This document discusses diversity and managing diversity in the workplace. It begins by defining diversity and providing examples of diverse attributes such as age, gender, religion, and disability. It then addresses challenges of diversity like biases, barriers, and stereotyping. The document emphasizes that managing diversity creates business benefits such as access to a wider talent pool, better decision-making, and improved productivity and morale. It provides tips for effective diversity management, including promoting awareness, fostering open communication, implementing fair policies, and ongoing diversity training. The overall message is that a diverse and inclusive workforce reflects the changing world and strengthens an organization.
This presentation expands the notion of diversity far beyond racial and gender stereotypes to help viewers value the differences that everyone brings to the organization.
Shifting the Paradigm of Diversity and InclusionMegan Denhardt
An inclusive workforce boosts organizational effectiveness by lifting morale, strengthening access to new markets, and increasing productivity. Before organizations can reap these benefits, they must grow beyond simply increasing the number of affinity groups represented. Develop a better understanding of the relationship between diversity and disparities and how they affect your organization. Discover what it means to have a truly inclusive workplace and walk away with ideas and strategies you can use to reshape your organization by unleashing the power of diversity management.
Frederick Hobby, president, Institute for Diversity in Health Management
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.
I had the opportunity to take a course on Human Relations. One of the many issues we discussed was Equal Opportunity and diversity in the workplace. This presentation sums up many of the concerns, issues, and laws on diversity in the workplace and equal opportunity.
Using data-driven insight, Paul O’Shea, Head of Consulting, will explore diversity performance among organizations today, analyze changes in what the future diverse talent pipeline look for in employers, and address the rising importance of a diverse workforce culture as a leading employer today.
This presentation expands the notion of diversity far beyond racial and gender stereotypes to help viewers value the differences that everyone brings to the organization.
Shifting the Paradigm of Diversity and InclusionMegan Denhardt
An inclusive workforce boosts organizational effectiveness by lifting morale, strengthening access to new markets, and increasing productivity. Before organizations can reap these benefits, they must grow beyond simply increasing the number of affinity groups represented. Develop a better understanding of the relationship between diversity and disparities and how they affect your organization. Discover what it means to have a truly inclusive workplace and walk away with ideas and strategies you can use to reshape your organization by unleashing the power of diversity management.
Frederick Hobby, president, Institute for Diversity in Health Management
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.
I had the opportunity to take a course on Human Relations. One of the many issues we discussed was Equal Opportunity and diversity in the workplace. This presentation sums up many of the concerns, issues, and laws on diversity in the workplace and equal opportunity.
Using data-driven insight, Paul O’Shea, Head of Consulting, will explore diversity performance among organizations today, analyze changes in what the future diverse talent pipeline look for in employers, and address the rising importance of a diverse workforce culture as a leading employer today.
Developing Multicultural Leadership delivers information about the changing American workforce. It highlights different aspects of culture with a focus on corporate culture. Tips are given for developing global etiquette and developing multicultural leadership
Managing cultural diversity in an effective way can lead to a range of benefits. It allows you to enhance the synergy of a workforce and provide a sustainable competitive advantage in the market place.
ReadySetPresent (DiversityPowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Recognizing the unique characteristics of each individual creates a more interesting, stimulating and valuable workplace for everyone. Diversity PowerPoint Presentation Content slides include topics such as: the various aspects of diversity, 5 slides on understanding diversity, 4 examples of innovative diversity programs, 4 types of workforce benefits, 6 key goals of diversified corporations, 20+ slides on diversity in business and how to efficiently manage your workforce, 8 leadership characteristics important to tackling diversity, 4 slides on enacting change, 4 examples on how to reword an issue, promoting safe communication outlets, the 4 areas impacted by diversity management, 8 slides on how to: recruit, retain, benchmark, train and communicate, 5 slides on the 3 stages of workforce demographic change, measuring productivity and investment potential, 6 slides on the 5 step process of organizational change, 6 slides on catering to your consumer market, 3 common methods of risk diversification, 12 slides on methods and programs organizations can use to diversify, and more!
Discuss the primary impact of diversity on organizationsSolution.pdfaksharatelicom
Discuss the primary impact of diversity on organizations
Solution
Ans:
A DEFINITION OF DIVERSITY
Diversity is the presence of people from a wide range of backgrounds and possessing different
traits. Differences in age, race, ethnic origin, culture, physical abilities, religion and sexual
orientation are just some possible contributors to diversity. Though generally regarded as a good
thing for a workplace, diversity poses significant challenges for company leaders.
Primary Dimensions
The inner circle shows the primary dimensions of diversity -
those that are fundamental to a persons\' self-concept or core self. These dimensions, though not
necessarily visible,are unchangeable in that they are not a matter of choice. They form the basis
on which people make instantaneous judgments about one another, often through the process of
stereotyping.
Diversity Management
Diversity management is a concept that has emerged in the early 21st century as the United
States has become more diverse, causing organizations to become more diverse as well. To make
diversity work, companies typically need to offer some diversity training and proactively manage
the workplace to promote tolerance and acceptance of differences. Cultural awareness and
sensitivity training are the two common general components in a diversity training program.
Diversity Benefits
A number of important benefits are recognized in a well-managed diverse workplace.
Workplaces in which employees represent the basic makeup of the community population are
typically better received by customers and the public. Additionally, diverse work groups often
have more and better ideas because of broader backgrounds and experiences. Ethnic and cultural
diversity often help companies that operate globally to better understand global markets.
Diversity Challenges
You cannot simply put a group of people together with vast differences and expect them to
immediately get along well. Many people are unfamiliar with other cultures and have never had
to learn to coexist and collaborate with people from completely different backgrounds. This is
why diversity training is so important to the process. Diverse work groups often experience more
conflict upfront than groups that share more similarities.
