A Study of Diversity Management in Different Companies and Different Sectors

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A Study of Diversity Management in Different Companies and Different Sectors
Article in International Journal of Advanced Science and Technology · January 2020
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International Journal of Advanced Science and Technology
Vol. 29, No. 3s, (2020), pp. 284-303
A Study of Diversity Management in Different Companies and Different

Sectors
Rajwinder Kaur1, Dr. Gagandeep Kaur2, Uttam Sahay3, Kavita Saini4
2
Associate Professor, (USB) Industry Collaborated Programs
1,3,4
Research Scholar, 1,2,3,4Chandigarh University
Abstract:
Managing Diversity is very important now a day’s for each and every organization because of its
increasing importance day by day. A diverse workforce always provides different ways to solve the
problem. Earlier diversity was considered as a difference in gender, age, religion, caste, and color, etc.
But now a day’s it is regarded as a different style of work, clothing style, the background of the family,
sexual orientation and generation gaps, etc. So, the paper analyzes diversity management in different
companies and in different sectors in India and their related companies. The importance of implementing
diversity in the workplace also discussed in the paper. It also studies how organizations are implementing
diversity in their organizations. The research also provides various challenges faced by companies in
managing diversity. The paper concludes the various measures and suggestions which the companies can
take so that the performance and productivity of the employees get increased by promoting diversity in
the organizations.
Keywords: Diversity, Workforce, Companies, Organizations Challenges, Issues, Productivity.
1. Introduction
Diversity means people from different backgrounds, age groups, cultures, gender and different regions
working in the organization. It understands every person as unique and every one has its own individual
identity. There are various aspects that are included in diversity. These are age, gender, sex, physical
appearance, religion, caste, background, religion, education, nationality, family background, culture,
thinking, race and ethnicity, etc.
Diversity management is the action of including people from different backgrounds, cultures, and
religions, etc. in the organizational structure. In diversity management, there is respect for every
individual, no matters from where a person belongs to.
Now a day’s diversity management is a need of hour and every organization tries to bring more and more
diversity in the organization. When an organization brings diversity in the management of the
organization then it encourages the prosperity and gives better ideas to solve a particular problem in the
organization (Ayega and Muathe; 2018). Workforce diversity in organizations has become an important
part of HRM in today’s time (Davis, Frolova, and Callahan; 2015).
Although in organizations there is huge decimation with people with different backgrounds it is the main
goal of modern organizations to hire more and more diverse people for the organization (Eshegbe and
Dastane; 2015). To remove all these decimation and differences in the people there is a huge need to
implement the various policies and programs for the awareness of the people so that they consider all the
employees equal (Shaban; 2016).
ISSN: 2005-4238 IJAST

Copyright ⓒ 2020 SERSC 284
Vol. 29, No. 3s, (2020), pp. 284-303
So diversity management is an important process in the organization which helps the organization to
reach the maximum potential of the people and achieve the desire results in the organization (Patrick and
Kumar; 2012). It is somewhere now a day’s considered as the asset for the organization where an
organization gets maximum out of its employees.
2. Literature Review
S. Author Year Study/ Sample Key Findings/ Discussion
No.
1. Dr. Satpal Singh 2018 Secondary The study provides an overview of diversity
Study management in the globalized era. The study
presents that all employees in the organization
are the assets of the organization and they should
be treated equally.
It concludes that in every organization employees
should participate in diversity and show a
positive attitude towards it.
2. Syaiful Bakhri, 2018 Secondary The study examines the relationship between
Udin, Study diversity in management and culture. It basically
Daryono and explores the various previous studies done on
Suharnomo diversity.
By studying previous studies and concepts the
study provides the theoretical perspective of
diversity and the future perspective of the
research in diversity management. It also
suggests that HR should make policies and rules
for diversity management so that it should not
become a hurdle for the organization.
3. Dr. R.Anita and 2018 Secondary Studied diversity management and its benefits in
Dr. V.K. Swamy Study the workplace. It also explores the various
challenges and problems faced by organizations
in implementing diversity in the workplace.
It also provides the strategies and procedures
implemented by the top global companies in
diversity management.
The study concludes with the various suggestions
to the organizations for effective diversity
management.
4. Swati Vijay and 2018 Primary Study The study investigates the diversity management
Sayali Gilbile with 198 sample in an educational institute in Pune.
size The study finds out that various efforts made by
the institutions to bring diversity in their
organizations and the increased awareness of
people for diversity management.

