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multiculturism
This document discusses diversity in the workplace and strategies for managing diversity effectively. It defines diversity as differences among people in terms of gender, culture, race, ethnicity, age, religion, sexual orientation, and other attributes. It identifies primary, secondary, and tertiary dimensions of diversity. The importance of managing diversity well includes better team performance, reputation, employee engagement, and lower turnover. Challenges include discrimination, stereotypes, absenteeism, and conflicts. Strategies for effective diversity management involve commitment from management, reinforcing employee competencies, facilitating inclusiveness, communicating effectively, and evaluating effectiveness. Benefits include increased productivity, creativity, talent attraction and retention, synergy, and language skills.
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multiculturism
- 1. PRESENTED BY: Dilip KumarMishra Student IME Sahibabad Ms. Sangeeta Sahni Assistant Professor IME Sahibabad Multi-Culturism and Cultural Diversity ‘An effective tool for Global Business Development’
- 2. Diversity at Workplace Diversityin the workplace refers to differences we recognize in ourselves and others, such as: Gender, Culture, Race, Ethnicity, Age, Religion, Sexual Orientation, Family Structures, Physical and Mental Disabilities or Challenges.
- 3. Parameters of Diversity PrimaryDimensions • Race • Ethnicity • Gender • Age • Disability Tertiary Dimensions • Beliefs • Assumptions • Perceptions • Attitudes • Feelings • Values • Group norms Secondary Dimensions • Religion • Lifestyle • Economic status • Culture • Sexual orientation • Family status • Thinking style • Geographic origin • Political orientation •Nationality • Work experience • Language • Education
- 4. Importance of Managing Diversity •Well managed diverse teams out perform homogeneous teams & vice versa • Reputation in the market & attract best employees • Employees who feel valued & rewarded are more engaged & motivated • Greater employee engagement lead to lower turnover rate
- 5. Challenges of Managing Diversity •Discrimination • Stereotypes and preconceptions • Absenteeism • Conflicts in team members • Increase tension • Productivity decrease
- 6. Strategies for Managing Diversity 1.Management commitment 2. Reinforce employee competencies 3. Actively facilitate inclusiveness 4. Communicate effectively 5. Evaluate effectiveness
- 7. Management Commitment • Demonstratecommitment and accountability • Communicate • Be a role model
- 8. Reinforce Employee Competencies • Recruitment 1.Identify diversity management values 2. Build effective recruitment process 3. Train your interviewers
- 9. • Learning andDevelopment 1. Introducing new employees 2. Orientating foreign employees 3. Training for employees & managers “I feel a great sense of satisfaction when the workers were able to demonstrate the ability to speak functional English at the end of the Programme.” Supervisor HSL Constructor Pte Ltd (“HSL”) • Performance management Reinforce Employee Competencies
- 10. Actively Facilitate Inclusiveness • Workplaceactivities • Workplace design • Buddy system • Employee networks • Awards and recognition
- 11. Communicate Effectively • Tellingthe importance of inclusive environment • Tips to enhance relationships with employees • Benefits of inclusive environment
- 12. Evaluate Effectiveness • Recruitment •Employee engagement • Promotion rate • Retention rate
- 13. Benefits of Managing Diversity •Increased Productivity • Increased creativity and Problem solving • Attract and Retain talent • Help to build synergy in teams and enhances communication skills • New attitudes • Language skills
- 14. Encouraging Harmony DON’T • Emotionseffect on behavior • Underestimation of others ideas • Give up when there is a conflict DO • Focus on Common interest • Create friendly environment • Have an open mind • Open communication
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