This document discusses managing diversity in organizations to enhance performance. It states that diversity includes factors like gender, race, age, and culture. Managing diversity effectively leads to managing an organization's intellectual capital and talent. The document emphasizes that organizational culture is more important than policies and procedures for managing diversity. It also lists potential issues that can arise if an organization does not recognize the importance of diversity such as resistance to change and lack of effectiveness.

1. 12/01/1812/01/18 SULTAN KERMALLYSULTAN KERMALLY 11
Managing DiversityManaging Diversity
Enhancing Your OrganisationalEnhancing Your Organisational
Performance.Performance.

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Managing Diversity =
Managing Organisational Talent
Organisational Effectiveness.

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Diversity incorporates gender, colour,
race/ethnicity, age, cultures, disabilities.
It affects all the stakeholders of your
business – investors, employees,
customers/clients, suppliers, partners.
Managing Diversity leads to managing
’ your ‘ intellectual capital’ effectively.

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If People really matter in your
organisation and you are serious about
managing talent in order to achieve
your organisational strategic objectives
then :
Transform Hype into Reality

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“ It is not enough to say that
people
are your most important asset;
but to believe that people are the
customer’s most important asset.”
Prof. David Ulrich.

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Passion without Action
will
NOT deliver
your strategic objectives.

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Managing Diversity challenges the
way You:
motivate and lead your people
respond to globalisation
recruit, retain and develop your people
behave towards your key stakeholders
do business.

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Developing an effective
diversity
management strategy depends
on the type of leadership,
quality of strategic thinking,
business values and culture of
your organisation.

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Organisational Culture is more
important than policies and
procedures.

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If you do not recogniseIf you do not recognise
the existence and importancethe existence and importance
of diversityof diversity
Resistance to change
Lack of organisational
effectiveness
Lost opportunities
Strategic misfit
Work-life imbalance
Poor corporate governance

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‘‘How’ aspect of ManagingHow’ aspect of Managing
DiversityDiversity
Strategy formulation
Management style
Performance appraisals
Updating skills.
Facilitating culture
Transparent policies/procedures
Work-life balance
Mission and values
Continuous improvement.

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Managing Diversity isManaging Diversity is
about:about:
R. E. S. P. E. C. TR. E. S. P. E. C. T

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R: Realigning organisational
aspirations
with individual aspirations.
E: Equality and Empowerment.
S: Sharing values
P: Performance
E: Ethical governance
C: Communicating openly
T: Trust