Vol. 29, No. 3s, (2020), pp. 284-303
The study concludes that there are various types

of diversities that organizations can implement.
But many of the institutes are not ready for the
diverse people in their organizations. So for the
diverse organization, the institute should have
proper Policies of HR and good infrastructure.
5. Emily 2018 Secondary This paper analysis cultural diversity and
Nyanchama Study organizational performance.
Ayega, Stephen And suggests that when organizations have a
Muathe proper system of diversity in the workforce then
also it provides a competitive advantage to the
organization.
Further, this paper concludes that every
organization should implement cultural diversity
in the organization properly so that the
performance of the organization can be better day
by day
6. Geda 2018 Secondary The paper is a literature review about diversity at
Misganu and Study the workplace. It basically explores the
Shimels Zewdie relationship between job satisfaction,
productivity and diversity management.
The study concludes that proper workforce
diversity results in better productivity and more
job satisfaction. So there is a significant
relationship between the three.
7. Subhash C. 2017 Primary Study The paper explores the relationship between
Kundu and with 402 sample diversity management and organizational
Archana Mor size performance in the IT industry.
The results of the study conclude that there is a
significant relationship between diversity and
organizational performance. It also states that
there is a positive relationship between gender,
perception of employees regarding promotion,
etc.
8. Aya Shaban 2016 Secondary The study focus on the biggest challenge of
Study today’s global organizations i.e. leading and
managing the diverse workforce in their
organizations.
It concludes that managers should be fair enough
and equal to all employees with regard to their
gender, culture, background, age, and nationality.
For this, the top management should formulate
fair values and promote workforce diversity in

Vol. 29, No. 3s, (2020), pp. 284-303
their organizations.
To promote more diversity among the employees
the organizations should conduct training
programs and mentoring sessions for the
workforce.
9. Paul J. Davis, 2016 Primary Study The paper identifies the attitude of Australian
Yuliya Frolova with 650 sample managers towards Diversity management in the
and William size organizations.
Callahan The study found out that non HR managers in the
organization do not understand the importance
and relevance of Diversity management in the
organization. They do not talk much about
diversity in their organizations.
10. Angel Sharma 2016 Secondary The study investigates the 4 aspects with the
Study diversity management namely: performance
appraisals, issues related to socio-cultural
aspects, affirmative actions and capabilities of
the organization.
The result concludes that first aspect performance
appraisals found as a major source of
discrimination in the organization. So
organizations need to develop strategies and
capabilities to encourage diversity in the
organizations.
11. Hana Urbancova, 2016 Primary Study Focuses that diversity management in the
Helena with 315 sample organizations is very much important
Čermakova, Hana size It further explores that the organizations those
Vostrovska who implement diversity in their organizations
attract more knowledge of people and their brand
image in the market always be good.
12. Aydan Ordu 2016 Primary Study Investigates the workforce diversity and job
with 370 sample satisfaction among teachers and the impact on
size their performance.
The study concludes that there is a significant
relationship between job satisfaction and
workforce diversity.
Other variables also show a positive and
significant relationship with the diversity in
management.
13. Őzgür Őnday 2016 Secondary As globalization is increasing day by day so
Study diversity plays a great role in the organizations.
So paper analysis the recent literature on
diversity management in Turkey.

Vol. 29, No. 3s, (2020), pp. 284-303
The study concludes that there is great need of

