This document discusses the benefits of cultural diversity in the hospitality industry. It outlines three main benefits: 1) attracting a broad range of talent which increases the chances of hiring excellent employees, 2) promoting a positive organizational culture by rewarding employees based on merit rather than attributes, and 3) improving talent retention and reducing turnover by creating a welcoming workplace. It also provides tips for cultivating a culture of diversity, such as acknowledging differences, seeking mentors, and encouraging implicit bias training. The overall message is that bolstering workplace diversity requires continuous effort but yields measurable long-term benefits to business strength.
One of the important objective of any manager is
“Building maintaining and creating a feeling of togetherness among group members so that they become capable of accomplishing things that individuals can not accomplish a lone”
Diversity and Inclusion are fundamental to our culture and core values, fostering an innovative, collaborative and high-energy work environment. By embracing an inclusive culture that supports diverse talent, our people collaborate successfully and enable Tatva Leadership to compete effectively in the global marketplace.
Essay on diversity in the workplace - aiu(final)Donasian Mbonea
The world’s increasing globalization requires more interac¬tion among people from diverse backgrounds. People no longer live and work in an insular environment; they are now part of a worldwide economy competing within a global framework. For this reason, profit and non-profit organizations need to become more diversified to remain competitive. Maximizing and capitalizing on workplace diversity is an important issue for management (Betchoo, 2015)
Supervisors and managers need to recognize the ways in which the workplace is changing and evolving. Managing diversity is a significant organizational challenge, so mana¬gerial skills must adapt to accommodate a multicultural work environment. (Agarwala, 2010)
It is a known fact that diversity is gaining more importance nowadays than ever before given that the world better accommodates people with differences since it has transformed into a global village, a term that looked distant in the past but looks more apparent today than ever before. This calls for acceptance of differences which are, in essence, the elements of diversity. Traditionally, diversity could mainly focus on gender, age and ethnicity issues but there are new concepts like HIV/AIDS workers, dual – career couples, mobile workers that have become part of the workplace and have their role to play in the society (Betchoo, 2015).
Then comes the foreign employee. There are two trends that are identifiable. Firstly, people from the developing world moved in large numbers to rich countries that were their former colonists. Secondly, top executives are moving to developing nations to sell their managerial expertise. Foreign employees might also invoke the issue of cultural diversity and tolerance. Acceptance of diversity also covers the issue of race relations which are easy tough to manage despite struggles won in many parts of the world.
Workplace diversity exists when companies hire employees from various backgrounds and experiences. Many companies see workplace diversity as an investment toward building a better business. Although workplace diversity provides many benefits, it also poses many challenges to employees and managers. To reap the benefits of workplace diversity, employees and managers must understand the challenges and know how to effectively deal with them.
The essay explore the meaning of diversity as a concept, managing diversity, a model for diversity, HRM in workplace diversity, tools for managing diversity, benefits of diversity in the workplace, challenges of diversity in the workplace, strategies for managing diverse workforce, Literature review on managing workplace diversity as well as reviewing one case study on the topic.
Diversity Management Training In PowerPoint presentation for professionals, Students or want to get related knowledge about the Diversity & other issue normally take place at work.
Join the discussion to better understand WHAT Diversity and Inclusion looks like through the lens of our changing world… WHY this is important to your business… and HOW to recognize, value, and leverage the different perspectives and backgrounds of your team.
A diverse AND inclusive work environment drives engagement, which leads to high performance and increased business results. Join Jennifer for an open discussion on understanding how and why diversity and inclusion are business imperatives in today’s rapidly changing world.
See the entire presentation: https://youtu.be/XksSSH38tK0
Company Culture is your company’s personality. It is the shared beliefs, values and practices that make up your company and the unique way everybody at the company sees the rest of the world.A properly implemented company culture is necessary to help companies develop a well-defined market position.
One of the important objective of any manager is
“Building maintaining and creating a feeling of togetherness among group members so that they become capable of accomplishing things that individuals can not accomplish a lone”
Diversity and Inclusion are fundamental to our culture and core values, fostering an innovative, collaborative and high-energy work environment. By embracing an inclusive culture that supports diverse talent, our people collaborate successfully and enable Tatva Leadership to compete effectively in the global marketplace.
Essay on diversity in the workplace - aiu(final)Donasian Mbonea
The world’s increasing globalization requires more interac¬tion among people from diverse backgrounds. People no longer live and work in an insular environment; they are now part of a worldwide economy competing within a global framework. For this reason, profit and non-profit organizations need to become more diversified to remain competitive. Maximizing and capitalizing on workplace diversity is an important issue for management (Betchoo, 2015)
Supervisors and managers need to recognize the ways in which the workplace is changing and evolving. Managing diversity is a significant organizational challenge, so mana¬gerial skills must adapt to accommodate a multicultural work environment. (Agarwala, 2010)
It is a known fact that diversity is gaining more importance nowadays than ever before given that the world better accommodates people with differences since it has transformed into a global village, a term that looked distant in the past but looks more apparent today than ever before. This calls for acceptance of differences which are, in essence, the elements of diversity. Traditionally, diversity could mainly focus on gender, age and ethnicity issues but there are new concepts like HIV/AIDS workers, dual – career couples, mobile workers that have become part of the workplace and have their role to play in the society (Betchoo, 2015).
