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“Diversity is all the ways in which we differ” -VR Hayles • Workplace diversity refers to the variety of differences between people in an organization. That sounds simple, but diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more. • Diversity not only involves how people perceive themselves, but how they perceive others. Those perceptions affect their interactions. For a wide assortment of employees to function effectively as an organization, human resource professionals need to deal effectively with issues such as communication, adaptability and change.
Diversity will increase significantly in the coming years. Successful organizations recognize the need for immediate action and are ready and willing to spend resources on managing diversity in the workplace now.
As the economy becomes increasingly global, our workforce becomes increasingly diverse. Organizational success and competitiveness will depend on the ability to manage diversity in the workplace effectively. Evaluate your organization's diversity policies and plan for the future, starting today.
Organizations have enormous power to focus efforts on collective goals, objectives, issues, problems, and results, if they so choose. It's the power of an organization's convergent effect people coming together in a planned way to accomplish something mutually beneficial for all involved. That's the theory of organization.
If organizations exist to unite diverse perspectives, capabilities, and talents in pursuit of common purposes and mutually beneficial results, why do they stifle diversity, seek sameness, discourage individuality, promote conformance, reward uniformity, and punish nonconformity? Because managing diversity is harder than managing uniformity -managing diversity is more challenging, expensive, time consuming, demanding, stressful, and prone to fail.
Managing uniformity requires little more than an authoritarian hierarchy, strict enforcement of procedures and performance standards, command and control management styles, and a conforming workforce -- the allure of uniformity lies in its ease of administration, stability and predictability, efficiency of operations, low cost and onbudget performance, minimal volatility with few surprises and quickly conforming culture.
However, an abundance of research and experience shows that organizations and work environments with high levels of required uniformity inevitably stifle creativity and innovation, retard initiative-taking, prevent widespread accountability for results, limit
Freedom to expand and create value, and weaken individual motivation, commitment and fulfillment. • A truly diverse organization or work environment, on the other hand, unified through common vision and purpose is healthy, strong, innovative, dynamic, and capable of blending a multiplicity of perspectives, experiences, and abilities, and it is able to weather significant competitive challenges. • An abundance of diversity exists in nature until it's altered. An untouched acre of ground in Maine, for example, may contain up to 10,000 different varieties of tree and plant life. Such diversity is not only inspiring and beautiful, but also ecologically robust. If you were to level an unharmed acre of ground in Maine, removing all indigenous plant life and then letting it sit untouched, new growth would bring less than 10 percent of the former diversity in terms of tree and plant life. • The trees and plants that first gain root in the newly leveled ground would dominate the space, preventing additional diversity from developing. Once removed, diversity rarely returns on its own. The uniformity mandate of the dominant species makes it impossible for diversity to flourish naturally. • The lesson for modern organizations and their management teams is obvious: Diversity must be carefully and constantly nurtured, because creating an organization is a lot like leveling ground. Both activities create new space where the initial staffing or first species
will attempt to dominate and control diversity. The very act of establishing and staffing an organization begins a process of limiting diversity, unless diversity is genuinely valued and vigilantly nurtured.
Diversity by definition is the attempt to bring together competing interests into a single whole, without constant nourishment, vibrant and productive diversity will eventually fade into ineffective, unfulfilling uniformity. Organizations with high levels of uniformity are ineffective and stagnant -- ultimately producing inbred corporate cultures that lack the new perspectives, pioneering capabilities and fresh ideas necessary to survive. That is the curse of uniformity.
Organizations and their management teams often define diversity too narrowly by tolerating, rather than embracing, government guidelines about inclusion of gender, racial, and sexual diversity in the workplace; focusing on the avoidance of legal risks, rather than the benefits of diversity; and doing the minimum necessary, rather than the maximum, to promote diversity. In the end, they promote uniformity rather than diversity, and understand only those customers who are most like their employees.
As you look around your office, is everyone just like you? Probably not. The demographics of the American workforce have changed dramatically over the last 50 years. In the 1950s, more than 60% of the American workforce consisted of white males. They were typically the sole breadwinners in the household, expected to retire by age 65 and spend their retirement years in leisure activities. Today, the American workforce is a better reflection of the population with a significant mix of genders, race, religion, age and other background factors.
The long-term success of any business calls for a diverse body of talent that can bring fresh ideas, perspectives and views to their work. The challenge that diversity poses, therefore, is enabling your managers to capitalize on the mixture of genders, cultural Backgrounds, ages and lifestyles to respond to business opportunities more rapidly and creative
For example. workplace diversity actually encompasses a range of cultural differences and dimensions. which encompasses age. However. 3. 2. Experiential: Varied life experiences represent another type of workplace diversity.TYPES OF WORKPLACE DIVERSITY: Workplace diversity encompasses differences in educational level and life experience. The term "workplace diversity" is most often used to refer to differences in race. Informational: 42 . Demographic diversity can also include professional degrees. 1. a single parent and a political refugee. a military veteran or a retired athlete will have unique ideas and perspectives due to their respective experiences. as will a homemaker. Demographic: The most basic type of workplace diversity is that of demographic background. gender and ethnicity. work history and veteran and disability status. gender and age. from ethnic and socioeconomic background to fundamental values and objectives.