empirical studies on the diversity in Turkey and
diversity management need to study with the
field studies so that organizations and people can
understand the importance of diversity in these
days.
14. Lotte Holck, Sara 2016 Secondary The study identifies the various other studies on
Louise Muhr, and Study diversity and provides the literature review on
Florence identity and diversity management.
Villeséche The study concludes that identity and diversity
management literature is not explored so much so
there is a need to do much more study in this
field. This subject matter can be a better filed of
research for the researchers.
15. Yukiko 2015 Primary Study The study investigates the gender diversity in
Nakagawa with 745 sample Japanese firms which explores that is increasing
size diversity contributes to the firm’s productivity or
not.
The study concludes that there is a positive
relationship between increasing gender diversity
and one aspect of the performance of the
organization.
16. Josiah Watson 2015 Primary Study Paper studied the various elements of diversity in
Eshegbe, Omkar with 150 sample the workplace. And the employee satisfaction.
Dastane size Findings show that there is an impact of ethnicity
and gender on employee satisfaction but not any
significant impact on education and age on
diversity.
17. Swinton W. 2014 Secondary The paper studied the theoretical framework of
Hudson, Jr. Study innovation and diversity.
This study concludes that there is a direct
relationship between innovation, creativity, and
diversity in the workplace.
18. Shreelatha R. 2014 Primary Study The study examines workforce diversity and
Rao, Dr. M. M. with 600 sample gender diversity in the workplace in the IT firms
Bagali size in Bangalore. It also explores the challenges and
obstacles faced by organizations in diversity
management.
The study concludes that obstacles and
challenges impact highly negative to workplace
diversity. It also identifies that employees should
cooperate with the management in managing
diversity.

Vol. 29, No. 3s, (2020), pp. 284-303
Now day’s 30% to 32% of women are working in

the IT sector in India.
19. Wiza Munyeka 2014 Primary Study Paper analysis the diversity in the organization
with 50 Sample and employee job satisfaction from diversity
Size among the employees in the public sector.
Paper concludes that diversity has an impact on
the performance of the employees.
Diversity in the organization should be
considered as the asset of the organization.
If the organizations manage diversity properly
then the employees will more be satisfied with
their jobs and they feel belonging to the
organization.
20. Elizabeth Foma 2014 Secondary Analysis of the impact of diversity in the
Study workplace. It states that diversity has both two
aspects: positive and negative in the workplace.
Positive aspects of diversity shows that people
from different backgrounds, gender, sex, etc,
work on commonplace which gives benefits for
both employee and organization because
employees learn so many things from each other
and they learn to manage things with diverse
people and organization takes benefits like
different views of people on the problem, easy
problem solving, etc.
Negative aspects show that directly or indirectly
people feel different from each other because
their qualities are different so sometimes it brings
the negative impact of diversity in the
organization.
21. Soumi Rai 2013 Secondary The study puts light on the concept of diversity in
Study organizations.
It considers cultural, gender aspects of Diversity.
Basically, the study is a review of the literature.
The study analyses the various challenges faced
by the managers and organizations in bringing
diversity in their organizations.
This study concludes that there is more research
done worldwide on cultural diversity and national
diversity but there are very fewer studies are
done on gender diversity.
22. Kavita Meena and 2013 Secondary Basically paper puts light on the strategies and
Prof. Sita Vanka Study procedures adopted by the companies to

Vol. 29, No. 3s, (2020), pp. 284-303
implement the diversity in the global companies.

And it also explores the impact of HRM practices
on workforce diversity in the management.
So the paper concludes that Indian firms very
quickly understand the importance of diversity in
the workplace. The study provides that Indian
organizations are understanding diversity from
the soft and hard corner of diversity management.
23. Astrid 2013 Primary and The study explores that previous studies and
Podsiadlowski, Secondary provides a simpler picture of diversity
Daniela Study management.
Gröschke, Marina The author of this study conducted two types of
Kogler, studies to analyze diversity.
Cornelia Springer, In the first study, an interview was conducted for
and Karen van der workforce diversity and in the second study, the
Zee author developed the questionnaires for the
analysis of diversity management.
The study provides a conclusion that previous
studies provide a very simple picture of diversity
management and there is a need for theoretical
framework and conceptualization in diversity
management.
24. Harold Andrew 2012 Primary Study The basic emphasis of the study on the issues and
Patrick and with 300 sample challenges faced by the diversity management in
Vincent Raj size the organization.
Kumar The study find out various challenges faced by
the organization in diversity management and
provides solutions for that. The study concludes
that diversity brings a committed workforce,
better employee performance and financial
achievement of goals of the organization.
25. Starlene M. 2011 Secondary Study shows that there is a lack of clarity about
Simons and Study diversity in the organizations due to which
Kimberly N. various challenges are faced by the organizations
Rowland while implementing the diversity in the
organizations. For a better understanding of the
diversity, the organizations need to identify the
difference in functional and social diversity
because now a day’s also organizations are
unable to identify the difference in social and
functional diversity. It is very important because
to manage diversity in the organizations
effectively.

