Workplace diversity refers to human characteristics that make people different, such as gender, age, ethnicity, religion, and other attributes. A diverse workforce presents both challenges and opportunities for human resource management. Managing diversity effectively requires attracting and maintaining a workforce that reflects society, promoting sensitivity to differences, and addressing varying employee needs, values, and expectations. A diverse workforce can provide competitive advantages through improved marketing, creativity, problem-solving, and flexibility. However, human resource management must also deal with issues like stereotypes, misunderstandings, and maintaining a work-life balance for all employees.

1. Human Resource Management
Human Management
•Describe workplace diversity.How diversity affect human resource management.

2. Question
 Describe workplace diversity.How diversity
affect human resource management.
FAISAL RANA

3. Workforce Diversity
 Diversity simply refers to human
characteristics that make people different.
 The sources of individual variations are
complex, but they can generally be grouped
into two categories: those over which
individuals have little or no control and those
over which individuals have more control.

4. Workforce Diversity
 The challenge is to make organizations more
accommodating to diverse groups of people.

5. Workforce Diversity
The Workforce Today
 Minorities and women have become the
fastest growing segments
 The numbers of immigrant workers and
older workers are increasing

6. Workforce Diversity
 Today diversity refers to far more than skin
color and gender. It is a broad term used to
refer to all kinds of differences. These
differences include women in business, dual-
career families, workers of color, older workers
persons with disabilities, immigrants, young
persons with limited education or skills,
educational level of employees.

7. Workforce Diversity
Racial & Ethnical Groups
Older Workers
Gender
Education
Religions & Culture
Persons with Disabilities
Flexibility

8. Workforce Diversity
Immigrants
Young persons with limited education
or skills
Competitive advantage though work
force diversity
Marketing
Creativity, innovation, and problem
solving

9. Racial & Ethical Groups
 Workers of color often experience
stereotypes about their group (Hispanics,
African Americans, Asians, etc.). At times,
they encounter misunderstandings and
expectations based on ethnic or cultural
differences.

10. Older Workers
As the world population is growing
older, a trend that is expected to
continue through the year 2000. In
addition, the trend toward earlier
retirement appears to be reversing
itself.

11. Gender (Women in Business)
 Women represent almost 11.9 percent of
corporate officers at largest companies.
However, the number of women in entry
and midlevel managerial positions has
risen from 34 percent in 1983 to 46
percent in 1998, meaning many more
women are in the pipeline to executive
posts. Today, there are more than 9
million women-owned businesses, up from
400,000 in 1972.

12. International Diversity
 How women in other countries are progressing.
1.Philippines 50 2.Brazil 42
3.Thailand 39 4.Hong Kong 35
5.Russia 34 6.Malaysia 23
7.United States 23 8.France 21
9.Mexico 20 10.Canada 19
11.India 14 11.Global Average 22

13. Education
 Another form of diversity that is now found
in the workplace is that of the educational
level of employees. The United States is
becoming a bipolar country with regard to
education, with a growing number of very
educated people on one side and an
alarming increase in the illiteracy rate on
the other.

14. Religion and Culture
Due to globalization religion and
culture based diversity is also
increasing in organizations.

15. Persons with disabilities
 A disability, limits the amount or kind of
work a person can do or makes
achievement unusually difficult. The
Americans with Disabilities Act (ADA),
passed in 1990, prohibits discrimination
against qualified individuals with
disabilities.

16. Immigrants
 Today the permitted level of legal
immigration is increasing. Some are highly
skilled and well educated, and others are
only minimally qualified with little
education. They have one thing in
common—an excitement to work. They
have brought with them attitudes, values,
and mores particular to their home-country
cultures.

17. Young persons with limited
education or skills
Each year thousands of young,
unskilled workers are hired, especially
during peak periods, such as holiday
buying seasons. In general, they have
limited education—high school or
less. More jobs can be de-skilled,
making it possible for lower-skilled
workers to do them.

18. Competitive advantage
 Diversity can be a powerful tool for building
competitive advantage. Companies with a
reputation for providing opportunities for
diverse workforce will have a competitive
advantage in a labor market and will be sought
out by the most qualified employees, In addition
when employee believe their differences are
not merely tolerated but valued , they may
become more loyal, productive and committed.

19. Marketing
 A multicultural workforce can provide a
company with greater knowledge of the
preferences and consuming habits of the
market place. This knowledge can assist
companies in designing products and
developing market campaigns to meet those
consumer needs. A diverse workforce can also
give company competitive edge in a global
economy by facilitating understanding of other
customers, cultures, and market place needs.

20. Creativity, innovation, and
problem Solving
 Work team diversity promotes creativity and
innovation, because people from different
backgrounds hold different perspective on
issues. Diverse groups have a broader base of
experience from which to approach problem;
when effectively managed, they invent more
options and create more solutions than
homogeneous groups do. In addition, diverse
workgroups are freer to deviate from traditional
approaches and practices.

21. Flexibility
 Diverse workforce can enhance organizational
flexibility because successfully managing
diversity requires a corporate culture that
tolerates many different styles and approaches.
Less restrictive polices and procedures and
less standardized operating methods enable
organization to become more flexible and thus
better able to respond quickly to environmental
changes.

22. Diversity Management &
Affirmative Action Programs
 We can define the workforce diversity
management as set of activities involved
in integrating diverse employees into the
work force and using their diversity to the
firm’s competitive advantage

23. Workforce Diversity
How Diversity Affects HRM
 Need to attract and maintain a
diversified work force that is reflective of
the diversity in the general population.
 Need to promote increased sensitivity to
group differences.
 Must deal with the different
 Values
 Needs
 Interests
 Expectations of employees

24. Workforce Diversity
What Is a Work/Life Balance?
 A balance between personal life and work
 Causes of the blur between work and life
 The creation of global organizations means
the world never sleeps.
 Communication technologies allow employees
to work at home.
 Organizations are asking employees to put in
longer hours.
 Fewer families have a single breadwinner.

25. THANK YOU