Managing workforce Diversity.

1. Managing workforce Diversity

2. Meaning
• Workplace diversity refers to the variety of
differences between individuals in an
organization. Diversity not only includes how
individuals identify themselves but also how
others perceive them. Diversity within a
workplace encompasses race, gender, ethnic
groups, age, religion, sexual orientation,
citizenship status, military service and mental
and physical conditions, as well as other
distinct differences between people.

3. Need or purpose
• Mutual Respect-:Workplace diversity fosters mutual respect among
employees. Whether employees work in groups or teams comprised of co-
workers with varied work styles, or colleagues who represent different
cultures or generations, a synergistic work environment become the norm
• Conflict Resolution-; Conflict inevitably occurs in the work environment.
However, employees who acknowledge others’ differences often also find
similarities, particularly when there are common goals – production and
quality. Respect for co-workers either reduces the likelihood of conflict or
facilitates an easier road to conflict resolution.
• Business Reputation -:Diversity in the workplace is important for employees
because it manifests itself in building a great reputation for the company,
leading to increased profitability and opportunities for workers. Workplace
diversity is important within the organization as well as outside. Business
reputations flourish when companies demonstrate their commitment to
diversity through aggressive outreach and recruiting efforts.

4. • Job Promotion The importance of workplace diversity cannot be
overstated when it comes to an organization’s ability to reach
markets in foreign countries. The appeal of global markets creates
two kinds of opportunities for employees: opportunities for promotion
and employee development.
• Increased Exposure A diverse workplace offers more than
exposure to employees from different cultures and backgrounds.
Employees learn from co-workers whose work styles vary and
whose attitudes about work varies from their own. This is particularly
true for employees within multigenerational work environments.

5. Importance
• Talent Pool Employees from all races, classes, creeds, religions, ages and
political viewpoints should be recruited based on competencies and skill sets,
without regard to gender or disability.
• Varied Viewpoints Teams working on complex and expansive projects can
draw on the varied experiences of fellow workers from diverse backgrounds.
This can aid in understanding new markets -- foreign or domestic.
• Organizational Productivity When human resources channels and
harnesses varied skills, specialized competencies and distinctive
capabilities of employees of multiple races and minority classes, it can
result in creative solutions for problems and better organizational
productivity.

6. • Reduced Discrimination Regular interaction with people from
different countries or backgrounds can help reduce discrimination,
prejudice and misunderstandings from earlier eras. Taking time to
celebrate of fellow workers’ cultures and holidays can boost morale
and create a better team bond among diverse employees.
• Global Citizens Cultural multiplicity, ethnic diversity and multiple
viewpoints bring vibrancy to the workplace. Fostering workplace
camaraderie and a humanitarianism spirit shape employees to be
better citizens of tomorrow.

7. Steps for Successfully Managing
Diversity
• Emphasize communication: Ensure that all employees
understand your policies, procedures, safety rules, and other
important information. Work to overcome language and
cultural barriers. Have key materials, such as safety
information, translated when possible. Use pictures and
symbols on warning signs so that everybody can understand
• .
• View employees as individuals: Avoid both positive and
negative stereotypes. Don’t make assumptions about
employees from different groups. Judge successes and
failures individually. Respond promptly and firmly when
employees express prejudices or stereotypes. Remind them
of your policies that prohibit discrimination. Encourage
employees to view co-workers as individuals and judge them
on their work, not on personal factors.

8. • Encourage employees to work in diverse groups: Assure that work
teams reflect the diversity of your workplace. Diverse work teams let
employees get to know and value one another as individuals. Diverse teams
also expand the experiences and views of all the workers on the team and
help them recognize the strength of their combined talents and
perspectives.
• Base decisions on objective criteria: Expect all employees of all
backgrounds to meet required standards and perform to the best of their
ability. Don’t set different criteria for different groups. Don’t make excuses or
allow employees to make excuses for shortcomings. Base all employment
actions, including discipline, on specific, performance-related criteria.
Always focus on job-related issues, not personal issues, when dealing with
employees.
• Be open-minded: Recognize, and encourage employees to recognize, that
one’s own experience, background, and culture are not the only ones with
value to the organization. Set an example of encouraging diversity by
developing relationships with colleagues whose backgrounds differ from
yours. Look for ways to incorporate diverse perspectives and talents into
efforts to achieve organizational goals.

9. Approaches to Managing Diversity
• Individual approach
• 1 Learning Many managers are often unprepared to deal with
diversity, because of their inexperience they are unsure of how to
respond. To better prepare themselves managers must work hard to
learn and experiences as much as they can about developing
appropriate behavior. At the heart of this learning process is
communication.
• 2) Empathy Empathy is an important way to deal with more subtle
problems because it helps the manager understand the diverse
employee’s point of view. By learning how to empathize and by
offering encouragement, guidance, and after-the-fact backup
support, the manager can play an important individual role in more
effectively managing diversity.

10. • Organizational approaches
Testing A problem that organizations have encountered with the use
of tests for selection and evaluation is that they are commonly
culturally biased. As a result, women and minorities may be able to
do the job for which they are being tested even though their test
scores indicate that they should be rejected as candidates. .
• Training There are two ways in which this training can play a key
role in managing diversity. One way is by offering training to diverse
groups. Members from a diverse group can be trained for an entry-
level skill or how to more effectively do their existing or future job.
The other approach is to provide training to managers and other
employees who work with diverse employees.

11. • Mentoring A mentor is a trusted counselor, coach, or advisor who provides
advice and assistance. In recent years, many organizations have begun
assigning mentors to women minorities. The purpose of the mentor program
is to help support members of a diverse group in their jobs, socialize them in
the cultural values of the organization, and pragmatically help their chances
for development and advancement. There are a number of specific benefits
that mentors can provide to those they assist, including the following:
• Identify the skill, interests, and aspirations the person has
• Provide instruction in specific skills and knowledge critical to successful job
performance.
• Help in understanding the unwritten rules of the organization and how to
avoid saying or doing the wrong things.
• Answer questions and provide important insights.
• Offer emotional support.
• Serve as a role model.
• Create an environment in which mistakes can be made without losing self-
confidence.