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.
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.
Diversity and Inclusion are fundamental to our culture and core values, fostering an innovative, collaborative and high-energy work environment. By embracing an inclusive culture that supports diverse talent, our people collaborate successfully and enable Tatva Leadership to compete effectively in the global marketplace.
Join the discussion to better understand WHAT Diversity and Inclusion looks like through the lens of our changing world… WHY this is important to your business… and HOW to recognize, value, and leverage the different perspectives and backgrounds of your team.
A diverse AND inclusive work environment drives engagement, which leads to high performance and increased business results. Join Jennifer for an open discussion on understanding how and why diversity and inclusion are business imperatives in today’s rapidly changing world.
See the entire presentation: https://youtu.be/XksSSH38tK0
Diversity and Inclusion are fundamental to our culture and core values, fostering an innovative, collaborative and high-energy work environment. By embracing an inclusive culture that supports diverse talent, our people collaborate successfully and enable Tatva Leadership to compete effectively in the global marketplace.
Join the discussion to better understand WHAT Diversity and Inclusion looks like through the lens of our changing world… WHY this is important to your business… and HOW to recognize, value, and leverage the different perspectives and backgrounds of your team.
A diverse AND inclusive work environment drives engagement, which leads to high performance and increased business results. Join Jennifer for an open discussion on understanding how and why diversity and inclusion are business imperatives in today’s rapidly changing world.
See the entire presentation: https://youtu.be/XksSSH38tK0
Employee Voice is the idea and innovation “engine” or maybe it’s better characterised as the oil that lubricates ideas and makes innovation become a habit!
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!
Building a Workforce Where Belonging Is the Rule — Not the ExceptionCognizant
Diversity has moved from a human resource challenge to a business opportunity. Companies with a diverse workforce and an inclusive work environment are better equipped to meet the demands of an increasingly competitive digital world. These organizations foster an atmosphere of trust; give employees a say in decision making; involve them in work processes; and provide the information, resources, and tools they need to succeed. By embracing different perspectives, they can anticipate challenges before they become problems, and tend to post superior financial results.
Finding Value Before a Crisis: How Workplace DEI Drives Revenue and Prevents ...Case IQ
The topic of workplace diversity, equity, and inclusion is at an all-time high right now. It has been proven that there is a direct correlation between inclusive workforces, productivity, and revenue. According to the McKinsey & Company diversity report, “companies in the top-quartile for ethnic and cultural diversity on executive teams were 33% more likely to have industry-leading profitability.”
Without a strong DEI program, though, your organization could face internal harassment incidents, discrimination lawsuits, high employee churn, and a poor corporate reputation, leading to lost customers and clients.
Join inclusive marketing consultant, speaker, and author Michelle Ngome as she outlines DEI best practices that will increase your organization’s revenue, as well as prevent workplace incidents.
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
How-to guide on attracting and recruiting diverse talentHarvey Nash Plc
The first ‘how-to’ guide of a three-part series from Inclusion 360, focused on inclusive recruitment strategies and how to attract more diversity through the recruitment process. The guide combines insights from the Harvey Nash Leadership Consulting team and experiences of over 100 employers who attended Harvey Nash workshops across the UK.
Running head: DIVERSITY PLAN 1
DIVERSITY PLAN 6
Diversity Plan
Student’s Name: John Blair
Institution Affiliation Rasmussen College
Report to CEO
Diversity is a common feature that exists in most organizations. It is a characteristic that increases its prevalence as a company grows regarding hiring more members of its human resource workforce. Diversity also increases when a firm grows out of its current geographical scope. It is an unavoidable occurrence in every growing organization and therefore, it is crucial for managers and CEO's to understand the importance of learning how to control the effects of diversity in their companies. When diversity is not managed adequately, it can cause adverse effects which may lead to the failure of an institution. This report offers insight on cultural diversity which one of the most prevalent types of diversity in firms. It also illustrates a plan on how to control the adverse effects of cultural diversity.
