2. MANAGING CULTURAL DIVERSITY
• Cultural diversity means having a variety or a melange of human
societies or cultures in a specific region, or in this context, in a
workplace
• Each culture behaves in a way significant or in a way that denotes or
identifies its presence
• All cultures have slightly different ways of operating, from ways of
eating and drinking to ideas on meeting protocol and how to shake
a colleague's hand.
3. • Knowing how to deal with diversity is the key to a happy and
cohesive workforce.
• Developing cultural competence results in an ability to
• understand,
• communicate
• effectively interact with people across cultures
• work with varying cultural beliefs and schedules.
4. REASONS FOR MANAGING CULTURAL DIVERSITY
• Key to build international business success
• Help build international competencies
• Recognize differences among people
• Avoiding cultural conflicts
• Acquire the best talents irrespective of their cultural backgrounds
• Effective performance
6. COMPONENTS OF A SUCCESSFUL DIVERSITY
PROGRAM
• Proper training
• Executive level commitment
• Diversity council
• Accountability
• Evaluation and Measuring
7. ESSENTIALS FOR MANAGING WORKPLACE
DIVERSITY
• Communication
• Team building
• Time and QWL
• Right Environment
• Fairness
• Company policies and Rules
8. STRATEGIES
• Gain senior leadership commitment
• Engage employees in the process
• Support local/community diversity groups
• Provide diversity training , not as the destination but as
part of the journey
• Promote open communication and dialogue
10. PROCESS
• Identifying what the current culture is and how it can be improved
• Implementing a coordinated ongoing effort
• Making a personal commitment
• Practicing what is being preached
11. MEASURES
TRADITIONAL
• EEO & AAP metrics (only in USA)
• Employee attitude surveys
• Cultural audits
• Focus groups
• Customer surveys
• Management & Employee evaluations
13. BENEFITS
• Increased adaptability
• Broader service range
• Variety of viewpoints
• More effective execution
• Better Performance
• Improved staff well being
• Lower risk of discrimination and harassment
14. • More creative and innovative thinking
• Improved morale
• Global Impact
• Community Relationships
• Helps create a pool of talent
• Other benefits
15. CAVEATS
• Diverse Experience
• Communication Issues
• Integration Issues
• No growth for the business and the employee
• Cultural Resistance
• Discrimination
16. • Increased Costs
• Civic Disengagement
• Work place issues
• Negative image
• Increased Hostility
17. • “The Real Thing”-Coca-Cola Agrees to Pay $192.5 Million and make
HR Policy Changes to settle suit (Race),
• California Bakery Workers Awarded $120 Million on Race Bias
Claims
• First Union Bank Corp. agreed to pay $58.5 million to 239
employees at two banks it acquired in 1992-93 – age discrimination
and based on color
• Texas University had to cough up $ 50 million as out of court
settlement for discriminating an Asian Professor as against an
American Professor for promotions and other benefits