Vol. 29, No. 3s, (2020), pp. 284-303
26. Fang Lee Cooke 2010 Primary Study The paper contributes to diversity management in
and Debi S. Saini with 211 sample the organizations through the detailed study of 24
size case studies of various firms in India.
Initially in this study U.S concept was used to
study diversity management in Indian
organizations.
The study concludes that there is a difference in
the eastern firms and western MNC’s from the
point of view of Indian managers and there are
issues in implementing the diversity in Indian
organizations.
27. Lynn M. Shore, 2009 Secondary The study explores the outcomes and antecedents
Beth G. Chung- Study of diversity in the organization. It investigates the
Herrera, Michelle various dimensions of diversity like age, gender,
A. Dean, Karen sexual orientation, race, and ethnicity, etc.
Holcombe Basically paper presents a review of literature or
Ehrhart, Don I. the studies one by the other authors on diversity
Jung, management.
Amy E. Randel, It further concludes that framing diversity
Gangaram Singh management theory is although challenging but
not impossible to frame. So very much efforts
need to put into the framework of diversity
management so that challenges faced by the
organizations in diversity can be reduced.
28. Yousuf Kamal, 2009 Secondary The study explores workplace diversity at HP
Most. Moriom Study Company. It also highlights the impact of
Ferdousi workplace diversity and productivity of
employees.
The study concludes that there is a need to
implement diversity management seriously in the
company. Cross-cultural training should be
provided to the employees for a better
understanding of diversity by employees. The
study states that HP is an ideal example of
diversity among companies.
29. Ongori Henry and 2007 Secondary Paper explores the literature review of workforce
Agolla J. Evans Study diversity. The purpose of this study is to know
what is workforce diversity, what are the benefits
of workforce diversity, what are the pitfalls of
diversity in the workplace and what the
organizations and managers can do to enhance
the workforce diversity in the workplace.
The study concludes that globalized

Vol. 29, No. 3s, (2020), pp. 284-303
organizations cannot survive without diversity in

the workplace. So for the effective
implementation of workforce diversity the
organizations and management need to formulate
better HR policies and procedures so that
employees get adaptable to the conditions easily.
30. Michele E. A. 2004 Secondary The study provides empirical research and
Jayne and Robert Study provides the relationship of diversity
L. Dipboye management, practical aspects of HR practices
and organizational performance.
The study concludes that increasing diversity in
the organization creates the problem of conflict
and dissatisfaction from the organization. It also
gives a deep view of HRM practices and
diversity.
2.1 Research Gaps:

The diversity in management plays a great role in various aspects like employee performance, job
satisfaction, and organizational performance, etc. All other studies basically explore the diversity at the
workplace in terms of gender, age, and performance, etc. But there are very few studies those actually
talking about the practical implementation of the diversity in various companies. So this research paper
explores the diversity management in different companies that how companies manage diversity at the
workplace and what are the various challenges they are facing while implementing this.
2.2 Significance of the Study:

This study of diversity management explores the practical implementation of diversity at various
companies. The study also explains the various challenges faced by companies while implementing
diversity in the workplace. This study will also be helpful for the students, organizations, firms, and
researchers to know the practical aspect of diversity in the real world.
3. Research Methodology:
The present study is descriptive in nature. It basically explores the diversity management at different top
companies (List from Fortune 500 Companies) and in different sectors (Different companies are taken).
For the research, various existing studies are explored to know what kind of work has already been done
by other researchers.
The top companies are taken from the list of fortune 500 companies list from that top 5 companies in
terms of diversity are taken. For that, all the data taken is secondary data.
For the sector analysis in terms of diversity personal interviews of the people are conducted to those who
belong to that sector. In the interview, method data is collected by two to three people from each company

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in the sector and verify it from another to validate the results. With the interview method, secondary data
is also collected.
3.1 Data Collection:

Data for the study is collected from the secondary sources and interview method.
Secondary sources include:
 Various research papers and studies done by other researchers.