such as the interpersonal conflict that may arise between individuals of diverse demographic backgrounds. as well as the relationship between the individual employee and the larger organization.Informational diversity refers to differences in educational background and individual knowledge base. 42 . Fundamental: Workplace diversity also encompasses more fundamental differences of values and objectives. Other differences. 4. Considerations: Some types of workplace diversity can contribute to conflict in negative ways. For example. can foster creative debate and innovative action. purpose and function of work. though. such as individual differences in experience and information base. 5. an individual with an MBA will have a different base of knowledge and understanding than a high school dropout who became a self-made millionaire. Individuals often have very different fundamental beliefs and goals about the importance.
more women working and retirees returning to work. INSTRUCTIONS: 1. • Diversity in the workplace evolved as an important topic in leadership and employment in the 1990s and into the 21st century. Screening criteria and interview questions should relate directly to well-defined job qualifications and duties. according to MulticulturalAdvantage. Make "ability to work in a diverse culture" a job requirement.com. Diversity management is necessary to gain value from insights and experiences of a diverse group. Its emergence came about due to an increasingly diverse population and work environment. 42 . starting in the 1990s. 2. • Greater workplace diversity can be attributed to increased immigration. Using a fair and balanced hiring and selection process helps you ensure that you are hiring the best candidates to fit each job. is one contributor to a more diverse workforce. Select and hire the most qualified applicants. This establishes a standard of fairness in diversity from day one for employees.TECHNIQUES TO DEAL WITH DIVERSITY IN THE WORKPLACE: • The emergence of more women at work.
cultural differences and teamwork and diversity coaching and management. Evaluate diversity behavior. Include items like cooperation. organizational departments. Diversity training topics should include general cultural awareness and sensitivity. Creating cross-functional teams helps encourage companywide collaboration. 6. Companies that are the most serious about making diversity work for their benefit talk openly about the value of diverse experiences and opinions. teamwork. effective workplace attitudes. Reward employees who demonstrate diversity-enriching behaviors and reprimand those who demonstrate behaviors that are intentionally excluding or discriminatory. Cross-functional teams are committees or project teams made up of member employees from all. Offer diversity workshops or seminars as part of new employee orientation and as an ongoing component of company and employee educational conferences and seminars. Establish cross-functional teams.Many companies now list this in job postings and descriptions. and gives employees a more well-rounded diversity experience. A diverse organization has diversity spread throughout departments within the organization. Hiring employees who are familiar with diversity and understand the importance of fairness and equality helps you establish an appropriate work environment. Support diversity programs and organizations in your community. 3. teamwork and support of diversity as evaluation criteria for employees. 42 . Ask candidates to give examples of their experience working successfully with diverse populations in interviews. 4. 5. among others. Communicate the value of diversity and offer training. or many.
fairness and equality are much more credible when implementing steps toward making diversity work in their organizations. Walk the talk. some employees will quickly conclude that there is no future for them in your company. As baby boomers age and more minorities enter the workplace. gay or lesbian.When exploring ways to increase corporate profits. Broaden your efforts. If you don't. the shift in demographics means that managing a multi-generational and multi-cultural workforce will become a business norm. Link diversity to the bottom line. Think outside the box. At a Fortune 500 manufacturing company. make diversity evident at all organizational levels. Don't be afraid to use words like black. white.Does diversity at your company refer only to race and gender? If so. there is a wealth of specialized 42 . Hispanics purchased many of the products. expand your definition and your diversity efforts. Consider how a diverse workforce will enable your company to meet those goals. Also. Show respect for diversity issues and promote clear and positive responses to them.Companies that "walk the walk" in support of organizations that promote diversity. profits increased dramatically in less than one year because of the targeted marketing efforts Your new customers may be people with disabilities or people over the age of 65. How can you demonstrate your company's commitment to diversity? 3. How can your employees help you reach new markets? 2. STRATEGIES OF WORKPLACE DIVERSITY: 1. When the company hired a Director of Hispanic Markets. look to new markets or to partnering with your clients more strategically.If senior management advocates a diverse workforce.
Training needs to emphasize the importance of diverse ideas as well. Older employees. for example. How can your recruitment efforts reach out to all qualified candidates? 4. are less familiar with behavioral interviews and may not perform as well unless your recruiters directly ask for the kind of experiences they are looking for. How can you keep valuable employees? 6.equipment available to enable people with disabilities to contribute successfully to their work environments.The definition of diversity goes beyond race and gender to encompass lifestyle issues.The style of interview . 42 . How can your human resources processes give equal opportunity to all people? 5. Workers care more about whether or not their boss seems to value their ideas rather than if they are part of a group of all white males or an ethnically diverse workforce. "who they know" rather than "what they know" Train your recruiters to understand the cultural components of interviews. Provide practical training.Using relevant examples to teach small groups of people how to resolve conflicts and value diverse opinions helps companies far more than large. Retain diversity at all levels.make good business sense. Remove artificial barriers to success. In addition. If your organizational environment does not support diversity broadly you risk losing talent to your competitors. Programs that address work and family issues .behavioral or functional- may be a disadvantage to some job candidates.alternative work schedules and child and elder care resources and referrals . abstract diversity lectures. Employees from countries outside the US and non-Caucasian populations may downplay their achievements or focus on describing.
Measure your results.Involve your managers in a mentoring program to coach and provide feedback to employees who are different from Them. How do you measure the impact of diversity initiatives at your organization? 42 . work environment. Mentor with others at your company who you do not know well . How can you provide diversity training at your company? 7. Find someone who doesn't look just like you. benefits. management and promotional opportunities to assess your progress over the long term.train leaders to move beyond their own cultural frame of reference to recognize and take full advantage of the productivity potential inherent in a diverse population. a different race or a different gender. Keep doing what is working and stop doing what is not working. Find someone who thinks differently than you do. How can you find a mentor who is different from you? 8. Some of your most influential mentors can be people with whom you have little in common.Conduct regular organizational assessments on issues like pay. Find someone from a different background.
