don’t learn as well and they’ll retire soon any way. </li></ul><ul><li>They have more job security and higher pay than younger ones. </li></ul><ul><li>Work who retire before age 65 tend to live longer than those who don’t. </li></ul>
  20. 20. Generation at work <ul><li>For the first time in history, four generations are at work, which presents some interesting challenges </li></ul><ul><li>Veterans (born before 1946). </li></ul><ul><li>Baby Boomers(1946-1964) </li></ul><ul><li>3.Generation X (1965-1977) </li></ul><ul><li>4. Millennials (1978-1990) </li></ul>
  21. 21. Veterans <ul><li>They expect to build a career with one employer or perhaps in a single field number of employers. Smart organizations are asking veterans to stay or return to work as trainers or recruiters, where they are able to share their experiences and leave a legacy. </li></ul><ul><li>Some positives are </li></ul><ul><li>Dependable, detail-oriented, thorough, loyal, hard working. </li></ul><ul><li>Some challenges, </li></ul><ul><li>Don’t like ambiguity or change, reluctant to “make waves.”, adverse conflict, don’t like to discuss feelings. </li></ul>
  22. 22. Baby Boomers <ul><li>They have always wanted to excel in their careers, and many have already reach the point of considering what to do with the rest of their lives. Smart organizations are looking for projects that will engage Boomers so their intellectual capital doesn’t walk out the door. </li></ul><ul><li>Some positives, </li></ul><ul><li>Optimistic, driven ,Go the extra mile, Team players ,want to please others, good at building relationship. </li></ul><ul><li>Some challenges, </li></ul><ul><li>Self-centered, Judgmental, Averse to conflict. </li></ul>
  23. 23. Generation X <ul><li>They are the dominant force in today’s business environment. Their approach to work is fundamentally different from that of their seniors because many in this generation were “latchkey kids” and learned self-reliance at an early age. Therefore, they will not tolerate being micromanaged, and they need to give and receive frequent feedback. They saw their parents go through downsizings and layoffs, so they don’t put much trust in organizational loyalty or job security. </li></ul><ul><li>Some positives, </li></ul><ul><li>Adaptable, tech-savvy, self- reliant, not intimidated by authority, creative, informal, pragmatic </li></ul>
  24. 24. <ul><li>Some Challenges, </li></ul><ul><li>Impatient, lack of skills,cynical,consider work &quot;just a job”. </li></ul>
  25. 25. Millennial <ul><li>They have heard from an early age that they need to build portfolios to get into the right college to land the right job. They are used to doing many things at once and are so technologically savvy that their family and friends used them as tech support ;Millennial must be “Connected&quot; at all times. They will probably have several careers in very different fields ,so retaining this generation will be a challenge for employers, but ,if their organization offer development opportunities ,they may stay a little longer. This generation iis the most socially conscious of any sins the 1960s. </li></ul><ul><li>Some positives </li></ul><ul><li>Like Structure , Optimistic ,Self-confindence,Goal- Oriented,Inclusive,Multi-Taskers,Tech-Savvy </li></ul>
  26. 26. <ul><li>Some Challenges, </li></ul><ul><li>Need Structure,Inexperienced,Need Constant feedback, Entitlement mentality </li></ul>
  27. 27. Is this sexual harassment? <ul><li>A male supervisor occasionally compliments his young assistant with remarks such as “ you ought to wear short skirts more often” and “sit and talk to me little longer ;I am enjoying the view” </li></ul>
  28. 28. <ul><li>A male journalist willingly enters into love affair with his female supervising editor .She has always rated his work performance as excellent. After a few months he break off the affair.At the next performance review ,he received a less than satisfactory rating from her. </li></ul>
  29. 29. Thank You

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