Then comes the foreign employee. There are two trends that are identifiable. Firstly, people from the developing world moved in large numbers to rich countries that were their former colonists. Secondly, top executives are moving to developing nations to sell their managerial expertise. Foreign employees might also invoke the issue of cultural diversity and tolerance. Acceptance of diversity also covers the issue of race relations which are easy tough to manage despite struggles won in many parts of the world.
Workplace diversity exists when companies hire employees from various backgrounds and experiences. Many companies see workplace diversity as an investment toward building a better business. Although workplace diversity provides many benefits, it also poses many challenges to employees and managers. To reap the benefits of workplace diversity, employees and managers must understand the challenges and know how to effectively deal with them.
The essay explore the meaning of diversity as a concept, managing diversity, a model for diversity, HRM in workplace diversity, tools for managing diversity, benefits of diversity in the workplace, challenges of diversity in the workplace, strategies for managing diverse workforce, Literature review on managing workplace diversity as well as reviewing one case study on the topic.
Diversity Management Training In PowerPoint presentation for professionals, Students or want to get related knowledge about the Diversity & other issue normally take place at work.
Join the discussion to better understand WHAT Diversity and Inclusion looks like through the lens of our changing world… WHY this is important to your business… and HOW to recognize, value, and leverage the different perspectives and backgrounds of your team.
A diverse AND inclusive work environment drives engagement, which leads to high performance and increased business results. Join Jennifer for an open discussion on understanding how and why diversity and inclusion are business imperatives in today’s rapidly changing world.
See the entire presentation: https://youtu.be/XksSSH38tK0
Company Culture is your company’s personality. It is the shared beliefs, values and practices that make up your company and the unique way everybody at the company sees the rest of the world.A properly implemented company culture is necessary to help companies develop a well-defined market position.
Diversity & Inclusion- Lets Not make it Another Empty PhraseGladys Carrillo, MPA
Did you know that diverse and inclusive teams make better business decisions? Well, if you didn't, now you do! Furthermore, studies show that the decisions made and executed by diverse teams deliver 60% better results.
So if you're not only looking for ways to capitalize on diversity in the workplace, but also a ways to show that honoring diversity is a foundational value for your organization, I invite you to read on. In this article I share a few steps to ensure inclusion success in the workplace.
“I think she’ll fit well into our company.”
“His experience was stellar, but he just wouldn’t be a good fit.”
These phrases are frequently used to describe candidates and whether they will – or won’t – “fit” into an organization’s culture. But what does culture fit really mean? Is there a better way to determine how well a candidate will fit than simply having a good feeling about whether they’ll mesh well? And, how do goals of hiring for culture fit complement—or conflict— with other goals such as diversity or hiring for skills?
This article will explore these questions and provide qbest practices.
Follow these top tips to get your company culture headed in the right direction. For more check out the Benefits Blog: http://austinbenefits.com/getting-started-company-culture-infographic/
Techniques for Managing a Diverse TeamManaging a diverse teamT.docxmattinsonjanel
Techniques for Managing a Diverse Team
Managing a diverse team
Think about a great manager who's really motivated you in the past. What comes to mind? Many people describe such managers as fair, respectful, encouraging, objective, clear, and good listeners. The key in a diverse work environment is to be this way with everyone, and not only with the employees you feel comfortable with. Managing a diverse team requires a commitment to demonstrate these kinds of behaviors with everyone on the team.
The more you can really connect with each of your team members, the more you'll be able to create a highly productive environment. Once you've established your initial approach to managing diversity by building diversity awareness in yourself and your team, you need to use different techniques to maintain the approach. The techniques for managing a diverse team are to communicate inclusively, consider individual needs, delegate fairly, and evaluate objectively.
Communicating inclusively
The first technique, communicating inclusively, means being careful that your language doesn't make anyone feel marginalized. All team members should feel comfortable and know their contributions matter. And listening is one of the most important communication skills. Listen actively to what team members have to say to be sure you understand what they're trying to communicate. You also have to be clear when you communicate. Especially in diverse environments, you need to check to make sure all team members understand you.
In addition to listening well and being clear, to communicate inclusively you can use two specific techniques:
1. be open – share all appropriate information, recognize and accept differences, change, and new ways of doing things, and respond honestly
2. use inclusive language – call people by their preferred names, avoid stereotypes, and avoid using metaphors that may exclude someone
Do you know the background of each of your team members? Demonstrating an open and flexible mind is easier when you know who you're communicating with. Remember that communication is a two-way process, and every team member has had experiences that have shaped their views, opinions, and biases. You also have opinions and biases. So you'll need to adjust your language in a way that helps all your employees feel like part of the communication process, especially when they come from backgrounds different from your own.
Because language is powerful, you need to be careful you don't use language that makes others feel excluded. Inclusive language is nonsexist and nonracist. Some people think using "politically correct" phrasing is a trivial matter, but words can shape people's realities. Not many little girls grow up wanting to be a "chairman." But children of either gender can see themselves as a "chairperson."