An organization must demonstrate a commitment to a diverse workplace and promote that vision to employees and the public. It must evaluate the business 42 . Diversity is also important for a company to attract top talent. Commitment to Diversity: • For a successful diversity program. diversity is also a legal issue. an organization succeeds when it approaches a diversity strategy much like any other business strategy. Apart from the benefits that differences of background and lifestyle bring to the workplace.RECOGNIZING DIVERSITY IN THE WORKPLACE: To recognize and encourage diversity in the workplace requires a clearly defined strategy. Importance of Diversity: Diversity in the workplace allows differences to shine. The US AntiDiscrimination law prevents companies and organizations from employee discrimination based on gender. If you Google the name of a company with the word diversity. you can find out a lot about company values and their commitment to reaching out to diverse job candidates. race and religion.
there will be a misconception of what the company policy really is. preferably from the corporate level. General Electric created a chief diversity officer position to oversee the diversity strategy. races. socioeconomic levels and religions. It needs to understand the marketplace and demographics of its consumers. What works and what doesn't: • Diversity training is a popular way to educate employees about diversity but has been met with some skepticism. Having an officer in charge of diversity ensures that there is direct accountability and implementation of the strategy throughout the business. • In developing a diversity strategy. Under Jack Welch. Instead of an all-day mandated Diversity Training. If different departments develop their own diversity strategy. • Studies show that diversity training and education are imperative but need to be done carefully. An organization with employees that reflect these different groups will be more successful in serving consumers because their workforce reflects the diversity of the marketplace. Some feel that the training is too scripted and can actually reinforce stereotypes instead of breaking them down. consider more informal forums or panel speakers that employees will actually enjoy. • The marketplace is full of many different ages. 42 .need for diversity. a company should develop a unified message on diversity.
made a real difference in people's lives. businesses are starting to pay greater attention to promoting diversity within the workplace. different departments can appoint diversity champions. Recruiting and retaining employees from different backgrounds. • An organization's success and competitiveness depends upon its ability to embrace diversity and realize the benefits. • These champions can encourage diversity practices in individual departments or business units. However. where members of different religions or races can gather for informal discussions or activities. When organizations actively assess their handling of workplace diversity issues. If there is a central office of diversity. 42 . belief systems and cultures--known popularly as workplace diversity--is becoming part of the business plan. Some companies also have affinity groups. multiple benefits are reported such as: 1-Diversity efforts make a difference: • Leveraging corporate America's formidable recruiting machinery behind the goal of workplace diversity has. in many ways. these efforts also bring challenges that firms may not understand which can derail the most well-intentioned efforts.• Forums can include topics like religious diversity where leaders from religious groups talk about ways their religion might influence religious employees at work. develop and implement diversity plans. ADVANTAGES OF DIVERSITY IN THE WORKPLACE • As globalization becomes an increasingly recognized fact of life. This isn't meant to isolate but rather allow them to relate to one another.
office of Employment posted on www. because of the international perspective that they bring. • As www.ethnoconnect. • Where Americans promote ideals of "cutting to the chase. not just segments of it. other cultures looks at time as a way of building relationships. 5-Intertia is its own reward: 42 . according to a paper posted on • Communicating the idea that diversity programs deal with the whole workforce.ethnoconnect. efficiency go up: • Increasing efficiency and productivity is one obvious benefit when employees with a wider range of life experiences are hired. www. visible employee diversity program. many Chinese. Other cultures offer insights that their American peers may have overlooked. particularly before any business deal is signed.• As of 2008. Indian and European executives fare well in corporate America. or not considered. according to figures from the U.com notes. minorities made up roughly 29 percent of the American labor force. 4-Misconceptions may dog programs: • Confusing diversity programs with affirmative action programs--which aim to correct specific historic injustices against members of minority groups--is a major problem that can dog the best-intentioned programs. 2-Productivity.com suggests.com.S. is crucial toward winning over public perception." and the pursuit of profit as the primary goal. 3-Problem-solving skills improve: • Applying fresh attitudes to problem solving becomes more feasible with a strong. This statistic suggests that more businesses recognize the advantage of a diverse workforce.ethnoconnect.
cultural understanding) allows a company to provide service to customers on a global basis. The organization can draw from that pool to meet business strategy needs and the needs of customers more effectively. languages. Not recognizing the impact of negative attitudes and behaviors--such as discrimination. or impossible. Broader service range. Managers may also be hit with bias or wrongful-termination lawsuits. and allocation of resources. the paper suggests. • If diversity goals are inconsistently applied. Increased adaptability: • Organizations employing a diverse workforce can supply a greater variety of solutions to problems in service. More effective execution 42 . and stereotyping-can make employee "buy-in" difficult. sourcing. • A diverse collection of skills and experiences (e. Variety of viewpoints: • A diverse workforce that feels comfortable communicating varying points of view provides a larger pool of ideas and experiences.g. Employees from diverse backgrounds bring individual talents and experiences in suggesting ideas that are flexible in adapting to fluctuating markets and customer demands.• Overcoming organizational inertia can be extremely difficult. employee productivity and morale may plummet. prejudice.