Management Influence
Managers should not only offer training, but top management and front-line managers in a
diverse organization have to set the tone for an effective culture. This means promotion of a
nondiscriminatory work environment, and fair treatment of all workers in the hiring process, job
conditions, work evaluations and promotions. Company leaders who proactively support
diversity-based organizations or get their companies involved in supporting diverse organizations
serve their workplaces even more..
2. What is Diversity?
Multiculturalism
Examples of multiculturalism
Barriers and Challenges
Why Manage Diversity
What are the benefits
Business Case of Diversity at workplace
How to Manage Diversity
3.
4. Age, race, class, color, religion, ethnicity
Gender
Physical and mental ability,
Sexual orientation and spiritual practice
social status and job title
Disabilities and physical appearance,
competency, training, experience,
personal habits
5. It is about
Acknowledging
Understanding
Accepting
Valuing and
Celebrating these differences
6. Diversity is not just about differences among
groups, but rather about differences among
individuals.
Each individual is unique and does not represent or
speak for a particular group. (BIASES)
7. Simply means encouraging the existence of multiple cultures
Emerged as a reaction to the long history of powerful groups in ethnically
diverse societies
Extreme manifestations have been genocides and ethnic cleansing
( Germany, Bosnia Apartheied in SA)
Forced Assimilation policies eg Turkey –Kurds
More widespread forms have been formal (laws and polices) and informal
(everyday practice discrimination)
Dominance is becoming weaker
Formal discrimination and forced assimilation exist sheepishly in Africa and Asia
Informal discrimination thrives everywhere
8. Assumption: minorities lag behind because of themselves rather than
societal hurdles
The blunt message is to adopt the dominant culture
Backlash: Europe and America
Affirmative action for 4 decades whereas slavery
four centuries
Europe bans symbols for example french ban on Burqa
and Swiss Minarets
Federalism to integrate ethnically diverse population: significant
cultural political and economic autonomy with minimum
federal jurisdiction
Confederalism is rare ( Ethiopia)
9.
10. The focus initially was on forced assimilation
Regional identities were not recognized ( One Unit system)
Better sense prevailed but only after losing East Pakistan
A federal structure was adopted that recognized regional
ethic diversity ( still ignores smaller ethnicities like Hazara or
seriaki)
Religious Minorities: status is poor due to formal or non
formal discrimination
Discriminatory laws
11. Melting Pot
Tossed Salad
Tomato Soup
Melting Pot: Encouraging new immigrants to assimilate
into the new society
Salad Bowl or what is known in Canada cultural mosiac
retaining their own culture while integrating into the new
society
Tomato Soup: the blending of new ingredients adds spice
without compromising the essential character of tomato.
12.
13. People coming from multiple backgrounds
Culture influences psychological side of personality
Groups fail to empathies with each other
What Happens
Mars productivity & effectiveness of work
environment,
Disturbing the business consequently.
14. Problem of general acceptability of other cultures
and religions
Losses in personnel due to prejudices and
discrimination
Complaints and also legal actions
Eventually damaging morale and work
productivity
15. Perceptions How people perceive themselves but
how they perceive others.
Stereotyping Generalizations of the characteristics of a
group (often wrong- limited- misleading)
Asians shrewd and reserved
Americans arrogant and materialistic
Central Americans disorganized and impractical
These perceptions and stereotypes affect our interactions and
block cooperation
17. Fostering of a wider talent pool
Becoming an employer of choice
Better morale
Improved decision-making processes and capabilities
Diversity is an invaluable competitive asset that Pakistan
cannot afford to ignore
Managing and valuing diversity is a key component of
effective people management, which can improve workplace
productivity
18. A company that employs a diverse workforce (men and women,
people of many generations, from ethnically and racially diverse
backgrounds etc.) is better able to:
Understand the demographics of the marketplace it serves
Thus better equipped to thrive in that marketplace
than a company having limited range of employee demographics.
A company that supports the diversity of its workforce can also
improve employee satisfaction, productivity, and retention.
If workforce is diverse, but employer takes little or no advantage of
that breadth of experience, then
it cannot Monetize benefits background diversity offers.
19. Managing diversity is more than simply acknowledging
differences in people.
It involves recognizing
the value of differences,
Combating discrimination
Breaking down Stereotypes
20. Prejudice
Stereotyping
Discrimination
should never be used by management for hiring,
retention, and termination practices (could lead to costly
litigation).
Manager should focus on Personal awareness.
Both managers and associates need to be aware of
21. Managers should expect change to be slow
Promote a “safe” place for associates to
communicate
Breeding regard and respect for religions, ethnicities
and races in training workshops
Standard setting by the senior management
22. Involve every employee possible in formulating and
executing diversity
Foster openness in the organization to express ideas
and opinions
Promote diversity in leadership positions
Launch a customized employee satisfaction survey
23. Assessment of workplace diversity to determine
which challenges and obstacles are present and
which policies need to be added or scrapped
A comprehensive, measurable Policy and a Plan to
decide on a time line for effective change
In implementation stage the commitment of the executive is
a must
A diversity training maintain ongoing training -a one-day
session of training will not change people's behaviors /stereotypes
Utilize training – to shape diversity policy
24.
A diverse workforce is a reflection of a changing world and
marketplace.
Diverse work teams bring high value to organizations.
Respecting individual differences benefit the workplace -
by creating a competitive edge and increasing work
productivity.
Diversity management creates a fair and safe environment
where everyone has access to opportunities and
challenges.
Management tools should be used to educate everyone about
25. What are the diversity issues
How does diversity challenge you
What are you willing to do to change