Description
What is workplace diversity, diversity in different cultural context, reasons for emergence of diversity, promoting diversity, benefits of diversity, specific characteristics of diversity,
Workplace Diversity
What is Workplace diversity?
• Workplace diversity reflects all the ways that people differ, not just cultural diversity • Primary characteristics--include observable characteristics, such as age, gender, ethnicity, some disabilities • Secondary characteristics are the “unobservables”, including values systems, beliefs, mental models, attitudes, sexual orientation • Organisational related variables include tenure and length of tenure, position in the organisation, skills and work attributes
The Grid Classification
Attributes Types of Diversity
Age Gender Demographic Nationality Ethnicity Religion Cultural Values Personality Attitudes Abilities Socio-ecnomic background Education Function Profession Organisational Organisation Industry Organisational Tenure Group Tenure
Cultural
Values
Diversity in different cultural context
• Diversity in our class - Background
• Diversity in Asia • Diversity in India - Minorities • Diversity in US - Ethnic discrimination
Reasons for the Emergence of Diversity
• Changing work force demographics – Increased Cross Boundary movement of labour due to globalisation – Emergence of new Urban Centres (eg: Bangalore, Pune) – Increase in importance of skill-based jobs – Demographic trends • Legislation and Lawsuits • Competitive pressures - Image of a socially responsible organisation • International Business
Changing Work force Demographics
• The major reason for the emergence of diversity as an important challenge is changing work force demographics • Older workers, women, minorities and those with more education are now entering the work force in record numbers • Composition of tomorrow?s work force will be much different from that of the past • Assuming talent and ability are equally distributed, many of the new diverse entrants, will enter the ranks of management
Legislation & Lawsuits
• The political and legal systems have compelled organization?s to hire more broadly and to provide equal opportunities for all employees • Individuals and groups that have found themselves excluded from organizations or managerial positions have brought lawsuits in an effort to overcome discriminatory barriers and ensure for themselves equal opportunities in employment
Competitive Pressures
• Organizations are beginning to realize that diversity can help them meet the competitive pressures, they currently face • Firms that hire and promote women and minorities are going to end up with a more talented and capable workforce
• The most talented and qualified people will feel that their opportunities are better with firms that promote diversity than with others
• Diversity can provide a firm with competitive advantage
Increase in Global Business
• A final major reason for the emerging challenge of diversity is that more and more organizations are entering the global arena • A natural by-product of this is increased „cultural? diversity
• Domestic organizations will be accustomed to working with people who have different cultures, customs and social norms
Promoting Diversity
• Diversity needs to be promoted in organizations in a planned manner • Diversity is important at all levels. While in many organizations diversity is ensured at the lower levels, there may be no diversity at the higher levels • Some values and behaviours which help to develop a mindset conducive to diversity
– – – – Empathy Openness Democratic Values Supportive Behaviour
–
Recruitment of a diverse workforce
The benefits of diversity in organization
• • • • • Increased innovation Improved service to clients Competitive management practices Modelling what we promote Better brand image
Specific Characteristics of Diversity
• The most widely recognized deal with age, gender, ethnicity and education • Age –
– The workforce is getting progressively older and this trend will continue in the future The contributing factor to an aging workforce is the nation?s improved health and medical care, which is helping people to live longer Another factor is the easing of retirement rules, allowing people to work into their 60s and beyond
–
–
Specific Characteristics of Diversity