2. The "we've always done it this way" mentality silences new ideas and inhibits progress. resulting in higher productivity. lack of teamwork. 3. Some of those challenges are: 1.Perceptual. and low morale.• Companies that encourage diversity in the workplace inspire all of their employees to perform to their highest ability. Ineffective communication of key objectives results in confusion. and return on investment. Communication . Implementation of diversity in the workplace policies . Armed with the results of employee assessments and 42 . cultural and language barriers need to be overcome for diversity programs to succeed. CHALLENGES OF DIVERSITY IN THE WORKPLACE: Taking full advantage of the benefits of diversity in the workplace is not without its challenges. Resistance to change . profit.This can be the overriding challenge to all diversity advocates.There are always employees who will refuse to accept the fact that the social and cultural makeup of their workplace is changing. Company-wide strategies can then be executed.
A strategy must be created and implemented to create a culture of diversity that permeates every department and function of the organization. Instead of making employees feel that they had a sub-group within their larger 42 .Diversity training alone is not sufficient for your organization's diversity management plan.research data. Successful management of diversity in the workplace . did not mix. they must build and implement a customized strategy to maximize the effects of diversity in the workplace for their particular organization. EXAMPLES OF THE CHALLENGES INHERENT IN MANAGING A DIVERSE WORKFORCE: • An American health insurance company hired employees from a variety of racial and ethnic backgrounds. however. 4. The variety of different native languages and cultures.
Any Japanese person would understand. 42 . In The Future of Diversity and the Work Ahead of Us. • Diversity is no longer just a black/white. Every Japanese woman reported problems with the Japanese men. • In an American subsidiary of a global bank based in Japan. The human resources manager questioned all of the women in the office. which has never been straightforward and easy in the first place. rather than pull together. where the lines cross. the American women reported no problems at all. is becoming even more complicated as organizations take on global partners.team. Harris Sussman says. "What is the problem?" the Japanese men wanted to know.").") and assumptions ("They think they are smarter than everyone else. our connectedness. "They know that we don't mean anything. they became even more estranged and productivity and morale plummeted. When the group needed to learn a new intake system." Communication. the human resources manager questioned the Japanese male managers. our interactions. In contrast. a few Japanese female workers complained to management that their older Japanese male bosses were being disrespectful to them. They were perplexed by the responses of the Japanese women. Confused. old/young issue. It is much more complicated and interesting than that. male/female. it gave rise to paranoia ("They must be talking about me. The answer? The Japanese men responded that they understood American expectations related to sexual harassment. so they were careful about what they said to the American women. "Diversity is about our relatedness.
placing them in a different silo based on their diversity profile. a strategic lens on the world. On closer inspection. generational.• Diversity is many things . An impressive example of this is found on the business cards of employees at one Fortune 100 technology company. perspectives. global or religious? In the real world. however. the framework for interrelationships between people. still face challenges around building a diverse environment. building corporate capability." • A benefit of a diverse workforce is the ability to tap into the many talents which employees from different backgrounds. abilities and disabilities bring to the workplace. the raised Braille characters of employee information are evident. Part of the reason is the tendency to pigeonhole employees. over 50. a learning exchange. Employees at this company have business cards that appear normal at first glance.a bridge between organizational life and the reality of people's lives. • If an employee is male. • Many companies. 42 . English. diversity cannot be easily categorized and those organizations that respond to human complexity by leveraging the talents of a broad workforce will be the most effective in growing their businesses and their customer base. and an atheist. under what diversity category does this employee fall? Gender.
Assessment of diversity in the workplace . Development of diversity in the workplace plan . 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. Reassessment can then determine the success of you diversity in the workplace plan implementation. That report will be the beginning 42 . 2.Choosing a survey provider that provides comprehensive reporting is a key decision.Top companies make assessing and evaluating their diversity process an integral part of their management system. A customizable employee satisfaction survey can accomplish this assessment for your company efficiently and conveniently.RECOMMENDED STEPS THAT HAVE BEEN PROVEN SUCCESSFUL IN WORLDCLASS ORGANIZATIONS ARE: 1.
Management cooperation and participation is required to create a culture conducive to the success of your organization's plan. Leaders and managers within organizations must incorporate diversity policies into every aspect of the organization's function and purpose. 3. Launch a customizable employee satisfaction survey that provides comprehensive 42 . Ward off change resistance with inclusion.This practice provides visibility and realizes the benefits of diversity in the workplace. 4.Involve every employee possible in formulating and executing diversity initiatives in your workplace. RECOMMENDED DIVERSITY IN THE WORKPLACE SOLUTIONS INCLUDE: 1. Utilize diversity training. attainable and measurable. An organization must decide what changes need to be made and a timeline for that change to be attained. The plan must be comprehensive. Promote diversity in leadership positions . Foster an attitude of openness in your organization . 3. 2. Attitudes toward diversity originate at the top and filter downward.Encourage employees to express their ideas and opinions and attribute a sense of equal value to all. Implementation of diversity in the workplace plan .The personal commitment of executive and managerial teams is a must.Use it as a tool to shape your diversity policy.structure of your diversity in the workplace plan. .
religions and ways of living. if the issues are not addressed. While some companies deal proactively with workplace diversity. 1-Failure to respect others: • Diversity in the workplace can uncover a latent lack of respect in some employees. DISADVANTAGES OF DIVERSITY IN THE WORKPLACE Whether it is men and women working together. 42 . While some people are open to different cultures. religion and culture.Use the results to build and implement successful diversity in the workplace policies. .reporting. differences in the workplace can cause friction and have negative consequences. workplace diversity is becoming increasingly common. others prefer their own methods. or people of different cultures or religions.
