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GROUP-10_ Diversity, Equity & Inclusion at Workplace.pdf
- 1. DIVERSITY, EQUITY, AND INCLUSIONAT WORKPLACE GROUP 10: MS21A010 Boya Lokesh MS21A025 Jagvir Singh Jaglan MS21A044 Kandati Pavan Kumar Reddy MS21A049 Rajana Teja
- 2. Overview POINTS OF DISCUSSION: Diversity Benefits Challenges Strategies Equity Definition EqualityVs Equity How to Implement? Woman's Equity at WorkPlace Advantages Inclusion Definition Educating Managers Industry Scenario Conclusion DIEB Action Vs Talk
- 4. DIVERSITY IN THE WORKPLACEREFERS TO AN ORGANIZATION THAT INTENTIONALLY EMPLOYS A WORKFORCE COMPRISED OF INDIVIDUALS WITH A RANGE OF CHARACTERISTICS, SUCH AS GENDER, RELIGION, RACE, AGE, ETHNICITY, SEXUAL ORIENTATION, EDUCATION, AND OTHER ATTRIBUTES.
- 5. $20M $700K BENEFITS OF DIVERSITYIN THE WORKPLACE NEW PERSPECTIVES MORE INNOVATION BETTER EMPLOYEE PERFORMANCE INCREASED PROFITS WIDER TALENT POOL
- 6. CHALLENGES OF DIVERSITYIN THE WORKPLACE ALIGNING DIVERSITY PRACTICES WITH UNIQUE ORGANIZATIONAL GOALS MOVING FROM DESIGN TO IMPLEMENTATION TRAINING MANAGEMENT OVERCOMING BIAS INTERNAL RESISTANCE
- 7. ARTICULATE A CLEARDIVERSITY MISSION SPREAD A WIDE NET IN RECRUITMENT SETUP DIVERSITY COUNCILS COMMUNICATE THE BENEFITS OF DIVERSITY START MEASURING YOUR EFFORTS STRATEGIES FOR MANAGING DIVERSITY
- 8. EQUITY AT WORKPLACE It isall about level the playing field for every employee. Providing every employee with the unique resources they need.
- 9. Equality vs Equityat Work Place Giving all individuals fair treatment and equal rights to opportunities. Employee-specific needs are not taken into account. Equality Equity Fairness and equality in outcomes and not just support and resources. Identifies and acknowledge specific needs. Needs and struggles faced by certain individuals are taken into account in decision-making.
- 10. HOW TO IMPLEMENTEQUITY AT WORKPLACE ? Transparency about wages. Prioritize wage equity Many organizations hire for diversity but fail to provide equitable opportunities for advancement to their diverse hires. Empower diverse employees by giving equitable promotions. Ensure diverse cross-level representation Extend onboarding programs Provide a mentor for learning and development for underrepresented groups of the society.
- 11. Not everyone hasaccess to higher education and this shouldn’t prevent them from opportunities for work. Focus should be on skills and previous work experience but not on specific degree requirements . Skills-based hiring Access - resources, opportunities, physical spaces & materials. Examples : meeting room is wheelchair-friendly , closed- captions on a video presentation. Equitable access Re-evaluate equity practices Organizations need to analyze & update their equity practices continuously. Cont..
- 12. Gender bias anddiscrimination are unfortunately still a major issue in the workplace. Women are still paid less compared to men in the year 2022. In 2020, women earned $0.82 for every $1 earned by men— this gap is even larger for women of color. Women’s Equity at Workplace Gain commitment from top Management Addressing the barriers and experiences of women requires involvement and support from the top. Provide learning and development opportunities Organizations need to provide opportunities for women to grow throughout their career journeys and at all levels of the talent pipeline.
- 13. Equitable workplace motivateemployees to achieve Company ends up with the right people in the right places doing the right things. Encourages Achievement An employee who believes that there is a bright future with the company wants to stay in that company only. Companies can reduce the expense of training replacement employees. Increases Employee Retention Attracts Top Talent Attracting talent is easier for companies that pursue workplace equity. Retaining talent will help the company to grow fast. It makes a company competitive and favorably affects its bottom line. Advantages of Equity at Workplace
- 14. INCLUSION AT WORKPLACE THEREIS NO DIVERSITY WITHOUT INCLUSION DIVERSITY IS GETTING A DINNER INVITATION. INCLUSION IS MAKING SURE EVERYONE ENJOYS THE MEAL.
