This document outlines a proposed diversity benchmarking programme. It discusses establishing a common methodology to conduct focus groups across organizations in Europe to share best practices in diversity management. The goals are to develop a pan-European business case on diversity policy, procedures and programmes, identify key organizational development tools to support implementation, and build a knowledge base for future research. A focus group support system is proposed, including a common protocol and training on a Diversity Assessment Tool to structure benchmarking discussions.

1. DIVERSITY PROJECT
Action Research Programme
Diversity Management Learning Process
DIVERSITY BENCHMARKING PROGRAMME
Javier Armaolea
VICEPRESIDENT
(Diversity) ETDF

2. ETDF / VICEPRESIDENCY OF DIVERSITY
• DIVERSITY RESEARCH: Proposal for discussion
 Context in EU
 Diversity Management Initiatives: outlook
 Main issues to implement a successful diversity management in the
organizations
• DIVERSITY RESEARCH: Goals and main steps
 ABSTRACT
 OBJECTIVES
 METHODOLOGY FOR RESEARCH: Focus Group
 FOCUS GROUP SUPPORT SYSTEM
1. Develop a common protocol to conduct Focus Groups
2. Training on the use of the Protocol Assessment Tool

3. Context in EU
All European countries have undergone (and still are) dramatic
EU situation change in the profiles of their populations and this affects the
kind of people we employ, train and develop in our
organizations: both private and public.
Increasing number of women are entering the labour market and
Diverse becoming entrepreneurs.
Migration has led to a multicultural and multiethnic population
workforce across Europe.
People with special needs and disabilities are challenging
stereotypes.
The average age of the workforce is increasing; there are fewer
younger people in the workforce than older people.
Emerging new family groups (made up by single parents,
homosexual couples, etc) are challenging policy making in every
sector.
But having a diverse workforce does not automatically translate
Managing into positive benefits. Diversity must be effectively MANAGED to
reap the diversity “dividend”.
Diversity

4. Diversity Management Initiatives
Mainstream knowledge and research states that diversity management
implementation may lead to obtain benefits to the organizations such as:
 Attracting, recruiting and retaining people from a wide “talent”
Diversity base.
 Reducing the costs of labour turnover and absenteeism.
Management  Contributing to employee flexibility and responsiveness.
 Building employee commitment, morale and “discretionary effort”.
Initiatives: Managing better the impact of globalisation and technological
change
outlook  Enhancing creativity and innovation.
 Improving knowledge of how to operate in different cultures.
Improving the understanding of the needs of current customers or
clients.
 Assisting in the development of new products, services and
marketing strategies.
 Enhancing the organisation’s reputation and image with external
stakeholders.
 Creating opportunities for disadvantaged groups and building
social cohesion….

5. Main issues to implement a successful diversity management
in the organizations
Some of
A) How to help the biggest
B) How to tackle issues
organizations to develop not issues that such as information
only policies and procedures emerge gathering and attitude
from the
but sound implementation last body modifications that may stop
tools and recommedations. of findings is successful implementation.
twofold:
We believe that organizational development initiatives such as
policy making, training and development may support
organizations to tackle the above issues.
ETDF represents a unique framework
where a DIVERSITY MANAGEMENT PROJECT
may take place.

6. ABSTRACT
Through a Policies,
Policies
Key organizations
Pan-european procedures,
procedures
that are championing
field study we in terms implementation
the topic around
propose to of programs derived from
Europe.
gather and
BEST PRACTICES recomendations
Aiming to have Pan European
research programme, every
At the moment, this project country member should use
coordination is under both The project will be the same METHODOLOGY.
structured as to Neverthless
allow different levels
of involvement from specific cultural and legal
ETDF member contexts may have
The Vice presidency
organization assuring different meanings in
of ETDF
also a minimum each country. As a
(Armaolea-AEDIPE)
requirement of as to consequence further
and ETDF Board
participate in the topics could be added in
Member
study. order to benefit each
(González-AIF)….
Association interest.

7. OBJECTIVES
 Develop a sound Pan European business case on diversity
management in terms of policy making , procedures and programs.
 Identify and develop some Key Organizational Development Tools
(training and development) that may accompany the implementation
of a sound diversity management program
 Build a knowledge base from which to derive new research
subjects such as a diversity management wider survey, develop a
diversity management competence model, an ad hoc diversity
management certification quality system, etc.

8. METHODOLOGY FOR RESEARCH: Focus Group
To be conducted by each ETDF Association
Reasons of this methodology selection
 Involves organised discussion among the organizations participants to
gain information about their views and experiences of a topic and is suited
for obtaining several perspectives about the same topic.
 Its main purpose to draw upon respondents´ attitudes, feelings, beliefs,
experiences and reactions.
 It elicits a multiplicity of views and emotional processes within a group
context.
 And it enables (the focus group leader) to gain a larger amount of
information in a shorter period of time.

9. Focus Group support system
1. Develop a common protocol to conduct Focus Group
All EDTF members will contribute to the development of the protocol.
THE GOAL Its structure will combine
The Diversity an overall strategic vision of
l Management diversity within the
wil
This me Assessment tool organisation; as well as a
The goal is bec
o
more detailed breakdown of
to have
processes and operational
a “common “
concerns.
framework for
a “conversation”
conversation
between
organizations The Diversity Management Assessment Tool will set a context
and individuals within which effective benchmarking will take place. A
specific set of minimum requirement items will be identified
in the protocol which must be addressed by each
participating ETDF member association.
In turn, each ETDF association member may
include new items in the protocol as to address
unique needs

10. Focus Group support system
2. Training on the use of the Protocol Assessment Tool
This responsible for training
will
Each nominate A local coordinator of the person will people in each country
be locally
participating research (local referent) who who will conduct Focus
country will be originally trained to the Groups in each
DIVERSITY ASSESSMENT TOOL.
organization.
A ONE-DAY INTRODUCTORY WORKSHOP designed to provide further information
on the background and development of the project as well as initial training in the
use of the Diversity Assessment Tool. This will be designed by the Coordination
Team and will be delivered on one session to all ETDF member association. This
workshop will also include topics such as how to record “evidence” across all the
Main facilitation process and activity areas identified in the Diversity Assessment Tool. This would
activities help to identify a number of key pieces of material to facilitate the benchmarking
to be designed process.
and implemented
are:
A CLOSING ONE DAY WORKSHOP where national representatives report findings to
Pan European group. This second meeting is aimed to prepare a report for
circulation to ETDF members. It will synthesize findings and draw recommendations
Note: Each ETDF member association will decide the local
implementation campaign method.