Workforce diversity refers to a workforce with a broad mix of people of different races, ethnicities, ages, genders, cultures, and orientations. The document outlines key goals of workforce diversity like maximizing productivity and creativity. It also lists elements of diversity like age, gender, ethnicity, and discusses problems that can arise like discrimination, cultural differences, and communication problems. The document advocates for diversity training to increase awareness, address biases, and change behaviors to effectively manage a diverse workforce. It notes diversity awareness programs provide information, uncover biases, assess beliefs, and improve understanding of differing perspectives.
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.
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
Cultural Diversity in an Organization - Managing, Reasons, Role of HR Personn...Varun Suresh
This presentation talks about Cultural Diversity in an Organization, why it should be managed, the various reasons for Managing Cultural Diversity, Role of a HR personnel in Managing Cultural Diversity, Strategies adopted by them, the Process and Pros and Cons
This presentation expands the notion of diversity far beyond racial and gender stereotypes to help viewers value the differences that everyone brings to the organization.
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.
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
Cultural Diversity in an Organization - Managing, Reasons, Role of HR Personn...Varun Suresh
This presentation talks about Cultural Diversity in an Organization, why it should be managed, the various reasons for Managing Cultural Diversity, Role of a HR personnel in Managing Cultural Diversity, Strategies adopted by them, the Process and Pros and Cons
This presentation expands the notion of diversity far beyond racial and gender stereotypes to help viewers value the differences that everyone brings to the organization.
The term diversity often raises controversy, confusion, and tension. What does it mean? Is it the same as affirmative action? Why should you focus on it?
Dimensions of diversity include, but are not limited to: age, ethnicity, ancestry, gender, physical abilities/qualities, race, sexual orientation, educational background, geographic location, income, marital status, military experience, religious beliefs, parental status, and work experience (Loden and Rosener 1991, 18-19).
The benefits of diversity for the workforce in Canada.
Canadian employers are making significant strides in
inclusive hiring and improving accessibility across an
increasingly broad range of industries.
Even without a diversity hiring strategy, it’s likely your workforce already reflects a variety of cultures and
capabilities.
Read more to find out how Canada is changing and how to facilitate workforce diversity
Last June, we first reported our diversity metrics, and today we wanted to give an update on our progress. Our latest numbers show encouraging results, and we are pleased with our progress. Each gain is the work of many. Our numbers also show where we still have room for much more progress, so we need to be relentless in our efforts.
History today often seems deeply divided, as public historians and educators complain about the disengagement of academics and college and university professors pursue increasingly esoteric subjects of research. Robert Townsend will speak on the findings of his recent book, History's Babel, which looks back to the early decades of the historical enterprise to show how efforts to professionalize pushed history specialists (in archives, historical societies, and teaching) away from each other. This seminar presentation will offer a wide-ranging discussion of the many different professions of history and what they mean for the discipline.
Think Ethnic is the ultimate forum for marketing and communications professionals, academics, clients
and brands interested in understanding, reaching and marketing to the growing multicultural audiences in the UK and Europe.
Members of the Diversity Committee will educate APWA members on ways of recruiting and retaining talent from minorities and the underprivledged. This presentation will discuss concepts and proven techniques used across the United States on reaching out to these individuals, educating them on the value of entry-level or professional careers in Public Works and providing them a direction and the skills to become successful.
This lecture is prepared for the teaching learning process purpose in Bahir Dar University, College of Business and Economics, Department of Management.
Workforce diversity is a workforce consisting of a broad mix of workers from the different racial and ethnic backgrounds of different genders, ages of different domestic and national cultures.
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..
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
2. Definition
Workforce diversity is a workforce consisting of a
broad mix of workers from different racial and ethnic
background of different ages and genders, and of
different domestic and national cultures. It means
that the organizations are becoming more
heterogeneous mix of people in terms of gender, age,
ethnicity and sexual orientation
3. To identify, attract, and retain,the best people of each
group.
To create a workplace where that talent can perform at its
best to maximize shareholders value.
To assess and understand the diversity of the marketplace.
Prime Goals
4. Maximize the productivity.
Enhance the creativity.
Increase the loyalty of employees.
Getting competitive advantage.
Improving decision making by providing different
perspective on problems
Satisfy diverse needs of customers
Significance
6. PROBLEMS IN WORKFORCE DIVERSITY
Discrimination
Sexism
Ageism
Resistance to change
Conflicts
Cultural Differences
Communication Problems
Employee turnover and absenteeism
7. Diversity Training
As diversity in the workforce grows at an amazing
rate, more and more organizations are now focusing
on diversity in the workplace by emphasizing
recruitment, selection, retention, and training
Diversity training has three major objectives in the
workplace:
Increase awareness about diversity issues
Biases and stereotypes that deter from effective
management
Change behaviours to help effectively manage a
diverse workforce
8. Diversity Training
With diversity training, employees have a greater
understanding of the value diversity, better diversity
management skills, and more effective diversity related
behaviours .
After undergoing training, managers saw diversity related
practices as more important than they did prior to the
training, and were more likely to positively engage in
diversity related practices
9. Diversity Awareness Programs
5-9
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