Cultural diversity in the workplace
Culture refers to a person's way of life. It encompasses an individual's heritage based on social patterns, acceptable behavior, beliefs, values, customs, norms, and attitude. All people have different cultures, and therefore cultural diversity is a standard feature. Even though people may come from the same home town, their culture may be different depending on how they were raised (Lambert, 2016). This phenomenon explains the existence of differences in personal cultures. This situation causes challenging situations in the workplace since the human resource managers of growing companies hire individuals from different regions. Cultural background is rarely considered while hiring employees into a company. The recruitment team in a firm considers the skills that a person has and the services that the worker can offer to the organization (Lambert, 2016). Therefore, the employees in most companies are from very diverse cultures. In some cases, this situation leads to conflicts between the workers.
Importance of diversity planning
Diversity planning refers to organizing ways in which people from different cultural backgrounds in the organization can unite and work to achieve a common organizational goal. It is crucial for a company to develop diversity planning to ensure that their workers are all committed to achieving common objectives of their firm. Diversity planning allows employees to share ideas that are instrumental in enhancing business processes in an organization (Price, & Nelson, 2018). Employees grow significantly when they are exposed to a variety of cultures. Therefore, diversity planning enables employees to gain much personal social growth effectively. Some of the workers can discover untapped talents and make use of .
Build Inclusive and Diverse Workplaces in 2023 | The Enterprise WorldTEWMAGAZINE
Let's examines strategies for establishing inclusive and diverse workplaces: 1. The Value of Diversity 2. Fostering Inclusion 3. Crafting Inclusive Policies and Practices 4. Promoting Diversity At All Levels 5. Training and Education 6. Continuous Assessment
1
2
Compiled Comprehensive Research
Robert Benders
Columbia Southern University
BSL 4000- Managing Diversity in Organizations
Table of Contents
Executive Summary 3
Section 1: Benefits of Organizational Diversity 4
Assessment Findings in Miami, FL 4
Assessment Findings in Kansas 5
Recommendation to ELC 6
Section 2: Improving Organizational Culture 6
Assessment of Religious Beliefs and Practices and its Impact on Organization Culture 7
Assessment of Gender and Sexual Orientations and its Impact in Organization Culture 8
Plan of Action to Address Raised Concerns 9
Section 3: Gender and Work-Life Balance 10
Analysis of Demographics of Gender in Workplace 10
Advantages and Disadvantages Flexible Schedules and Responsibilities 12
Benefits of offering child and elder care in the organization 12
Work-Life Balances to Achieve Greater Results in Organization 13
Section 4: Age Demographics 13
Advantages and disadvantages of a younger workforce 14
Advantages and disadvantages of an older workforce 15
References 16
Executive Summary
Organizational diversity is a growing concern that takes various dimension. Fig Technologies that has been rocked with various issues relating to diversity. Executive Leadership Council contracted consultancy services on numerous diversity issues which Fig Technology was experiencing. Steps to improve organizational diversity have been covered in the detail in the project. First, benefits of organizational diversity are discussed on how to improve working conditions reported on Miami, Florida and Kansas City. Second, improving organizational culture is another area of interest that has been explored and emphasized by embracing religious diversity. Similarly, concerns raised on the perception on LGBTQ celebrations is addressed with recommendation made to ELC integrate diversity on the basis of gender and sexual orientation. Third, gender and work-life balance and lastly, question of age demographics and its dimension is analyzed and how can be applied to enhance organizational diversity.
Section 1: Benefits of Organizational Diversity
The workplace is becoming more and more diverse necessitated by globalization, cultural integration and the development of digital communications. Small to big organizations are operating in the global market. This requires an organization to embrace diversity to enable them successfully manage employees and customers from diverse backgrounds. It is commonly said that the world has become a global village. This simply means that the world has become more diversified creating demand for companies to adopt global corporate culture where employees from any part of the world can comfortably work without a feeling of estrangement (Inegbedion et al…, 2020). Benefits of organizational diversity is discussed by evaluating organizational environment in three locations-FL, Miami and MO. Assessment Findings in Miami, FL
Organizational culture in both offices has been perceived ...
