Organizational Behavior Project

“Survey Report on workplace diversity”

NAME: HAFIZ HAMZA

REG.NO: 20-ENC-38
COMPANY NAME: PTCL
SUBMIITED TO: SIR TURAB.
  Abstract:
In an organizational context, diversity refers to equality of opportunity and employment without
any bias because of these traits. This report contains information regarding organizational
demography of PTCL i.e. diversity with respect to age, gender, culture, race etc. In an
organizational context, diversity refers to equality of opportunity and employment without any
bias because of these traits. Indeed, it has become fashionable in the present scenario to have a
diverse mix of employees drawn from all classes and proclivities so that the aura of correctness
and humanitarianism can be actualized. Diversity make the organization heterogeneous. In
current scenario,employing diversified workforce is a necessity for every organization but not to
manage such diversified workforce is a big challenge for management. This survey critically
analysis the workforce diversity and its impact on productivity of organization.

 Executive summary:
This survey report includes a detailed survey of a company (PTCL). It consists of variety of
responses from AM(Assistant manager), which help us to understand the concept of diversity in
organization. The survey contain the response of overall diversity,equity,inculsion culture,hiring
& recruitment,career development,personal experiences,policies & procedures and diversity
training. Moreover,the survey consist of some graphs and charts which indicates an overview of
responses given by the manager of the company to the different questions.It is pertinent to
mention that the survey involves recommendations/suggestions from AM of the company.

 Background and Objectives

This survey project was assigned one and half month before by the Professor to experience the
system of an organization practically. Since the course name is “Organizational Behavior”, it
briefs us about the behavior followed by a great leader in an organization. The main aim of this
project was to give a turbo to the confidence level and to prepare one for competing in an
organization by becoming a Leader. Communication skills are one of the most important
elements of an Organization. The best organization requires good communication skills Which
makes it highly professional. This survey provided an opportunity to interact with the
representatives of the organization and successfully developed an awareness regarding the
necessity of excellent communication skills. International organizations hire employees from
various countries. Different employees with different races and religions gather to work for an
organization. The survey granted permission to witness the method they follow to work together
for the betterment of an organization. Age is considered as the key factor in an organization, as
more than half of the organizations give much priority to its young employees than old ones in
terms of work. Therefore, survey was a great opportunity to discover about an average age of an
employee to be considered for the work. In the current century, there is a quiet tough competition
between Female and male employees in professional organizations. Survey Proved to be a great
source of distinguishing between both male and Female to check their capabilities of doing work.

 In this Survey, we are going to focus on how companies can make better policies that are
for diverse people and include everyone and make everyone feel welcome in their
organization.
 After conducting this survey we obtained the data in which we were able to see how
much the organization is working to improve diversity and what things can be done to
improve it
 This survey focuses on how managers make day-to-day decisions, how effective their
decision-making is, what measures can be done to make their decision better, and how
they can communicate better with their employees.
 The information obtained in the survey will help us better understand Organizational
behavior (OB) and the concepts that we have learned in this OB course and how can we
apply the knowledge that we have learned in OB to better the working environment of
these companies in the future.

OVERALL DIVERSITY, EQUITY & CULTURE INCLUSION:

Diversity, equity, and inclusion are three closely linked values held by many organizations that are
working to be supportive of different groups of individuals, including people of different races,
ethnicities, religions, abilities, genders, and sexual orientations.The data collected in the
questionnaire form shows that respective organization gives importance to diversity. The
leadership and employees both, respects and encourages organizational demography. This
organization fosters equality among the employees. Employees from different backgrounds,
culture, race, caste, age group are respectfully accepted. Leadership treats all the employees fairly.
Companies that are diverse, equitable, and inclusive are better able to respond to challenges, win
top talent, and meet the needs of different customer bases. Diversity through the lenses of race,
ethnicity, ability, gender, sexual orientation, neurodiversity, and beyond can help to strengthen.
 Diversity, Equity and Culture inclusion
6
5
5
4 4
4
3
3
2 2
2
1
1
0
Encourages Importance Improving Company Respects Leader Employees
diversity of diversity fosters to diffrences treats accept
diversity work employees differences
without fairly
fear

HIRING AND RECRUITMENT:

Diversity recruiting is the practice of hiring candidates using a process that is free from biases for
or against any individual or group of candidates. It is still merit-based recruitment and still aims to
find the best possible candidate, but it's structured to give all applicants, regardless of background,
an equal opportunity. The principle objective of the recruitment process should be to recruit,
select and appoint employees appropriate to the present and future needs of an organization. Ptcl
incite to recruit personnel on the basis of their expertise and the job requirement. Furthermore no
discrimination is made on the basis of culture, caste, religion etc. Every candidate is given equal
opportunity.
 Hiring and Recruitment
4.5
4 4
4
3.5
3
2.5
2
1.5
1
0.5
0
Diverse Glimpse of
candidate pool diversity at first
visit

CAREER DEVELOPMENT:

Diversity recruiting is the practice of hiring candidates using a process that is free from biases for
or against any individual or group of candidates. It is still merit-based recruitment and still aims to
find the best possible candidate, but it's structured to give all applicants, regardless of background,
an equal opportunity.From an organizational career standpoint, career development
involves tracking career paths. In contrast, individual career development focuses on assisting
individuals to identify their major career goals and to determine what they need to do to attain
these goals. In the respective organization employees from all backgrounds are considered equal.
Everyone has the opportunity to grow their career, to excel in their expertise, irrespective what
role one has in the organization.
In case of promotions, all employees are treated fairly. Those who fall in the merit and required
criteria for promotion, are preferred over those who do not. Through proper channel and laws there
are career development opportunities for staff. All these procedure are implemented irrespective
of taking into account anyone’s ethnic background.
 Career Development
4.5
4
4
3.5
3
2.5
2 2
2
1.5
1
0.5
0
Encouragement Fair treatment Career
for higher in promotions development path
positions