• Age – – On the other hand organizations must also learn how to deal with younger employees, who have values markedly different from those of their older counterparts – The days of total loyalty and commitment to the organization are a thing of the past • Gender – – Women have been entering the workforce in large numbers – This diversity development should dramatically change the policies and day-to-day practices of organizations
Specific Characteristics of Diversity
• Ethnicity –
– – The ethnic mix will change dramatically The challenge for management will be to deal with these changes as with the changes regarding Gender
• Education –
– – The education level of the workforce has been rising This trend leads to higher expectations and competitiveness amongst employees and management challenge to meet this trend
Most Pressing Workplace Diversity Issues in South East Asia
Aggregate Total Score
Source: CSR Asia Weekly Vol.2 Week 11
Most Pressing Workplace Diversity Issues in India
Aggregate Total Score
Source: CSR Asia Weekly Vol.2 Week 11
Barriers to addressing Workplace Diversity
Aggregate Total Score
Source: CSR Asia Weekly Vol.2 Week 11
The 3 Most Pressing Workplace Diversity Issues in Asia
Aggregate Total Score
Source: CSR Asia Weekly Vol.2 Week 11
Ford?s Inclusive Workplace Model
•Employee Resource Groups (ERGs) •Worklife Integration Programs and Benefits •Dealer Diversity •Supplier Diversity and Empowerment
Employee Resource Groups (ERGs)
• Ford African-Ancestry Network (FAAN) • Ford Employees Dealing with disAbilities (FEDA) • Ford Gay, Lesbian, Bisexual or Transgender Employees (GLOBE) • Ford Interfaith Network (FIN)
2007- Awards
• DiversityBusiness.com's Div50: America's Top Organizations for Multicultural Business Opportunities • Hewitt Associates: Top 25 Best Employers of India • Minority Engineer Magazine's Top 50 Companies for Minorities • National Association of Female Executives: Top Companies for Executive Women • Springboard Consulting and Work Life Matters Magazine's Disability Matters Award
References
• • • • • • • • • Proquest Database Ebsco Databasehttp://www.workplacediversity.comhttp://www.apsc.gov.au/publications/diversityguidelines.htmhttp://www.professionalpractice.asme.org/communications/diversity/i ndex.htmhttp://www.transworkplace.blogspot.com/http://www.diversityintheworkplace.ca/http://www.workplace-diversity.blogspot.com/http://www.business.com/directory/human_resources/diversity/
doc_686064186.pptx
What is workplace diversity, diversity in different cultural context, reasons for emergence of diversity, promoting diversity, benefits of diversity, specific characteristics of diversity,
Workplace Diversity
What is Workplace diversity?
• Workplace diversity reflects all the ways that people differ, not just cultural diversity • Primary characteristics--include observable characteristics, such as age, gender, ethnicity, some disabilities • Secondary characteristics are the “unobservables”, including values systems, beliefs, mental models, attitudes, sexual orientation • Organisational related variables include tenure and length of tenure, position in the organisation, skills and work attributes
The Grid Classification
Attributes Types of Diversity
Age Gender Demographic Nationality Ethnicity Religion Cultural Values Personality Attitudes Abilities Socio-ecnomic background Education Function Profession Organisational Organisation Industry Organisational Tenure Group Tenure
Cultural
Values
Diversity in different cultural context
• Diversity in our class - Background
• Diversity in Asia • Diversity in India - Minorities • Diversity in US - Ethnic discrimination
Reasons for the Emergence of Diversity
• Changing work force demographics – Increased Cross Boundary movement of labour due to globalisation – Emergence of new Urban Centres (eg: Bangalore, Pune) – Increase in importance of skill-based jobs – Demographic trends • Legislation and Lawsuits • Competitive pressures - Image of a socially responsible organisation • International Business
Changing Work force Demographics
• The major reason for the emergence of diversity as an important challenge is changing work force demographics • Older workers, women, minorities and those with more education are now entering the work force in record numbers • Composition of tomorrow?s work force will be much different from that of the past • Assuming talent and ability are equally distributed, many of the new diverse entrants, will enter the ranks of management
Legislation & Lawsuits
• The political and legal systems have compelled organization?s to hire more broadly and to provide equal opportunities for all employees • Individuals and groups that have found themselves excluded from organizations or managerial positions have brought lawsuits in an effort to overcome discriminatory barriers and ensure for themselves equal opportunities in employment