You can use more inclusive language in several different areas:
· gender – Avoid gender-specific pronouns, and don't use language that suggests human beings only come ...
9 things you need to do to build your dream teamNaomi Simson
Whether it is on a sporting field, in your office or at a pub trivia
night, we all know a dream team when we see one. They share
certain unmistakable qualities that have the power to make
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Hiring for Cultural Fit: How to Create A Happier, More Loyal WorkforceOnPoint Consulting
In this webinar, OnPoint Consulting Managing Partner Darleen DeRosa will guide hiring managers through the art of assessing employees for cultural fit—that intangible factor that often determines whether they’ll stay for the long haul or move on after six months.
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Everyone, from management to the workforce, agrees that a strong and united culture is key to the success of the business. It is the mindset and beliefs that guide workplace behavior and decision-making in the company.
Whatever culture the leader wishes to cultivate has to become part of everyday business. It should be evident in every aspect of the business and every decision, no matter the department. As a leader, you make those working with you stronger when you use your power to make them more confident.
The transformation of the resourcing program at House of Fraser in under a year
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Workplace diversity: benefits and challengesSarie Leroy
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Reflections developed from reading Lenny Ravich's "A Funny Thing Happened on the Way to Enlightenment". Notes for both individuals as well as HR teams.
Roti Bank Hyderabad: A Beacon of Hope and NourishmentRoti Bank
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Ang Chong Yi Navigating Singaporean Flavors: A Journey from Cultural Heritage...Ang Chong Yi
In the heart of Singapore, where tradition meets modernity, He embarks on a culinary adventure that transcends borders. His mission? Ang Chong Yi Exploring the Cultural Heritage and Identity in Singaporean Cuisine. To explore the rich tapestry of flavours that define Singaporean cuisine while embracing innovative plant-based approaches. Join us as we follow his footsteps through bustling markets, hidden hawker stalls, and vibrant street corners.
At Taste Of Middle East, we believe that food is not just about satisfying hunger, it's about experiencing different cultures and traditions. Our restaurant concept is based on selecting famous dishes from Iran, Turkey, Afghanistan, and other Arabic countries to give our customers an authentic taste of the Middle East
2. Attracting a broad range of talent
Attracting talent from a broad range of candidates gives you the best
chance of hiring stellar employees.
Limiting your talent pool by shortlisting from a specific group of people
isn’t a great strategy for finding the best and brightest. Look at it another
way: in nature, a species has the best chance of survival when it has diverse
genetic interplay going on. At the end of the day, your business is much
the same.
3. Positive organizational culture
A diverse workforce allows for positive organizational culture. Illustrating that
hard work, initiative and out-of-the-box thinking will be rewarded regardless
of race, creed or sexual orientation promotes good morale, and good morale
always pays dividends. What’s more, the higher level of psychological
engagement from motivated staff feeds on itself and builds momentum over
time
4. Talent retention and attrition reduction
A welcoming workplace encourages employee loyalty, which can help you
retain talent and cut turnover down. You’re no doubt aware that turnover
can be a business killer. Indeed, if you aren’t careful, turnover can become
one of your main expenditures, and it is especially damaging over time.
By promoting diversity, you can build a stronger corporate culture that will
encourage team members to stay when they might otherwise leave.
Imagine for a moment that an employee gets an offer from another
company for a higher salary. If the other company has a dubious corporate
culture relative to yours, you may stand a chance of retaining the
employee
5. How to cultivate culture diversity
Question yourself. When hiring, firing or promoting, ask yourself if you
would be making the same decision if the person’s cultural background
were the opposite of what it is.
Acknowledge differences. People are different from one another, and
there’s nothing wrong with that. Don’t shy away from these differences,
and keep in mind that part of acknowledging diversity is acknowledging
different personalities and managing styles.
Seek out mentors for your staff. If you have underrepresented staff,
connect them with a mentor of similar background, ideally within your own
organization. Doing so can increase their confidence.
6. Practice being blind. When considering personnel for department head
positions, practice looking at credentials alone. Then, if two or more
candidates appear equally qualified, it may make sense to make the choice
that promotes diversity. You’ve covered your bases and criticism that you
made the choice for the sake of diversity will be invalid
7. Consider Implicit Bias Training. This training helps staff recognize and acknowledge
when their decision making is influenced by cultural and often unconscious biases.
Offering implicit bias training to your entire staff can result in measurable benefits.
Encourage your executive team to perform self-evaluations. Ask your leaders to check
their social networks. Are most of their connections their own race, age, sex or creed?
This exercise can help staff recognize areas in which they can be more inclusive.
Recognize the value of multiple perspectives. A diverse staff gives you access to a wide
array of perspectives. Use this to your advantage
8. Bolstering your workplace diversity can yield measurable benefits, but you have to work for
it.
The hospitality industry tends toward inherent diversity, but don’t let this lull you into
complacency. There’s always room for improvement and remember: this is a long term
investment. You won’t see returns right away. But if you stick with it, your business will be
stronger and more robust