1
2
Compiled Comprehensive Research
Robert Benders
Columbia Southern University
BSL 4000- Managing Diversity in Organizations
Table of Contents
Executive Summary 3
Section 1: Benefits of Organizational Diversity 4
Assessment Findings in Miami, FL 4
Assessment Findings in Kansas 5
Recommendation to ELC 6
Section 2: Improving Organizational Culture 6
Assessment of Religious Beliefs and Practices and its Impact on Organization Culture 7
Assessment of Gender and Sexual Orientations and its Impact in Organization Culture 8
Plan of Action to Address Raised Concerns 9
Section 3: Gender and Work-Life Balance 10
Analysis of Demographics of Gender in Workplace 10
Advantages and Disadvantages Flexible Schedules and Responsibilities 12
Benefits of offering child and elder care in the organization 12
Work-Life Balances to Achieve Greater Results in Organization 13
Section 4: Age Demographics 13
Advantages and disadvantages of a younger workforce 14
Advantages and disadvantages of an older workforce 15
References 16
Executive Summary
Organizational diversity is a growing concern that takes various dimension. Fig Technologies that has been rocked with various issues relating to diversity. Executive Leadership Council contracted consultancy services on numerous diversity issues which Fig Technology was experiencing. Steps to improve organizational diversity have been covered in the detail in the project. First, benefits of organizational diversity are discussed on how to improve working conditions reported on Miami, Florida and Kansas City. Second, improving organizational culture is another area of interest that has been explored and emphasized by embracing religious diversity. Similarly, concerns raised on the perception on LGBTQ celebrations is addressed with recommendation made to ELC integrate diversity on the basis of gender and sexual orientation. Third, gender and work-life balance and lastly, question of age demographics and its dimension is analyzed and how can be applied to enhance organizational diversity.
Section 1: Benefits of Organizational Diversity
The workplace is becoming more and more diverse necessitated by globalization, cultural integration and the development of digital communications. Small to big organizations are operating in the global market. This requires an organization to embrace diversity to enable them successfully manage employees and customers from diverse backgrounds. It is commonly said that the world has become a global village. This simply means that the world has become more diversified creating demand for companies to adopt global corporate culture where employees from any part of the world can comfortably work without a feeling of estrangement (Inegbedion et al…, 2020). Benefits of organizational diversity is discussed by evaluating organizational environment in three locations-FL, Miami and MO. Assessment Findings in Miami, FL
Organizational culture in both offices has been perceived ...
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..
Contents:
Nuclear Technology.
Atom.
Nuclear Energy.
Splitting the uranium atom.
chain reaction.
Types of nuclear reaction.
Nuclear fission.
Nuclear fusion.
Where does energy comes from.
Construction & Working of Nuclear Reactors.
Nuclear Weapons.
Types of Fission Bombs.
Gun Triggered fission bombs.
Implosion Triggered fission bombs.
Hydrogen bomb & Functioning & its effects.
Advantages and Disadvantages
The Future of Nuclear Energy
An Analysis Of Research Paper " ‘A Literature Review On The Studies Of Internet Retailing Management’
Tao Zhang, Guijun Zhuang, Yuanyuan Huang
School of Management, Xi’an Jiaotong University, Xi’an, China" By students of ITM Bussiness School, Navi Mumbai, India.
Includes
What is Internet retailing?
Internet Retailing Strategy
Incentives for firms to adopt Internet retailing
Factor affecting Internet retailing adoption
Online business model and marketing strategy
Multi-Channel Management
Online Merchandise Management
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
2. Diversity:
The concept of diversity is based on individual acceptance and
respect.
It is an understanding that individuals are unique and different.
Cultural diversity acknowledges the existence of broad
cultural groups within Indian culture.
Cultural diversity has been part of India's history, and through
it, India culture is constantly developing.
Cultural diversity
4. Ways to incorporate diversity:
Businesses find ways to incorporate diversity into their
workplaces without causing major changes to the way their
companies operate.
Incorporating diversity practices in a workplace can include
Recruiting from diverse talent pools to make the company open
to employees from various backgrounds.
Diversity may be infused into advertising practices to ensure
products and services are targeted to all consumers who
represent the target market, whether through print, online,
television or radio.
5. Managing Diversity is defined has the “planning and implementing
organizational systems and practices to manage people so that the
potential advantages of diversity are maximized while its potential
disadvantages are minimized”.
