Nadia Nur Thahirrah

Putri Megasari

Fandi Agita

DEFINITION

Managing diversity can be defined as a planned, systematic and comprehensive managerial process for developing an organisational environment in which all employees, with their similarities and differences

BENEFIT

can contribute to the strategic and competitive advantage of the organisation, and where no-one is excluded on the basis of factors unrelated to production

HOW TO RESPOND TO THE DIVERSITY

Level 1 - we are different, we are hostile Level 2 - we are different, then we have no business Level 3 - we are different, we can work together. Level 4 - we are different, we are able to enrich

THE RELATIONSHIP OF DIVERSITY AND CONFLICT

Primordialis Instrumentalists Constructivist Institutionalist

HOW TO MANAGE DIVERSITY

Personal level
Deconstruct stereotypes and prejudices towards other identities Know and make friends with as many people with different identities - is not only familiar names and faces, but to recognize the background, character, expectations, etc., eat together, visit each other, etc. Develop ties (friendships, businesses, organizations, associations, etc.) that are inclusive and cross-identity, not exclusive Learn the rituals and philosophy of other identities Develop empathy for different identities Refused to participate in the discriminatory attitudes

systemic level

Segregation or separate distinct identities Banning negative campaigning about other identities Create an identity system blind Manage Salient least an identity. Creating a system of decision Positive discrimination or affirmative action

BENEFITS OF EMBRACING DIVERSITY

Individual Increased employee self-awareness of biases, stereotypes, and prejudices Increased employee understanding and tolerance for people who are different Employees who are more flexible and able to deal with change Team A variety of approaches to thinking and problem-solving Maximised innovation and productivity on complex tasks Improved communication skills and the ability to work productively in teams Organisational Access to a range of competencies not previously available Increased flexibility, adaptability and pro-activity within the organisation Access to a diverse range of markets, customers, suppliers and distributors, translating into bottom line results etc Customer Products and services that better meet customer needs