42 . A diverse team can benefit the company in terms of reaching a broader client base. resulting in tension or hostility. An inability to recognize the potential advantages of diversity hurts not only the workers.• The inability to show respect toward those who are different can cause unnecessary tension and inhibit communication in the workplace. This can have negative consequences. 2-Competition rather than teamwork: • Diversity can cause competition among workers. If workers are not open to accepting others for whom and what they are. as projects take longer to complete when people are not working together. 3-Failure to utilize differences: • An office full of competitors means an inherent inability to recognize opportunities and use differences to advantage. This can essentially divide the workplace into groups. they may become competitors rather than members of a team. but the business in the long run.
1. When diversity is not present in the workplace. disabilities. To prevent diversity issues in the workplace.DIVERSITY ISSUES IN THE WORKPLACE: A diverse workplace includes all types of employees such as those of various races. diversity training and seminars can be given to employees. genders. prejudice and stereotyping can occur. fair pay and affirmative action. Negative attitudes: • Negative attitudes in the workplace are a big diversity issue. ages. Employees in a diverse workplace must learn to work with other employees who are not the same. sexual orientations. with various religious and political beliefs. When employees of other races. 42 . ethnicities and backgrounds work together. issues arise around discrimination.
the employer should resolve the issues between employees to rectify the situation or the employer will have an intense working environment. an employer needs to mandate that employees cannot force their political choices and religious faiths onto other employees. a high turnover rate or civil law suits being filed. Religious and political beliefs: • The religious and political beliefs of employers and employees can be a diversity issue in the workplace. • To keep discrimination from occurring. An 42 . There are some qualifications such as education and job experience that play a factor when it comes to employees being paid on a different pay scale for the same position. the pay should be equal or diversity issues could arise. when both employees have equivalent education and job skills. • However.This form of discrimination should never be used by management or human resources when dealing with an employee in the hiring or firing stage. employees and others in the working environment are entitled to their own religious and political beliefs. Equal pay: • Men and women working in the same company doing the same job should be paid the same pay. • When negative attitudes occur for these reasons. Employers. 3. according to the Equal Pay Act. 2.
Sexual harassment: • Sexism in the workplace is a form of harassment that can be a diversity issue. affirmative action would not be necessary. This could be an issue in a workplace that is not diversified for the right reasons. • If a woman is capable of a promotion but overlooked because she is a woman. However. should not be hired for the workplace as eye candy for men but because of the skills and talent they possess. for example. Female employees.employee that is Catholic can work with a Baptist Christian because the two should do the work of the company and leave religious faiths outside of the workplace. Some employers hire employees that are from minority groups to satisfy affirmative action. All qualified candidates have to be given an equal opportunity when applying or being hired for a position. Affirmative action: • Affirmative action is looked upon as a diversity issue in the workplace. 42 . 5. 4. • Some employees feel that they are being passed up for a promotion or position because of affirmative action. this is a diversity issue. if every employee was looked at for the qualifications he has.
All employers need to be aware of the legislation regarding discrimination. The Civil Rights Acts of 1964 and 1991 and other legislation preventing discrimination on the grounds of disability. But attitudes and policies need to move from a series of actions that 42 .EXPLORE THE ASPECTS OF MANAGING DIVERSITY IN THE WORKPLACE • • The workplace needs to have a positive approach to diversity. race or sex need to be incorporated into all stages of the employment process.
Incorporate diversity into all training days. as cliques can sometimes become insular and resistant to new experiences and new people. 2. 4. where diversity is encouraged and valued in the workplace. Develop clear policies on issues such as sexual harassment and pregnancy. it can have more of an impact than going through the motions. INSTRUCTIONS: 1. Everyone might benefit from learning about a different work practice that this employee brings from her background experience. Adopt a policy of open communication between layers of management. Institute a top-down approach to welcoming diversity. Make sure that grievance policies take diversity and discrimination into account. where the company's approach to diversity is merely a gesture. 3. different ethnic foods are served in the staff canteen. Ensure that all managers are aware of equal opportunities legislation and policies. These are areas where complaints frequently occur. for example. Problems can escalate where a culture of fear exists in the workplace. when. 42 . Encourage movement within the company. If managers see the benefits of employing someone from a different ethnic background from the majority. Beware of tokenism.are forbidden to a more positive mindset. Insist on respect for all religious celebrations and practices. Have themed days.
Get a company membership in the American Institute for Managing Diversity 42 . Encourage managers to take a leadership role in embracing diversity in the workplace.IMPLIFICATION OF DIVERSITY IN THE WORKPLACE How to encourage diversity in the workplace: Instructions: 1.
Establish volunteer programs where employees get to assist people from diverse backgrounds in learning about the problems they deal with firsthand.(AIMD) that allows key personnel to attend conferences. Display paintings from nonwhite artists in your lobby. Offer free lectures on the history and lifestyle of different cultures. Offer resources for creatively integrating employees from different backgrounds. Let both management and staff know your diversity initiative goals. 4. Set up a continuing education program for your managers. Offer bonuses and incentives for encouraging diversity in the workplace. Encourage employees who are dedicated to diversity in the workplace to take a leadership role in fostering tolerance throughout your company. Introduce your staff to different cultures to encourage tolerance in the workplace. 7. workshops and other educational events. Create a committee involving all levels of staff. Offer recognition to those who participate. 2. Develop a mentor program that pairs white employees with nonwhites. Make sure you address specific diversity issues your company grapples with on a day-to-day basis. Make the events as pleasant as possible to encourage participation. 5. Your employees get to know each other on a personal level and help expand each other's capabilities. Mentorship arrangements should be based on skills. 6. 3. 42 .