Competitive Pressures
• Organizations are beginning to realize that diversity can help them meet the competitive pressures, they currently face • Firms that hire and promote women and minorities are going to end up with a more talented and capable workforce
• The most talented and qualified people will feel that their opportunities are better with firms that promote diversity than with others
• Diversity can provide a firm with competitive advantage
Increase in Global Business
• A final major reason for the emerging challenge of diversity is that more and more organizations are entering the global arena • A natural by-product of this is increased „cultural? diversity
• Domestic organizations will be accustomed to working with people who have different cultures, customs and social norms
Promoting Diversity
• Diversity needs to be promoted in organizations in a planned manner • Diversity is important at all levels. While in many organizations diversity is ensured at the lower levels, there may be no diversity at the higher levels • Some values and behaviours which help to develop a mindset conducive to diversity
– – – – Empathy Openness Democratic Values Supportive Behaviour
–
Recruitment of a diverse workforce
The benefits of diversity in organization
• • • • • Increased innovation Improved service to clients Competitive management practices Modelling what we promote Better brand image
Specific Characteristics of Diversity
• The most widely recognized deal with age, gender, ethnicity and education • Age –
– The workforce is getting progressively older and this trend will continue in the future The contributing factor to an aging workforce is the nation?s improved health and medical care, which is helping people to live longer Another factor is the easing of retirement rules, allowing people to work into their 60s and beyond
–
–
Specific Characteristics of Diversity
• Age – – On the other hand organizations must also learn how to deal with younger employees, who have values markedly different from those of their older counterparts – The days of total loyalty and commitment to the organization are a thing of the past • Gender – – Women have been entering the workforce in large numbers – This diversity development should dramatically change the policies and day-to-day practices of organizations
Specific Characteristics of Diversity
• Ethnicity –
– – The ethnic mix will change dramatically The challenge for management will be to deal with these changes as with the changes regarding Gender
• Education –
– – The education level of the workforce has been rising This trend leads to higher expectations and competitiveness amongst employees and management challenge to meet this trend
Most Pressing Workplace Diversity Issues in South East Asia
Aggregate Total Score
Source: CSR Asia Weekly Vol.2 Week 11
Most Pressing Workplace Diversity Issues in India
Aggregate Total Score
Source: CSR Asia Weekly Vol.2 Week 11
Barriers to addressing Workplace Diversity
Aggregate Total Score
Source: CSR Asia Weekly Vol.2 Week 11
The 3 Most Pressing Workplace Diversity Issues in Asia
Aggregate Total Score
Source: CSR Asia Weekly Vol.2 Week 11
Ford?s Inclusive Workplace Model
•Employee Resource Groups (ERGs) •Worklife Integration Programs and Benefits •Dealer Diversity •Supplier Diversity and Empowerment
Employee Resource Groups (ERGs)
• Ford African-Ancestry Network (FAAN) • Ford Employees Dealing with disAbilities (FEDA) • Ford Gay, Lesbian, Bisexual or Transgender Employees (GLOBE) • Ford Interfaith Network (FIN)
2007- Awards
• DiversityBusiness.com's Div50: America's Top Organizations for Multicultural Business Opportunities • Hewitt Associates: Top 25 Best Employers of India • Minority Engineer Magazine's Top 50 Companies for Minorities • National Association of Female Executives: Top Companies for Executive Women • Springboard Consulting and Work Life Matters Magazine's Disability Matters Award
References
• • • • • • • • • Proquest Database Ebsco Databasehttp://www.workplacediversity.comhttp://www.apsc.gov.au/publications/diversityguidelines.htmhttp://www.professionalpractice.asme.org/communications/diversity/i ndex.htmhttp://www.transworkplace.blogspot.com/http://www.diversityintheworkplace.ca/http://www.workplace-diversity.blogspot.com/http://www.business.com/directory/human_resources/diversity/
doc_686064186.pptx