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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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Managment diversity
Managing diversity aims to encourage productive interactions among employees from diverse backgrounds by providing an optimal work environment and business results. Diversity refers to differences in qualities beyond just ethnicity, race and gender, including work experience, education and more. Managing diversity means promoting inclusion and community despite these differences. Managers play a key role in guiding diversity to benefit innovation and inclusion through practices like diversity training. Strategies for managing diversity include developing inclusive recruitment and policies, cultural sensitivity training, and seeking employee feedback. Workplace diversity can provide benefits like improved morale if properly managed, and ignoring diversity issues risks costly consequences.
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This document discusses managing diversity in the workplace. It defines diversity as including differences in age, gender, ethnicity, race, religion, and other attributes. Managing diversity aims to maximize the benefits of a diverse workforce while minimizing potential disadvantages. Some benefits mentioned include improved problem-solving, creativity, customer service, and workforce satisfaction and retention. The document also discusses gender, racial, religious, and disability diversity issues and provides steps for managing diversity effectively such as training, recruitment, and accommodation practices.
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This document summarizes key points from a Harvard Business Review article about embracing diversity in the workplace. It discusses how Marshall Goldsmith argues that differences can help build great organizations, but also create tension that leaders must understand and spread throughout an organization. It also notes that today's diverse workforce in terms of skills, lifestyles, religions, genders, and ages is a competitive advantage if an organization changes to succeed in a changing marketplace and consumer base.
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The document discusses diversity in thought processes and defines diversity. It provides examples of how considering different perspectives can provide benefits. Some key points made include:
- Diversity in thought processes is more important than surface attributes like gender, age or religion. Considering a wider range of perspectives is important.
- Organizations benefit from diversity through increased innovation, problem-solving abilities, and avoiding "groupthink". A diverse workforce can better represent customer bases.
- Effectively managing diversity means creating an equitable environment where all groups can perform to their full potential without disadvantages. History shows a shift from equal opportunity to leveraging differences.
- Barriers to effective diversity initiatives include resistance, limited talent pools, and biases,
Diversity in the workplace
Here are a few points to consider in this case study:
- Forcing social interactions could backfire and create resentment. People naturally gravitate towards others with shared backgrounds and experiences.
- However, greater socializing across cultures may foster understanding and collaboration over time. Bringing people together casually in low-pressure settings could help break down barriers.
- Rather than taking unilateral action, the employee should discuss observations respectfully with coworkers and managers to get input and buy-in. A top-down diversity initiative may be more effective than individual efforts.
- The work environment appears functional as is. Forcing integration risks undermining that if coworkers feel pressures on their personal lives and friendships. Voluntary participation is
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Cultural diversity presents both opportunities and challenges for multinational companies. While diverse teams can spark creativity and better problem-solving through different skills and perspectives, they also face issues like miscommunication, lack of cultural awareness, and differing attitudes and perceptions. Problems most often emerge at the beginning of a project during initial relationship-building. Providing cross-cultural training to develop skills like effective communication, cultural respect, flexibility, and open-mindedness can help multicultural teams overcome challenges and maximize the benefits of diversity.
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The document discusses diversity in thought processes and defines diversity. It provides examples of how considering different perspectives can provide benefits. Some key points made include:
- Diversity in thought processes is more important than surface attributes like gender, age or religion. Considering a wider range of perspectives is important.
- Organizations benefit from diversity through increased innovation, problem-solving abilities, and avoiding "groupthink". A diverse workforce can better represent customer bases.
- Effectively managing diversity means creating an equitable environment where all groups can perform to their full potential without disadvantages. History shows a shift from equal opportunity to leveraging differences.
- Barriers to effective diversity initiatives include resistance, limited talent pools, and biases,
Diversity in the workplace
Here are a few points to consider in this case study:
- Forcing social interactions could backfire and create resentment. People naturally gravitate towards others with shared backgrounds and experiences.
- However, greater socializing across cultures may foster understanding and collaboration over time. Bringing people together casually in low-pressure settings could help break down barriers.
- Rather than taking unilateral action, the employee should discuss observations respectfully with coworkers and managers to get input and buy-in. A top-down diversity initiative may be more effective than individual efforts.
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This document discusses diversity in organizations and provides information on several related topics:
It defines diversity as differences among individuals based on characteristics like ethnicity, gender, religion, political beliefs, and life experiences. It also describes two levels of diversity - surface level traits that are easily noticeable, and deep level traits that are less visible.
The document outlines some biographical characteristics like age, gender, race, and disability that can impact work and discusses strategies for implementing effective diversity management programs, such as defining goals, metrics, resources, and education.
Finally, it emphasizes the importance of attracting, selecting, developing, and retaining a diverse workforce, providing a positive work environment, clear job descriptions, and ensuring personnel policies are
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It defines diversity as differences among individuals based on characteristics like ethnicity, gender, religion, political beliefs, and life experiences. It also describes two levels of diversity - surface level traits that are easily noticeable, and deep level traits that are less visible.
The document outlines some biographical characteristics like age, gender, race, and disability that can impact work and discusses strategies for implementing effective diversity management programs, such as defining goals, metrics, resources, and education.
Finally, it emphasizes the importance of attracting, selecting, developing, and retaining a diverse workforce, providing a positive work environment, clear job descriptions, and ensuring personnel policies are
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The document outlines some biographical characteristics like age, gender, race, and disability that can impact work and discusses strategies for implementing effective diversity management programs, such as defining goals, metrics, resources, and education.
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It defines diversity as differences among individuals based on characteristics like ethnicity, gender, religion, political beliefs, and life experiences. It also describes two levels of diversity - surface level traits that are easily noticeable, and deep level traits that are less visible.
The document outlines some biographical characteristics like age, gender, race, and disability that can impact work and discusses strategies for implementing effective diversity management programs, such as defining goals, metrics, resources, and education.
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- 1. PRESENTED BY: Dilip Kumar Mishra 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 Diversity in 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 Primary Dimensions • 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 • Demonstrate commitment 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 and Development 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 • Workplace activities • Workplace design • Buddy system • Employee networks • Awards and recognition
- 11. Communicate Effectively • Telling the 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 • Emotions effect 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
- 15. THANK YOU