Diversity Management As A Factor Of Economic Success 0
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Find out how Diversity Management offers an organization a solid foundation for future success in an ever-changing world!
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Diversity Management As A Factor Of Economic Success 0
- 1. Diversity Management as a Key Factor for Business Success 360° of Diversity [email_address] http://twitter.com/360ofDiversity
- 7. What is Diversity? www.360ofdiversity.wordpress.com Diversity
- 10. How does Diversity Management work? www.360ofdiversity.wordpress.com
- 13. Where do our prejudices come from? www.360ofdiversity.wordpress.com Family and Friends Values and Norms Personal Experiences The Media
Editor's Notes
- Hello I am Trina Roach from 360° of Diversity and I would like to welcome you to my presentation. My topic today: Diversity Management as a Key Factor for Business Success
- I would like to begin with a short quote by British writer William Somerset Maugham He once said: “Tolerance is actually just another word for indifference.” In this presentation I’d like to prove to you that diversity management is the polar opposite of the type of indifference Maugham spoke of.
- Why did I create this presentation? First I would like for you to better understand what DM is all about Then I would like to point out the business-related advantages of a pro-active DM program I would also like to sensitize you to the hurdles and challenges that DM initiatives will certainly encounter And finally, I would like to encourage you to critically reassess your existing DM program - or to finally take the leap and establish an empowering DM program within your organization.
- Why is DM so important for your organization? A major demographic shift in recent decades has significantly changed the face of Germany. In addition, local companies are now facing a portfolio of all-new challenges due to a rapid increase in market globalization. DM provides your organization with an important foundation upon which you can better utilize valuable potentials and more effectively counteract – or even prevent - conflict within the framework of this new landscape. That’s why I would like to ask you: How can you recruit and unify your increasingly diverse workforce in such a way that your organization can successfully position itself stronger And that, not only locally or nationally, but also internationally, necessary
- But what does reality look like in German corporations Despite the abovementioned changes, many German companies still do not have a DM program that is intrinsically linked to its business objective As a result, the recognition and appreciation of (for example cultural) diversity is insufficiently reflected within those companies. That means the potential and synergy of the workforce is still not being gainfully mobilized.
- What purpose does DM serve? Within the context of current demographic and economic changes, DM is a way to renew corporate culture It is a method to update an organization’s mission statement and its vision Its objective it to increase workforce quality and productivity , as well as to improve team spirit In addition, it is a method to improve customer or client satisfaction In other words, DM offers an organization a solid foundation for future success in an ever-changing world!
- What is actually diversity There is no one definition However, the most commonly discussed core dimensions of diversity are: Ethnicity and race Age Socio-economic status
- What is the history of DM in Germany? Germany does not have the same historical anti-discrimination movement as the USA, France and the Netherlands An increasingly diverse society is therefore often still viewed by many as a source of potential conflict, instead of also as a fount of much-needed innovation and renewal
- Germany’s “General Equality Laws” – or “Allgemeines Gleichbehandlungsgesetz” – is therefore not really comparable to the anti-discrimination laws in other countries. Within a business context it’s therefore important to note that such as a welcome initiative as the so-called “Diversity Charta” – or “Charta der Vielfalt” – is an entirely voluntary commitment.
- How does successful DM actually work? When DM becomes an integral part of an organization’s culture, it presupposes an safe and respectful atmosphere for every facet of the workforce. There is a clear assignment of responsibility for the definition and implementation of the agreed action plan Those responsible are also given the necessary competency to effectively move the process forward. Clearly defined standards and benchmarks exist – are communicated throughout the organization - and reliably applied.
- What does the DM change process actually look like? DM can only be expected to overcome initial resistance - and establish itself long-term - if it’s clearly a senior management commitment from the beginning Even though others may have operative responsibility for individual programs and projects, DM must remain a visible high priority for the organizational leadership A collective buy-in can best be achieved by actively involving the entire workforce at a very early state of the process
- What are the hurdles and challenges facing DM? In many organizations there is still a lack of awareness of the need for a DM program In other cases, existing programs are too quickly pushed to the wayside. Some DM programs end up being little more than a catalogue of activities that are in no way connected to the overall business objectives. There is a lack of clear responsibility Or those responsible are not given the competencies they would need to actually be effective. Of course, there are still perceivable and perceived differences, stereotypes and prejudices. In other words, fear exists on a multitude of levels.
- Where do our prejudices come from? Of course, we all have our prejudices. We literally begin developing them within the circle of our family and close friends Later on our own personal experiences may strengthen or expand them In addition, societal norms and religious values can affect the way we view and accept other people. Additional influences – such as the way certain groups are portrayed in the media – further add to the mix.
- The German writer Theodor Fontane knew: “Ignoring something isn’t the same as tolerance” Of course, these differences between groups of people have existed since the beginning of time Sometimes people experienced the most extreme forms of exclusion because of those differences At other times different groups lived together – or side-by-side – in relative peace So, what’s so new about diversity? Diversity’s main objective is the respectful and mutually appreciative interaction with all people while simultaneously acknowledging their differences as a simple matter of fact. In other words: inclusion instead of exclusion.
- What are the competitive advantages of DM for your organization? Although each case is different based on the specifics of an organizations situation, there are a few common advantages well worth noting. By optimizing workforce synergy your organization benefits from more complex solution-finding and increased internal flexibility. In a working atmosphere that is based on respect and mutual appreciation, organizations have a much easier time recruiting – and retaining - highly qualified people from all segments of society They also find it much simpler to recruit extremely qualified foreign workers, if nessecary as well as to send their own staff on successful assignments abroad. In addition, they are able to better expand their scope of influence to access - and work more successfully with - a more multifaceted group of suppliers and customers.
- These are all clear competitive advantages over organization that are dependent on external support or outsourcing.
- What results can you expect from DM When a DM program really takes hold within an organization, the workforce feels personally appreciated for their performance, ideas and commitment. This motivates them to identify more openly with their organization and its goals The results: both individually and as a team the entire workforce is motivated to excel in their performance – and they find it easier to do so!
- How do you know that your organization needs diversity management? To be able to answer this questions, you must first be clear on the following points: Where is there already diversity within your organization and how does your organization benefit from it? Where does it make sense to proactively increase diversity? Why will this benefit your organization? Where are there markets that you cannot – or not properly - serve with your existing workforce?
- I would like to close with a quote by Germany’s best known poet, JWvG. Goethe knew something we all need to remember today: Tolerance should only be a temporary attitude: it has to lead to acceptance. To tolerate means to insult
- If you would like to know more about DM for your organization – or you are interested in supplementing your existing DM program with additional coaching or training, I would be more than happy to support your organiization. Please feel free to contact me.
- Thank you very much for your time and consideration!