 Reports and data published by various websites and articles.
 Reports and data published by the companies regarding diversity management.
 Various articles, journals, and magazines.
Interview Method Includes:
 Personal interviews of the people are conducted who actually belong to that particular sector.
3.2 Objectives of the Study:

 To study the diversity management at different companies and in different sectors.
 To know the importance of diversity management in the companies.
 To study the various challenges faced by companies in diversity management.
 To provide various suggestions and recommendations to face the challenges of diversity
management effectively.
4. Analysis and Discussion:
Diversity
a) Fortune 500 Top 5 Comapnies b) Various Sectors and Companies

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a) Fortune 500 Top 5 Companies: Fortune 500 is the list to top companies of the US in terms of
industrial corporations. It is the annual list produced every year. In terms of diversity, the top 5 companies
are selected for the study.
Fortune 500
companies
(Top 5
Companies)
Progressive
Stryker Cisco Accenture Synchrony
Insurance
Stryker:
(Company Profile) Stryker is one of the top companies in terms of diversity in the list of fortune 500
companies. It is a medical technology company based in Michigan (U.S.). It was founded in the year
1941. The company basically deals with medical equipment and surgical equipment. It is one of the
leading companies in medical technology and offers various innovative medical products.
(Diversity in Stryker) In terms of diversity, the company is considered as the top to work. They believe
in integrity, accountability, people, and performance. The company says that they are committed to build
an engaging and inclusive environment for all the people working in the company. The company has
34.5% of women employees and 25.2% of minority employees. The company also has 2% of people with
disabilities. The company also promotes eligible women to higher positions and provides equal
opportunities like men. They basically believe in equality in all employees as they also hire LGBT people.
All employees in the company get equal training and growth opportunities. The main aim of the company
in terms of diversity is to eliminate the difference among the people. The feedback of 90% of employees
says that Stryker is a great place to work.
Cisco:
(Company Profile) Cisco is a California (US) based conglomerate company that deals in network
hardware and software. It was founded in the year 1984 and spread worldwide. In Cisco near about 74200
employees are working. The company offers products like service provider facilities, data centers,
network routing, security, and other products.

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(Diversity in Cisco) In diversity, Cisco is ranked as 2nd number by the fortune 500 list. The company
believes that together with all the employees the company is limitless. The company says that they always
work for removing the gender pay gap and encourage parity for all employees. The company always puts
effort to put inclusive leaders at all levels of the management. They have national and global leadership in
the company. The employees of the company say that there are women at upper levels of management
from different nationalities and this happens very few in other companies. The company has 28% of
women employees, 48% of minority employees and 5% of people with disabilities. The system of Cisco
is inclusive in terms of gender, race, ability, background, and nationality, etc.
Progressive Insurance:
(Company Profile) Progressive insurance is one of the top insurance companies in the US which deals in
the insurance of vehicles in America. It was founded in the year 1937 for the vehicle market. Near about
35000 employees are working in the company (2019). The company provides the facilities of insurance
for motorbikes, cars, and boats, etc.
(Diversity in Progressive Insurance) In the context of diversity progressive insurance is ranked 3rd in
fortune 500 list of companies. The company moves forward with the change and improving day by day.
They not only improve but also welcome to different cultures, nationalities and different experiences and
thinking. The company also promotes females for board chairs. The company has a variety of people with
different nationalities and cultures. To include diversity more in the management company also hire
people with disabilities and they also welcome the LGBT community. The company also believes in pay
equal regardless of the work and gender of the employees. The employees of the company feel that
Progressive insurance is a great place to work in terms of diversity and inclusion.
Accenture:
(About Company) Accenture is the Ireland based company which was founded in the year 1989. It is a
multinational company and serves people worldwide. It deals with professional services like consultancy,
operations, technology, and strategy, etc. The company has near about 505000 employees working.
(About Diversity) Accenture is ranked number 4th in the fortune 500 list in terms of diversity. The
company believes in rich diversity and they say innovation comes only through diversity. Accenture says
that it is research proven that different culture, gender, and nationality helps in the innovative ideas and
innovation of new things. They also believe that through equality the organization can achieve anything.
The company said that through cultural diversity in the Accenture there is an increase of 5% in the
innovation of the company. In the company itself, they increase the percentage of the LGBT community.
The company has 38% of women workforce worldwide, 51% of minority people and 4.3% of people with
disabilities. The company was the first professional service company to publish workforce diversity in
terms of gender, ethnicity, race, culture, and nationality, etc.
Synchrony:
(About Company) Synchrony is a financial services provider company and is based on Stamford (US).
The company was founded in the year 2003 and deals in various financial services like installment