6. Multiculturalism
Multiculturalism is a system of beliefs and behaviors that recognizes
and respects the presence of all diverse groups in an organization
or society, acknowledges and values their socio-cultural
differences, and encourages and enables their continued
contribution within an inclusive cultural context which empowers
all within the organization or society.
7. Key to growth:
Diversity management is the key to growth in today’s fiercely
competitive global marketplace.
No longer can America’s corporations hide behind their lack of
cultural intelligence.
Organizations that seek global market relevancy must embrace
diversity – in how they think, act and innovate.
Diversity can no longer just be about making the numbers, but
rather how an organization treats its people authentically down
to the roots of its business model.
In today’s new workplace, diversity management is a time-
sensitive business imperative.
8. The Future of Diversity:
To better understand the future of diversity management and its
role as a business growth enabler, think back to when Information
Technology (IT) was viewed as just a cost center.
IT was not associated with driving business growth 20 years ago,
but rather as a required cost of doing business.
Just like diversity today, many people then thought IT got in the
way of business. Today, IT is considered a profit center by many
and a high priority for organizations as a business growth
enabler.
In fact, many CIOs (Chief Information Officers) are next in line
for the CEO role. As a result, to be an influential CIO; you must
be a business strategist with an MBA (not just a computer science
degree).
9. Contd…
Diversity management will begin to develop rapidly, out from
under the traditional human resources and talent acquisition roles,
to assume more dotted-line responsibilities that will touch
corporate strategy, corporate social responsibility, organizational
design & effectiveness, corporate marketing and even sales.
Therefore, the requirements to be an effective CDO will mean that
they must include operating more holistically in a general
management and operational capacity to ensure that diversity
becomes an embedded mindset with common threads that touch all
functional areas (internally) and the supply chain (externally).
10. If we could shrink the earth's population to a village of
precisely 100 people, with all the existing human ratios
remaining the same, it would look like this. There would be:
61 Asians
12 Europeans
14 from the Western
Hemisphere, both north
and south
13 Africans
50 would be female
50 would be male
74 would be nonwhite
26 would be white
67 would be non-Christian
33 would be Christian
89 would be heterosexual
11 would be homosexual
6 people would possess 59% of
the entire world's wealth and all
6 would be from the United
States
80 would live in substandard
housing
14 would be unable to read
33 would die of famine
1 would be near death;
1 would be near birth
7 would have a college education
8 would own a computer
11. Women in the Workplace:
The need to understand diversity is also driven by women in
the workplace.
Today's workforce has the highest levels of employment
participation ever by women.
The number of dual income families and single working
mothers has increased.
Change in the family structure means that there are fewer
men and women in traditional family roles.
Therefore, diversity issues cut across both race and gender.
12. How Diversity Initiatives Help an
Organization Keep a Competitive Human
Resources Advantage
Improves corporate culture
Improves employee morale
Easier recruitment of
employees
Enables the organization to
move into emerging
markets
Increases creativity
Access to overseas markets.
Reduction in skill
shortages.
Decreased interpersonal
conflict among employees
Improves client relations
Increases productivity
Improves the organization`s
bottom line
Maximizes brand identity
Responsive service delivery
and enhanced staff skills
13. Benefits of Diverse workplace:
Customer service improves when staff understand and can
communicate skillfully with customers from a range of
backgrounds.
The community is also more likely to identify with and relate to
companies that reflect its level of diversity
Workplace diversity where staff are encouraged to work in their
areas of strength and capability.
Valuing diversity where staff potential is recognized and
developed.
Productive diversity is valuing different experience,
perspectives, skills and the cross-transfer and integration of these
into the company and local economy.
14. Possible Barriers
Limiting area of consideration
Lack of diverse applicant pool in STEM positions
Lack of diversity at the senior ranks
Categorizing people into certain positions
Always recruiting from same source
Grooming/developing only one person
Pre-selection
15. How to Manage Diversity
Steps in Managing Diversity Effectively
Secure top management commitment
Alternative work arrangements
Increase diversity skills
Organizational assessment
Attracting employees
Accommodating work and family needs
16. Diversity Awareness Programs
5-16
Provide members with accurate information about
diversity
Uncover personal biases and stereotypes
Assess personal beliefs, attitudes, and values and learning
about other points of view
Develop an atmosphere in which people feel free to share
their differing perspectives
Improve understanding of others who are different
17. Consequences of Ignoring Diversity:
Ignoring diversity issues costs time, money, and efficiency.