DIVERSITY ACTIVITIES FOR THE WORKPLACE: 42 .
Some suitable activities related to workplace diversity include training programs. HR and EEO professionals often have established diversity programs and presentations available. Diversity Training: • An excellent workplace diversity activity is an established routine of ongoing training on diversity issues. luncheons with diversity focus groups. • A good place for managers to start implementing such programs is through a company's human resources.• • Diversity training can begin long before entering the professional world. professionals. 2. Diversity luncheons with focus groups: 42 . or EEO. 1. or HR. A good workplace diversity training program can include classroom seminars and online training. Many companies and government offices encourage employee programs dealing with diversity awareness and activities. and/or equal employment opportunity. diversity-related contests and diversity days. Workplace diversity is both an enriching and challenging area for businesses.
• Groups can explore questions like how diverse teams and work groups can contribute to productivity or fulfilling an organization's mission statement. • One such contest asked whether these individuals had a disability: military hero George Patton. is a contest providing a list of individuals and asking work group members to identify the named individuals they believe have or had a disability. actor Tom Cruise.• Hosting diversity luncheons that incorporate focus groups is another good workplace diversity activity. A luncheon setting allows employees to get together in a more relaxed setting than a classroom to consider diversity issues. 3. Diversity awareness contest: • Running a diversity knowledge contest is a good way to proactively involve employees in exploring diversity. especially with disabilities being one arena of diversity. 4. what it means to the organization and how diversity can enrich the workplace environment.) Disability education/contest: • Another diversity activity suitable for workplace use. a good place to seek assistance in developing such a contest is with an organization's HR and EEO professionals. The correct answer to this particular question was "all of them. As with diversity training. work group or department." 42 . genius Albert Einstein and theme-park icon Walt Disney. team. • A focus group might examine what diversity means to the employees in a particular organization.
Throughout the day. 5. the employees could examine the displays and sample the foods at their workstations. DIVERSITY AWARENESS ACTIVITIES FOR THE WORKPLACE: 42 . offering varying programs. One organization held a day one year where each team in the organization chose a country or a culture. stuffed or inflatable animals related to the country or culture) and brought in indigenous foods. books on the country or culture. • In preparation for the diversity day. Individuals prepared presentations on the culture.) Workplace diversity day: • Some organizations set aside a specific diversity day annually. the teams each researched the adopted country or culture. brought in artifacts related to the country (such as native dress.• One can follow up this by having employees come up with additional examples of famous people with disabilities.
Encourage exploration of these differences with diversity awareness activities. 1. • After all of the questions are read.Addressing workplace diversity can be an intimidating task. instruct the workers to open their eyes. Employers are careful not to exclude or offend any group of people. Go through the questions again and let participants answer aloud and explain their diverse lives. discussion of diversity should be encouraged in the workplace. Instruct participants to keep their eyes closed as the series of question are read. age and gender differences are what make a rich and assorted office environment. 42 . Disabilities. were you born in another country? Do you speak more than one language? The workers must take one-step forward if the answer to the question is affirmative. They will be able to see the varying positions of everyone in the group. • Ask questions that promote diversity such as.) Diversity questions: • Gather the group of workers and line them up across the room. Discuss how diversity makes everyone unique yet equally important. However. This exercise is done in silence so participants have time to think and reflect on the questions. ethnicity.
They return to their previous position in the large circle for the next group called. Call groups like African-American. but created out of a diverse group of people. paper. 42 . Instruct the workers to design a holiday themed advertisement on their poster. Begin with low-risk group names such as. They are only allowed to use the items in the brown paper bag to decorate their poster board. scissors. homosexual or high-income. but came up with a different use for each item. crayons. 3-) Group membership: • Create a large circle with all participants facing each other. brown hair. middle child or mothers. Talk about how the ability to perform at work has nothing to do with the membership groups. Talk about how each group had the same materials. Give each group a large poster board and a brown bag of supplies. • This will help to break the ice before calling more controversial group names. • At the end of the allotted time. These will require more insight into what makes everyone different. Separate the teams so they cannot see each other's work. No one's poster is wrong. Discuss how diverse lifestyles and worldviews cause us to think differently. glue and rulers in each bag. The instructor calls out names of groups and those who identify with that group step into the circle. Include colored pencils. ribbon. Give the groups 10 minutes to accomplish the task. • They can choose any holiday to depict. Discuss if anyone's view of his or her coworkers has changed.2.) Resources: • Separate the workers into groups. have each group present their poster.
600 restaurants in 97 countries and territories around the world (Pizza Hut Inc. globalization is a means to relocate sections of the business to save money. 3). multicultural values and customs. globalization represents an opportunity to expand and grow their business. In either scenario. employee safety. • In doing so. and organizational infrastructure (Meisinger. based in Dallas. globalization creates opportunities for businesses to integrate diversity. Kansas. “is the world’s largest pizza restaurant company with more than 7. The purpose of this paper is to analyze the effects of globalization on diversity at Pizza Hut Inc. For others. Most important. p. employment practices and laws. sexual harassment.DIVERSITY AND GLOBALIZATION • Globalization has become a very important and popular trend in today’s business world. A business Case: PIZZA HUT Pizza Hut Inc. For some organizations. globalization brings forward challenges like technology and communication. Yum Brands is the number one restaurant company in the world (Pizza Hut 42 .. Today. 2009. will discuss present diversity issues and recommendations for meeting diversity needs and addressing globalization issues. Texas. It will provide a background of the organization.500 restaurants in the United States and over 5.” Pizza Hut was founded in 1958 by two brothers who at the time borrowed $600 from their mother to open the first pizza parlor in Wichita. 2005. In 1997 Pizza Hut along with KFC and Taco Bell became subsidiaries of Yum Brands Inc. 11). globalization provides opportunities to connect with other countries and cultures through business.