POLICIES AND PROCEDURES:

Policies and Procedures are a set of rules and methods designed and communicated to structure
certain processes within an organization. This term embraces the set of instructions given to
employees from general guidelines to specific steps applicable to job positions. Here the
organization. Ptcl also has proper policies which define diversity. This institute encourages
diversity, equity and culture inclusion. Appropriate actions are taken if any act of discrimination
is addressed. Ptcl is firmly against harassment by means of any action that creates an
intimidating, hostile or offensive environment. Ptcl does not tolerate violence of any type in its
premises.the organization is strict about diversity and discrimination policies and its
inculsion.The below chart defines the response of manager regarding discrimination policies.
 Policies and Procedures
4.5
4 4
4
3.5
3
3
2.5
2
1.5
1
0.5
0
Company Clear procedures Apt actions
policies encourage for reporting in response to
diversity discrimination bigotry

PERSONAL EXPERIENCES:

Often overlooked are the personal experiences of inclusion driven by employees daily interactions
with peers/teammates and leaders. Employees’ daily encounters with peers and teammates largely
shape what is socially accepted, which ideas get heard, and whether bias is challenged or amplified.
Here, the personal experiences to be discussed are shared by Asst. Manager at Ptcl in a way that
this organization led him to become more recognizing and embracing towards other employees.
And this staff include both subordinates and the seniors. Furthermore his experiences here directed
him to become more welcoming and understanding towards people from several cultural, lingual,
areal and age groups.
 Personal Experiences
6
5
5
4
4
3
2
1
0
Understanding knowing
differences among people with
coworkers different
backgroungs

INCLUSION:

Inclusion is the extent to which various team members, employees, and other people feel a sense
of belonging and value within a given organizational setting. The important distinction here is that
even among the most diverse teams, there’s not always a feeling of inclusion. In the mentioned
organization all employees are allowed to express their opinion where required to an agreeable
point. No discrimination on any basis is carried out in this organization. Employees of different
ages are equally given respect and their perspectives on any topic are considered when taking
decisions. Any racial, sexual, ethnic and gender based jests are not permitted in this organization.
Respective organization provides whole staff a satisfactory chance of sharing their point of views
in decision making. Yes, employees of different backgrounds should be treated fairly when it
comes to internal promotion. This can be done by implementing a transparent and equitable
promotion process, removing biases from job descriptions and criteria, providing feedback to
employees on how they can improve their performance, giving employees equal access to training
and development opportunities, recognizing and rewarding employees for their performance, and
conducting regular performance reviews. Additionally, organizations should review their
recruitment and promotion practices to identify any potential biases, create an environment where
employees feel safe to share their opinions and ideas, and ensure that promotions are based on
merit and performance
 Inclusion
4.5 4 4
4
3.5 3 3 3
3
2.5
2
1.5
1
0.5
0
Unbiased Facilitating Different ages Intolerance to Freedom of
interaction employees valued equally unethical jokes positive
with expression
disabilities

DIVERSITY TRAINING:

Diversity training is any program designed to facilitate positive intergroup interaction, reduce
prejudice and discrimination, and generally teach individuals who are different from others how
to work together effectively. This organization has conducted a few educational meetings to
provide employees an insight into diversity with respect to age, culture, religion, gender etc.
 Diversity Training
4

3
3

0
Diversity
educational
programs

Intermediate supervisor:

Intermediate suopervisor means the administrator (other than the chief administrator) to whom
the immediate supervisor is directly responsible.

Intermediate supervisor
4.5
4 4
4
3.5
3
2.5
2
1.5
1
0.5
0
Commitment with Responsibilities
supervision under supervision
  MANAGERIAL IMPLICATIONS:

Although respective organization seems to be having a good organizational demography and

healthy ways to cope with the issues if any. Following are the overall implications that will
help in improving organizational demography in the respective organization and general as
well;

 Each employee must follow all the rules and regulations set by the organization.
 No discrimination should be prevailed among the workers.
 Managers are responsible for the implementation of all policies and laws in their certain
domains.
 As the organization mostly follow the instructions provided by the government so it lies
under the responsibility of whole staff to follow them.
 Since it is semi government organization so communication between higher management
and employees must be improved in order to keep proper information circulating.
 It is the responsibility of manager to abstain employees working under him from any
unethical way of conduct with other employees if anyone does.

 SUMMARY:

Diversity can be one of the greatest strengths of an organization. Each person is unique. Even if
we find someone similar to us, they can’t be our exact copies. Diversity is much effective in
discussions and decision making. Ideas come from all kinds of persons in all kinds of situations.
While ideas can come from one person only, abusing creativity turns a big, rapidly flowing river
of it into a narrow and drying stream. At the same time there exist certain hurdles and challenges
in managing the workforce.

With a diverse workforce comes barriers, mainly in communication. As in the Hi-Tech Plastics
there are no language barriers as most of the workforce comes from the same region of the country
i.e. Punjab, except some of the people from other provinces. But still language barrier does not
exist in this organization. Overall diversity management in this organization is satisfactory. Almost
zero discernment is observed in case of selecting candidates for the job. Diversity is also being
effectively addressed by the laws and regulations of the organization. It is mandatory for all
employees to respect each other irrespective of any sort of difference that they might have.