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Made By: ESHA GOEL MBA 2nd SEM Roll No: 0271333907 HMR Institute of Technology and Management
Table of Contents: 1. Overview 2. Critical analysis 4. Present Scenario 3. Recommendation 5. Conclusion Bibliography .
though some consider these terms to be very different. The sources of individual variations are complex. Freedom of speech and willingness to disagree are essential for fostering creativity and innovation. thus implying focus on valuing qualities that are different between groups and individuals. geographic origin. foreign direct investment. and the contribution of service sector to the economy. share in world trade. sexual orientation. These indicators are also reflective of a higher degree of integration of the Indian economy in the global village. Since more and more multinational companies (MNCs) have started their operations in India. rather. refers to valuing differing perspectives of people in organizations. In a broad sense. This is evident from the considerable rise since the adoption of globalization policies in its gross domestic product. simply speaking. but they can generally be grouped into two categories: those over which individuals have little or no control and those over which individuals have more control. Diversity is more than equal employment and affirmative action. diversity among employees may have a negative impact on productive teamwork. treating the individual employee the way he/she wants. profession. Diversity Management can. Life and work today are significantly changed by the diversity profile of the employees who have been woven into the fabric of organizations in many countries. PRESENT SCENARIO: ISSUES IN INDIA India is one of the countries which have been beneficiary of the globalization process. tenure with the organization. Valuing diversity implies. Since Indian . life style. a salad bowl where each unique ingredient that is included in it contributes something to produce a "delicious" outcome. Diversity Management and organizational justice issues are bound to become more critical than before. But what do we mean by DIVERSITY? Diversity simply refers to human characteristics that make people different. to the extent possible. The concept is rooted in the thinking that society is not a melting pot but.OVERVIEW: One of the greatest challenges facing organizations today is managing workforce diversity in a way that both respects the employees' unique attitudes and promotes a shared sense of corporate identity. Diversity management. in a way. be said to be a modern form of ensuring equal opportunity. diversity management is seen as a process to develop an environment that facilitates maximization of the potential of all employees involved in the working of an organization. Thus. Unless effectively managed. functional specialty. Any perceived difference among people: age. or position. they want to know the peculiarities and idiosyncrasies of the Indian workforce and how it could be motivated to contribute its best to the organizational goals.
processes and indeed people across borders in recent times. It is not uncommon any longer to see people of different nationalities and cultures working together at one location or division of a company. many of whom have to face various forms of discrimination that are rooted in stereotypes about people from different religions. Here too. India is a large country and comprises 29 states and 6 union territories. IT and ITeS companies have been at the forefront of changing workplace equations where workplace diversity is no longer a one-off fad. the gap between the legal promise and actual implementation is very wide. Often in business in India. There is a greater diffusion of knowledge. is not as clearly defined as it should be and therefore women experience various forms of unfavorable discrimination from society. and cultures. dialects. Close to 17 per cent of Indian people are religious minority. Discrimination based on regionalism is also an important issue that needs to be attended. it has a variety of languages. Since India has had caste system in operation for many years. adoption and commercialization of communication technologies and the internet has changed the contours of corporate structures. As of today. Indian companies have to eventually realize the importance of investing in diversity management and thus go beyond legal compliance. Linguistically speaking. The position of women's rights too.human capital is known to be of highcaliber. In the case of India. much of the Diversity Management discourse in India is at the stage of equal opportunity. workplace hierarchies and people assimilation in different markets. There is little social protection against discrimination against the disabled too. employers and superiors. So whether it is one of the hottest performing Indian IT companies like Hexaware Technologies . Diversity of different religious groups is yet another angle of looking at the issues involved. one of the key hurdles in the way of managing diversity in plural India is strong feeling for regionalism and casteism and stereotypes based on these beliefs. Interestingly. Diversity Management is viewed as looking primarily at religious and state of origin issues and not the broader Diversity Management context. there is still a high degree of overt and covert caste -based discrimination in social as well as employment matters. who often have to face societal indifference to their peculiar needs and susceptibilities. Sources of Diversity Diversity in Indian Organization The global integration of economies wrought by the fast-paced growth.
multiple benefits are reported such as: Increased adaptability . Wipro. Broader service range .Organizations employing a diverse workforce can supply a greater variety of solutions to problems in service. learning experiences and fulfilling work environments. Employees from diverse backgrounds bring individual talents and experiences in suggesting ideas that are flexible in adapting to fluctuating markets and customer demands. key hubs of IT-ITeS industries. TCS or even a player like marketRx which provides analytic product-enabled services to customers in pharmaceutical and life sciences industry. Chennai. These companies with their global conquest and proven benchmarks are now the sought after ‘working grounds’ for foreign professionals to seek exciting career opportunities and learning experiences. the “extended campus” working environment. all of them have understood the importance of hiring professionals. . it does not matter if you are black or white or brown as long as you can get together to create a great working environment and lead fulfilling career and enriching lives. CRITICAL ANALYSIS Benefits of Workplace Diversity An organization’s success and competitiveness depends upon its ability to embrace diversity and realize the benefits. Further. irrespective of their nationalities. Pune. world-class facilities. A congenial and cohesive work culture without conflicts and cultural pressures is highly essential so as to not affect the productivity or the performance of a company as a whole. develop and implement diversity plans. and allocation of resources. Hyderabad. Gurgaon etc. When organizations actively assess their handling of workplace diversity issues. But it is pertinent to point out that these experienced professionals are seeking out only those companies with acknowledged competencies and best work practices to work and explore careers in.(according to a recent survey by Business Week).g. It is in this context that HR heads and divisional managers with excellent man management skills and outward orientation need to be playmakers in order to smoothen this process. Moreover. With adjustments and acclimatization becoming an integral part of the ‘ushering in’ period for the foreign professionals. stateof-the-art process and functional technologies in these companies are making it easy for these foreign professionals to get acclimatized in these Indian companies. sourcing. Many such professionals are coming to India and working in different cities like Mumbai. Delhi. even the Indian counterparts have to do the same. Clearly. Bangalore.A diverse collection of skills and experiences (e. these companies are also best-placed to offer some of the best compensation packages. or proven A-league companies like Infosys.