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lending to industries, credit services, consumer financial services, and products, etc. The company has
various national and international relationships with the retailers of the business.
(About Diversity) Synchrony is ranked as the top 5th company in the diversity by the fortune 500
companies list. The company has a diversity score of 70 out of 100 in terms of employees. The diversity
in the company is in terms of culture, gender, and nationality, etc. In the gender score, the company is
among the top 50% of other companies in the United Nations. The company has 62% of women
workforce, 45% of minorities and 16% of people with disabilities. In 2014 the company had a critical
mission to make the company diversity place and more inclusive of people with different backgrounds
and nationalities. The company also promotes various research programs and diversity programs to
promote diversity in the organization. The company secured a rating of 100 % by the foundation of the
human campaign in making and implanting policies and practices related to the LGBT employees.
b) Various Sectors and Companies: Under this, the study provides diversity management in different
sectors: Telecom Sector, Banking Sector, Education Sector, and Retail Sector. For the study, different
companies are selected related to the particular sector and taken personal interviews to know the actual
implantation of the diversity in companies.
Various Sectors
Telecom Sector Banking Sector Education Sector
Telecom Sector: The telecom sector is the telecommunication services provider. They provide services
for telecommunication and information technology. This sector plays a great role in telephone and mobile
communication services. The telecom sector in India is the second-largest market in terms of market
subscriber base.
In terms of diversity, the telecom sector is improving day by day. There is a significant improvement
in the ratio of males and females in the workplace in the telecom sector. There is quite good diversity at
junior level ranks in this sector.

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In the telecom sector the study presents the personal interview of 2 companies in terms of diversity:
a) Bharti Infratel: Bharti infratel is divided into 22 circles in India. In each state at least the company has
one sector. The Department of communication (DOC) is the head office of Bharti Infratel which is
situated in Gurgaon. All the other offices are headed by the corporate office.
(Diversity) Bharti Infratel is a telecom company. So earlier there was very little diversity in terms of
gender, age, and background of the people in the company but now diversity is there in the company.
Now more and more females are joining the telecom sector. The company gives more empowerment to
the females to work in this sector.
The diversity impacted more on the productivity in the company but it is difficult to measure the
productivity of people by the diverse workplace. So for the assessment of productivity, there is a need to
make policies for the same.
There are some challenges faced by the telecom sector while implementing diversity. These challenges
are diversity KRA’s required for the company, diversity targets should be needed for the company, etc.
As for the sales positions, more safety of gender diverse people is more required.
b) Vodafone Idea: Vodafone Idea is an Indian telecom company which has headquarter in Mumbai. It
provides services of 2G, 3G, and 4G mobile services under the name of Vodafone and Idea both. In 2018
Vodafone and Idea merged together and becomes Vodafone Idea Limited Company. So now they are
providing services under the name of both the companies together.
(Diversity) The company has a diverse team with different gender, ages, and backgrounds of people. The
company provides Employee Assistance Programs for women to promote diversity in the company. The
Vodafone Idea is more focusing on the safety and security of women. The company has a great work
culture so that diversity can be promoted in the company.
Although due to the company belongs to the telecom sector so diversity is a new phenomenon for them.
But diversity plays a great role in the company also. It is greatly impacted the productivity of the
company.
As the company is safer and more security-centric for the women employees so they face some challenges
in terms of diversity management. There are some policies and procedures required through which
diversity can be implemented and correctly communicated to the employees.
Banking Sector: Banking Sector is the most important sector in the economy. Without this sector
survival of the economy is very difficult. It is basically a financial service provider sector and also deals
with creating more wealth for the economy. The primary activity of the banking sector is to accepting
deposits of people and lending money to the people.
Diversity in the banking sector is only restricted to gender diversity. There is a need to bring more and
more types of diversity in the banks. Although in the banking sector the number of women employees is
quite good but there is a need to more focus on the more diverse workforce in terms of background,
nationality and other aspects.