- 15. EDUCATE MANAGERS ABOUTINCLUSION AT THE WORKPLACE TO IMPROVE INCLUSION AT THE WORKPLACE SCHEDULING CULTURAL TRAINING, DIVERSITY WORKSHOPS COMPREHENSIVE EVALUATION OF HOW INCLUSIVE THE WORK ENVIRONMENT IS ? EMPLOYEE FEEDBACK SYSTEM AND ITS RELEVANT ASSESSMENT STARBUCKS COFFEE CHAIN UNSEEN ACT OF RACISM
- 16. TO IMPROVE INCLUSIONAT THE WORKPLACE EARLY INTRODUCTION TO INCLUSION (AT ONBOARDING!) MAKE PRONOUNS MATTER DIVERSITY AND INCLUSION (D&I) COMMITTEE “ROUND ROBIN” MEETINGS` COCA-COLA PAUSED ITS CONTROVERSIAL DIVERSITY PLAN AFTER INTENSE BACKLASH. “TRY TO BE LESS WHITE”
- 17. RETHINKING WORKFORCE POLICIES COMMUNICATEINCLUSION GOALS AND MEASURE PROGRESS CELEBRATE DIFFERENCES TO MAKE EVERYONE FEEL INCLUDED POTLUCK LUNCHES BLACK HISTORY MONTH, PRIDE MONTH DECISION-MAKING PROCESS. DIVERSE OPPORTUNITIES FOR EMPLOYEE ENGAGEMENT ALLOW EMPLOYEES TO VISIT DIVERSE LOCATIONS EMPLOYEE PULSE SURVEY DIVERSITY MENTOR TO IMPROVE INCLUSION AT THE WORKPLACE
- 18. RIGHT TO EQUALITY RIGHTTO FREEDOM RIGHT AGAINST EXPLOITATION RIGHT TO FREEDOM OF RELIGION CULTURAL EDUCATIONAL RIGHTS RIGHT TO CONSTITUTIONAL REMEDIES FUNDAMENTAL RIGHTS IN INDIA
- 19. “A BETTER REFLECTIONOF THE WORLD WE LIVE IN.” HOW WE COME TOGETHER IS HOW WE CHANGE THE WORLD
- 20. DIVERSITY ENCOURAGES CREATIVITY ANADAPTABLE WORKFORCE INCREASED PRODUCTIVITY IMPROVED CUSTOMER RELATIONS ACCESS TO MORE QUALIFIED CANDIDATES A DECREASE IN EMPLOYEE TURNOVER ECONOMIC GROWTH WHAT OTHER TECH COMPANIES CAN LEARN FROM APPLE’S DRIVE FOR EMPLOYEE DIVERSITY WELLS FARGO CEO APOLOGISES FOR INSENSITIVE COMMENT ABOUT BLACK TALENT CHARLES SCHARF HAD UNCONSCIOUSLY STATED “HOW CHALLENGING IT WAS TO MEET DIVERSITY GOALS BECAUSE OF THE DEARTH OF QUALIFIED BLACK TALENT...”
- 21. MAZHAB NAHI SIKHATAAAPAS MEIN BAIR RAKHNA INDIAN ARMY: A SYMBOL OF DIVERSITY“ AND INCLUSION
- 22. ACTION VERSUS TALK(DEI) While 68%of leaders felt they were creating empowering environments from a DEI standpoint, only 36% of employees agreed 76% of companies have no goals related to DEI 75% of companies don't include DEI in leadership development training And yet, 40% of companies do consider DEI to be a means of reducing risk
- 23. BELONGING HAPPENS WHENDIVERSITY, INCLUSION AND EQUITY ARE WELL ESTABLISHED IN AN ORGANIZATION. A FEELING OF BELONGING GROWS NATURALLY WHEN EMPLOYEES FEEL SECURE AND ACCEPTED. BELONGING AT THE WORKPLACE APPROACHES KNOW HOW YOU’RE TRACKING SOCIAL BONDS TRUSTING RELATIONSHIPS
- 25. DIVERSITY: REPRESENTATION OFUNDER-REPRESENTED GROUPS. EQUITY: ENSURING FAIRNESS ACROSS GROUPS. INCLUSION BELONGING: THE DEGREE TO WHICH EMPLOYEES FEEL INCLUDED, PSYCHOLOGICALLY SAFE AND ABLE TO BRING THEIR FULL, AUTHENTIC SELVES TO WORK DEIB ACTIONS IN THE WORKPLACE
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