Some of the consequences can include
Unhealthy tensions between people of differing gender, race,
ethnicity, age, abilities, etc.;
Loss of productivity because of increased conflict;
Inability to attract and retain talented people of all kinds;
Complaints and legal actions;
Inability to retain women and people of color, resulting in lost
investments in recruitment and training.
18. Considerations and Warnings:
As workplaces become more diverse, employers are encouraged to
take note of communication, training, recruiting practices and
management.
Diverse workforces may be plagued with problems if employees
aren't equipped with the knowledge they need to communicate
effectively with their coworkers, regardless of their differences.
Diversity training can help reduce interpersonal conflicts within a
company. As a result of efforts to train employees on diversity
issues, management may see an increase in training and
development costs.
Allbusiness.com, an online resource for entrepreneurs, notes some
businesses believe that costs of diversity are higher than its benefits
because of potential issues with communication and training.
19. Example 1: Coca-cola Company
Diversity is at the heart of our business.
We strive to create a work environment
that provides all our associates equal
access to information, development and
opportunity.
By building an inclusive workplace
environment, we seek to leverage our
global team of associates, which is rich in
diverse people, talent and ideas.
We see diversity as more than just
policies and practices.
It is an integral part of who we are as a
company, how we operate and how we
see our future.
20. Contd…
As a global business, our ability to understand, embrace and
operate in a multicultural world -- both in the marketplace and
in the workplace -- is critical to our long-term sustainability
and, specifically, impacts our ability to meet our 2020 Vision
People goals.
Many people across the company continue to work diligently to
help us advance in our diversity journey and build our practices
on diversity, inclusion and fairness.
22. Equation of the company:
We also include our associates in the process. We garner their
feedback through formal surveys and informally through their
participation in our business resource groups, various diversity
education programs and our Resolution Resources Program,
where associates can work to resolve issues they face in our
Company.
23. A French tiling and flooring
company with 42 people as
workforce.
Was facing difficulties in
recruiting local work force.
Wanted a more diverse
workforce.
Following complaints about
workers not being serious it
recruited more women and young
people from deprived areas.
24. Suspected reason was discrimination.
One day full training regarding -
Power of stereotypes
Benefits of diversity
Problems were surprisingly resolved. Employees were more-
Efficient
Independent
Motivated
Unexpected outcome-
Friendship emerged between workers from very different
backgrounds.
25. Well known for diversity.
62000 people from 128 countries.
Believes in equal chance and offers
to all its employees.
Partnerships with community
colleges all over Germany.
Employees improve
communication skills as well as IT
knowledge.
This enables everyone in the
diverse workforce to grow and
climb up the corporate ladder.
26. Total Quality Diversity (TQD) is a holistic model of managing
diversity that operates on two levels:
The Horizontal—the individual interactional change dimension;
and
The Vertical—the institutional structural change dimension .
Both factors are driven by the bottom line profit motive, to help
businesses deliver a quality product—employees are prepared to
meet human needs in a competitive global economy.
Structural change:
Values, education
Interactional change:
Age, gender
Institutional inclusion:
Disability, ethnicity
Individual inclusion:
Culture, occupation
27. A diverse workforce is a reflection of a changing world and
marketplace.
Diverse work teams bring high value to organizations.
Respecting individual differences will benefit the workplace by
creating a competitive edge and increasing work productivity.
Diversity management benefits associates by creating a fair and safe
environment where everyone has access to opportunities and
challenges.
Management tools in a diverse workforce should be used to educate
everyone about diversity and its issues, including laws and regulations.
Most workplaces are made up of diverse cultures, so organizations
need to learn how to adapt to be successful.
Editor's Notes
- Primary elements-- things we cannot control - Secondary elements -- things we have some control EVERYONE IS INCLUDED IN THESE ELEMENTS/DEFINITION