Inc. it is a way of life and a way of doing business. • Additionally.” Pizza Hut has found that a diverse team makes for better problem solvers.1). 2008). inclusion. inclusion. and promotion of women and other minorities. • Every employee is capable of making a difference in the organization. and has even made several of them eligible for 42 . 2009) • Pizza Hut is recognized as a Fortune 500 company. 1). “This principle gives emphasis to the importance of actively seeking diversity in others. The company’s strategic diversity vision is to grow leadership. franchisee. Every year the company implements tactics focused to increase the hiring. Much improvement has been made. Diversity.. increase their productivity. This program offers employees up to $1. 2009).2009. Pizza Hut has implemented programs like the language reimbursement program. and engagement are part of their core values. diversity is not a target.. books. and other training aids (Pizza Hut Inc. “At Pizza Hut. including English as a Second Language classes. and engagement is evident in everything they do to operate the business. services all customers more effectively. 2009. One of their operating principles is to believe in all people. and coaching and supporting every individual to grow to their full capacity (Yum! Brands. The training has enabled employees to learn new skills. especially in the past 20 years. Their commitment to diversity. and supplier pipelines that increasingly reflect their diverse customer and investor base (Yum! Brands. believing everyone has the potential to make a difference. development.000 per calendar year toward jobrelated language training. and creates a positive culture for every employee to enjoy (Yum! Brands.
the rapid growth in emerging markets like India and Russia requires them to adapt their policies and procedures to these markets. cultural values. and promote more women into leadership positions across the company. • As a global company with a diverse and ever-changing workforce. lower costs for the program. however. • Lastly. 2009). one of the biggest challenges continues to be increasing the representation of minorities among the key talent decision makers. the program is underleveraged. this conference should be extended to men with the goal to increase their knowledge and commitment to this organization and to the development of women. and growing the pipeline of diversity in the mid-level and upper-level manager ranks (Yum! Brands. Issues in technology.Promotions. • Every year Pizza Hut sponsors approximately 50 women to attend this conference. and to learn from their new partners (Yum! Brands. Improving the communication of this program could increase participation. Moreover. Pizza Hut faces significant challenges. the company should increase participation and mentorship programs led by women in leadership positions around the globe. diversity weakens as the job levels increase. for example. Approximately 10 years ago Pizza Hut discovered the Women’s Foodservice Forum and begun leveraging this organization to develop. and develop a pool of qualified diverse candidates for various management level positions. empower. Given the size of the organization. 2009). and employment practices have challenged the organization to develop diverse solutions to 42 . Managers do not have enough information about this program to inform and motivate their employees. Consequently.
the company has also appointed global diversity and inclusion officers who guide the strategy and a number of initiatives that enhance diversity in the workplace (Yum! Brands. which is a subsidiary of Yum Brands. Making progress in diversity is a business priority and the work of everyone in the system. In most cases this 42 . Organizations seek global business opportunities to grow. Building a diverse foundation gives Pizza Hut a competitive edge and helps them operate as a local business in international markets. company workforce. and Taco Bell restaurants around the globe. based employees who do not have the development experience of an international market struggle significantly or fail.S. expand. 2009). • This commitment is reflected in the annual business goals of every leader. In addition.the needs of such markets. and culture are as diverse as the customers around the world. The company is so committed to the successful operation of their international business. they established Yum Restaurants International (YRI). • Globalization is a growing trend in today’s business world. or relocate their business. Part of their growth strategy is to ensure that the leadership team. • A final recommendation for meeting diversity needs and addressing globalization issues would be the creation of experiences such as temporary assignments in foreign cultures for more leaders across the organization. The company has found that U. starting with the company’s president. Temporary assignment and mentorship programs with leaders across the globe would reduce the unsuccessful transitions of employees who accept an international position. Multicultural differences present the biggest challenge for employees and their families. KFC. to lead and meet the diverse needs of the Pizza Hut.
but concerning globalization. creates employment opportunities. safety. and employment practices. 42 . Globalization impacts a business in many aspects. • Implementing and sustaining diversity is essential to the success of any business. Organizations must be equipped to address multicultural differences and challenges in technology. but the impact on the employees and diversity is by far the most vital. diversity becomes an integral part of a successful and long-term transition. security. Fortune 500 organizations like Yum Brands have established subsidiary support centers and imperative leadership roles to lead and meet the needs of their restaurants around the globe. and forces organizations to increase their diversity efforts.Transition opens doors.
RESEARCH METHODOLGY 42 .
To study the Challenges of Workplace Diversity. To find out the ways for improving diversity in the workplace. To study the process for successful implementation of Workplace Diversity. 42 . IV. III.PROBLEM STATEMENT • I. Research objective: To explore the concept the concept of Workplace Diversity. II.
Internet . Data collection method: In this study both the (1) Secondary methods of collection of data are used.RESEARCH DESIGN TYPE OF RESEARCH: The research methodology that has been adopted is an Exploratory study undertaken to A study on workplace diversity: A new perspective for a changing workplace in specific Area of study . Magazines. 42 . and other literatures. Secondary Sources: The secondary data for this study was collected from Books.