Vol. 29, No. 3s, (2020), pp. 284-303
In the banking sector the study presents the personal interview of 2 banks in terms of diversity:
a) ICICI Bank: ICICI bank is a financial services provider Indian multinational company. The
headquarter of ICICI is situated in Mumbai (Maharashtra). It provides various services to customers like
banking services, merchant banking, investment banking, insurance services, and asset management
services to the customers.
(Diversity) ICICI bank has good diversity in the overall banking business. It is a women-centric and
women-friendly bank. Their policies for women are very good as they provide a safe working
environment for their employees. They have very good leave policies for women. They provide 6 months
of maternity leave benefits and 2 months of child care benefits to female employees.
Diversity in the banking sector overall contributes to productivity in the banking business. They provide
easy transfers for the employees at their home locations so that employees can work with full of energy.
Like other companies, ICICI bank is also facing various challenges in terms of diversity because when
they hire people from outside the country then the hired employees do not understand the need and
requirements of the people properly. They also are not able to communicate well with the employees.
b) Axis Bank: Axis bank is a big financial services provider bank in India. It is the fifth-largest bank in
India. The bank provides services like retail banking, mutual fund, corporate banking, wealth
management, loans, and investment banking, etc. It provides services to the worldwide customers of the
bank.
(Diversity) Bank believes highly in diversity management. They have an equal employment opportunity
policy for the employees. They do not discriminate with the employees on the basis of gender, age,
nationality, race, and ethnicity. The bank helps in leveraging the diversity of people in terms of thinking,
experience, and style of work of the employees.
They believe that a diverse workforce actually contributes to productivity in the company. So for that
bank always tries to bring people more from different genders, age, physical appearance, and religion.
Although the bank believes in the diversity among the people in their organizations but they face various
challenges in implementing this. The main challenge is people resist change and they do not want to shift
from one place to another.
Education Sector: The education sector is an important sector in the Indian economy. It facilities the
learning and training programs for the students. It includes various educational methods like teaching,
discussion and training methods. The right of education is with every individual and it is compulsory for
every individual up to a certain age.
Diversity in the education sector is very important because students learn a new method of studies and
adopt new ideas to do the work. With the more diverse faculties in the education sector students have a
wide exposure to things.

Vol. 29, No. 3s, (2020), pp. 284-303
In the education sector the study presents the personal interview of 2 education institutes in terms
of diversity:
a) Chandigarh University: Chandigarh University is a private university with the NAAC A+ grading in
the Punjab state. It offers various undergraduate, postgraduate and doctorate courses for the students.
Various disciplines are offered to students like management, engineering, computer science, legal studies,
forensic science, media studies, biotechnology, and architecture, etc. Like all other universities in India,
Chandigarh University is also recognized by the Universities grant commission.
(Diversity) Chandigarh University is a culturally diverse private university with employees from more
than 23 states. There are people from different cultures, beliefs, new perspectives, and new processes are
there. The university always welcomes diverse people in the organization. The diversity in the education
sector definitely helps in improving the productivity in Chandigarh University because the students learn
much more than the book knowledge. With that, the improvement in the processes of the university gets
better. To promote more diversity in the organization university regularly involve in the practices of
cultural programs.
The diversity of employees in the organization depends upon the adaptability of the employees from
different cultures, nations, and backgrounds. Because eating habits, food habits and language
requirements of the people are different from each other.
The challenges faced by the Chandigarh University in the diversity management are bringing people from
outside. Because people do not want to change and shift from one place to another. The other challenge in
diversity management is money. People are ready to move only when they are offered extremely high
packages which are sometimes not possible for the university.
b) Chitkara University: Chitkara University is a private university in the state of Punjab. It works under
the trust of Chitkara Education Trust. The university offers various undergraduate, postgraduate and
doctoral courses offered under various fields like management, computer science, engineering, etc. The
university is also recognized by the University Grants Commission (UGC). The main motto of the
university is ‘Explore Your Potential’.
(Diversity) Diversity at Chitkara University is there. They have employees and students from different
states, different religions, and different backgrounds. To promote the diversity in the organization the
university has a wide range of cultural and social activities available for the faculty and students.
In terms of productivity diversity also contributes to the goals and objectives of the university. Diverse
workforces do the work with different styles, idea and different perspectives. To make more effective
diversity in the university their organization continuously makes an effort to encourage people.
The challenges faced by the university in terms of diversity are meeting the requirements of people who
are coming from the outside. The people came from a different environment and sometimes it is difficult
for the organization and as well as for the person to understand each other’s requirements.