A diverse workforce that feels comfortable communicating varying points of view provides a larger pool of ideas and experiences. The organization can draw from that pool to meet business strategy needs and the needs of customers more effectively. Some of those challenges are: Communication . Stereotyping . Ineffective communication of key objectives results in confusion.People prefer to associate with others who are like themselves. they must build and implement a customized strategy to maximize the effects of diversity in the workplace for their particular organization. resulting in higher productivity. Successful Management of Diversity in the Workplace . and return on investment. Armed with the results of employee assessments and research data. Our interests.and reaching agreement on problems can be difficult. Variety of viewpoints .Perceptual. or they may disagree because of their different frames of references. . The “we’ve always done it this way” mentality silences new ideas and inhibits progress. lack of teamwork. block and select what we see and hear. Group members often inappropriately stereotype their “different” colleagues rather than accurately perceiving and Taking full advantage of the benefits of diversity in the workplace is not without its challenges. cultural and language barriers need to be overcome for diversity programs to succeed.Companies that encourage diversity in the workplace inspire all of their employees to perform to their highest ability. A strategy must be created and implemented to create a culture of diversity that permeates every department and function of the organization. Company-wide strategies can then be executed. values and cultures act as filters and distort. cultural understanding) allows a company to provide service to customers on a global basis.This can be the overriding challenge to all diversity advocates. We see and hear what we expect to see and hear.languages. profit. it also causes stress and tension .Diversity training alone is not sufficient for your organization’s diversity management plan.There are always employees who will refuse to accept the fact that the social and cultural makeup of their workplace is changing. Resistance to change . This tendency often leads to mistrust and misunderstanding of those who are different because of lack of contact and low familiarity. More effective execution . Mistrust and tension . Challenges Workplace of Diversity in the Implementation of diversity in the workplace policies . Diversity also increases errors and misunderstandings . and low morale.We learn to see the world in a certain way based on our backgrounds and experiences.Group members may assume they interpret things similarly when in fact they do not.
A customizable employee satisfaction survey can accomplish this assessment for your company efficiently and conveniently. attainable and measurable. our workforce becomes . That report will be the beginning structure of your diversity in the workplace plan. Such stereotypes inurn affect how people employee stereotyped as unmotivated or emotional will be given less -stress – provoking jobs than their coworkers. . An organization must decide what changes need to be made Ward off change resistance with inclusion.Involve every employee possible in formulating and executing diversity initiatives in your workplace. Promote diversity in leadership positions. Reassessment can then determine the success of you diversity in the workplace plan implementation. Those job assignments will create frustrated employees. Attitudes toward diversity originate at the top and filter downward. Utilize diversity training. Leaders and managers within organizations must incorporate diversity policies into every aspect of the organization’s function and purpose.evaluating those individual’s contributions. As the economy becomes increasingly global. Implementation of diversity in the workplace plan . Recommended diversity in workplace solutions include: the RECOMMENDATIONS Recommended steps that have been proven successful in world-class organizations are: Assessment of diversity in the workplace .This practice provides visibility and realizes the benefits of diversity in the workplace. higher turnover. . It can help your management team determine which challenges and obstacles to diversity are present in your workplace and which policies need to be added or eliminated.The personal commitment of executive and managerial teams is a must. and a timeline for that change to be attained. Launch a customizable employee satisfaction survey that provides comprehensive reporting. and underused skills.Top companies make assessing and evaluating their diversity process an integral part of their management system. Management cooperation and participation is required to create a culture conducive to the success of your organization’s plan.Use it as a tool to shape your diversity policy.Use the results to build and implement successful diversity in the workplace policies. Development of diversity in the workplace plan . The plan must be comprehensive. . Foster an attitude of openness in your organization. .Encourage employees to express their ideas and opinions and attribute a sense of equal value to all. . capabilities aspirations and motivations. perhaps resulting in low commitment.Choosing a survey provider that provides comprehensive reporting is a key decision.
Noe. 9th edition. Tata McGraw-Hill. BIBLIOGRAPHY R. Diversity management benefits associates by creating a fair and safe environment where everyone has access to opportunities and challenges. Delhi. Organizational success and competitiveness will depend on the ability to manage diversity in the workplace effectively. Times Ascent . (2001). Human Resource Management. Deborah. San Mateo.increasingly diverse. so organizations need to learn how to adapt to be successful practices. CA: InfoWorld Media Group. Management tools in a diverse workforce should be used to educate everyone about diversity and its issues. 2006 Black Enterprise. Most workplaces are made up of diverse cultures. 4th edition. Aswathappa. New Delhi. including laws and regulations. Human Resource and Personnel Management. 2006 K. CONCLUSION A diverse workforce is a reflection of a changing world and marketplace. Evaluate your organization’s diversity policies and plan for the future. Pearson Education. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity. Devoe. starting today. Managing a multicultural workforce. Managing a diverse workforce. Black Enterprise Magazine (July). Mondy and Robert M. Diverse work teams bring high value to organizations. (1999).
. Strategic Human Resource Management. and S. Schuler. Jackson 1999. London: Blackwell. R.
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