Employees can share cultural traits. 5. capabilities of employees of multiple races and cultures by an organization leads to enhanced productivity. celebration of various cultural festivals and sharing of common egalitarian ideals reduces prejudices and workplace discriminations of earlier eras. 2. socioeconomic trends of countries of their origin and help companies develop robust knowledge management and market intelligence systems. Employees have the chance to imbibe the best work traits of other cultures and races. creeds and cultures are employed. endeavor to become well-rounded and efficient employees. creeds and cultures fosters a sense of camaraderie and humanitarianism spirit and shapes better global citizens 6. Companies and human resources departments have access to a wider talent pool if there is no discrimination in hiring policies and employees of all races. Co-mingling. interaction and engagement among employees of all races. Processing and harnessing of varied skills. market demographics. competencies.FINDINGS: The following are the findings from the research analysis: 1. Regular interaction. 3. RECOMMENDATION: 42 . in the bargain. 4. learn new languages and.
advertise your openings in publications that appeal to minorities. which anyone with Internet access can view. the Society for Human Resource Management says that providing or paying for training in English as a second language is a way to improve diversity. developing a standardized form to evaluate candidates helps prevent discriminatory hiring practices. 42 . A form allows you to use the same evaluation criteria for all candidates. Widen Your Recruiting Base: If you restrict your recruiting to your immediate geographic area. you may be missing an opportunity to develop a diverse workforce. but it can also benefit your company from a productivity standpoint. which reduces the possibility of interjecting personal prejudices. Create an Evaluation Form: According to the Strategies and Tactics for Recruiting to Improve Diversity and Excellence program that Northeastern University implemented. as it removes language barriers as a reason for not considering a qualified applicant. Having this type of program allows you to recruit from a wider base of candidates. Use other recruiting vehicles to expand your base. Offer Language Training: According to the Workforce Diversity Network website. including online job boards. as some employees may not relate well to people from different cultures or backgrounds.Creating a more diverse workforce in your small business is important not only for compliance with anti-discrimination laws. Diversifying your workforce can be tricky. Some recommendations can help you not in the recruitment of a more diverse workforce. Also.
and how that ultimately benefits each employee. point out that this can help the company expand into the Latino marketplace. and can also reduce your recruiting expenses. 42 . let them know about job openings to see if they know others who may be qualified or interested. if you hire a Latino sales representative. Clarify the Benefits: Emphasize to your employees how diversity benefits the company.Make Use of Current Staff: Use existing members of your staff to help recruit employees. if you already have quality employees who are minorities. For example. creating growth and more opportunities for everyone at the firm. For example. This helps to create a flow of diverse candidates.
• 42 .LIMITATIONS • In this section we would point out the main limitation of this project work. It cannot provide the answer to any problem but can only provide a set of guidelines. The whole project is based on the secondary data no any primary data is used. so this span of time may be extended further so as to allow to student to have proficiency in his area discipline. time was a big limiting factor due to which a wider sample could not be studied and a wider geographical area could not be accessed. • Two months is very short span of time during which a management student can become expertly proficient in his area of interest. • • Research can provide number of facts but it does not provide actionable results.
religion. in order to build a culture of diversity. and value diversity. adaptability and change. appreciate. Any organization which truly understands the importance of diversity in its workforce can adopt any of the models to understand the dimensions. Successful organizations recognize the need for immediate action and are ready and willing to spend resources on managing diversity in the workplace now. Human resource professionals need to deal effectively with issues such as communication. socioeconomic status. and food habits. the key is to respect the sensitivities of local tradition and norms. Diversity will increase significantly in the coming years. regional origin. Most importantly. and combine them with global organizational values. 42 .CONCLUSION Understanding the dimensions of diversity help organizations become aware of. understand the ‘hidden’ dimensions. gender. ethnicity. The diversity dimensions which are most significant in an Indian organization are language.
Types of Workplace Diversity | eHow.com http://www.aspx?s=objective+of+workplace+diversity Negative Factors About Diversity in the Workplace | eHow. : Recognizing Diversity in the Workplace | eHow.com http://www.ehow. S.C.R.M. Rao (Second Edition Excel Books) H. II. http://www.diversityworking.M.html http://www. Kothari (2nd Edition – New Age International Publishers) • WEB PORTALS: I.html#ixzz1ALeYA2Cf V.ehow. III.html#ixzz1ALdAGLVw VI.R.K.com http://www. IV.com/facts_5618840_typesworkplace-diversity. P. III.V. : Advantages & Disadvantages of Diversity in the Workplace | eHow.com/list_5798789_advantages-disadvantages-diversityworkplace.html#ixzz1ALc99YxD 42 .ehow.com/way_5306146_recognizing-diversityworkplace.com/search. Aswathappa (5th Edition – the mcgraw Hill Companies) R.BIBLIOGRAPHY • BOOKS: I.M.com/employerZone/diversityManagement/?id=9 http://www. II.com/facts_5200385_importance-workplace-diversity.com/list_7351041_negative-factors-diversityworkplace.R.html#ixzz1ALcjoaLG VII. H.com http://www.ehow.ehow.ehow.
ehow. How do I Deal With Diversity in the Workplace? | eHow.com/how_6901770_do-deal-diversityworkplace_.VIII.html#ixzz1ALe2A5Ms 42 .com http://www.