Vol. 29, No. 3s, (2020), pp. 284-303
4.1 Importance of implementing Diversity at the Workplace:

 Diversity helps in bringing the different perspectives of thinking and solving any particular issue
which automatically helps in the growth of the organization.
 Through diversity management, the organization has a pool of skills, talent, and experiences in
the organization.
 The research proves that diversity brings more innovation to the organization.
 Diversity in the organization helps in solving any problem very fast.
 It increases the profits of the firms as companies with greater diversity earn more profits than less
diverse companies.
 According to the research of Deloitte diversity brings more employee engagement in the
workplace and employees feel happy and committed towards work.
 Diversity helps in reduce the attrition of employees because employees feel accepted and valued
by the organization.
 Diversity improves the goodwill or reputation of the company in the market. Because diverse
organizations are considered as socially responsible and human-centric organizations.
 Diversity improves cultural insights into the organization.
4.2 Challenges faced by companies while implementing diversity in organizations:

The real diversity means the respect and acceptance of people from different backgrounds, nationalities,
and religions, etc. at the workplace. Where a diverse workforce in the organization having several benefits
there also the organizations face various challenges while implementing diversity. So various challenges
faced by the organizations in the diversity management are as follows:
 The biggest challenge in diversity management in organizations is the communication barrier.

People from different regions may not understand the native language of the place.
 Ineffective implementation of diversity policies of the organization for the diverse workforce.
 Generation and age difference among the people is also a challenge where the people do not
understand properly the problems of each other.
 Discrimination with the diverse employees by the native employees because sometimes different
cultures are not preferred by the domestic employees.
 Sometimes people do not respect and accept other background people and they feel jealous with
the other employees. This decreases the productivity of the workforce in the organization.
 Sometimes people resist changing themselves according to the organizational culture so this
organization faces a big challenge.
 Biasness of immediate supervisor with the employees from different nationalities and cultures.
4.3 Suggestions to improve the diversity management in the organizations

 For better diversity management in the organization, the management should have proper and
clear policies related to diversity.
 The policies and procedures related to diversity should be clearly communicated to all the
employees in the organization.

Vol. 29, No. 3s, (2020), pp. 284-303
 There should be proper training and education programs for the employees for the effective
implementation of diversity in the organization.
 Increase employee engagement in the organization so that every individual in the organization
feels valued.
 Regularly take feedback and updates from the diverse workforce regarding satisfaction at the
workplace.
 Encourage and motivate employees so that employees can freely discuss the problems with the
concerned person in the organization.
 Show respect and dignity towards each and every different culture of people.
5. Conclusion:
From the study, it is concluded that there is more diversity in foreign companies as compared to Indian
organizations. The big companies have diversity in different types such as nationally, country, region, and
religion, etc. But when it comes to different sectors and different companies related to sectors then it
seems very less diversity. It is very true that diversity actually contributes to the productivity and growth
of the organization. The diversity in organizations can be improved by taking some measures and
recommendations into consideration. The big recommendation that the organization should follow strictly
is to make diversity and inclusion policies and effectively communicate with all the employees.
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22. https://www.ibef.org/industry/education-sector-india.aspx

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A Study of Diversity Management in Different Companies and Different Sectors

Article in International Journal of Advanced Science and Technology · January 2020

Rajwinder Kaur Gagandeep Kaur

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A Study of Diversity Management in Different Companies and Different

Keywords: Diversity, Workforce, Companies, Organizations Challenges, Issues, Productivity.

ISSN: 2005-4238 IJAST

ISSN: 2005-4238 IJAST

The study concludes that there are various types

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The study concludes that there is great need of

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Now day’s 30% to 32% of women are working in

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implement the diversity in the global companies.

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organizations cannot survive without diversity in

2.1 Research Gaps:

2.2 Significance of the Study:

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3.1 Data Collection:

Secondary sources include:

 Various research papers and studies done by other researchers.

Interview Method Includes:

3.2 Objectives of the Study:

4. Analysis and Discussion:

a) Fortune 500 Top 5 Comapnies b) Various Sectors and Companies

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ISSN: 2005-4238 IJAST

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Telecom Sector Banking Sector Education Sector

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ISSN: 2005-4238 IJAST

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4.1 Importance of implementing Diversity at the Workplace:

4.2 Challenges faced by companies while implementing diversity in organizations:

 The biggest challenge in diversity management in organizations is the communication barrier.

4.3 Suggestions to improve the diversity management in the organizations

ISSN: 2005-4238 IJAST

ISSN: 2005-4238 IJAST

ISSN: 2005-4238 IJAST

ISSN: 2005-4238 IJAST

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