Presented to:

Ms. Qurat ul ain

Presented by:
 RIZWAN UL HAQ
 ALEEZA NAZAR
 SANA JAMEEL
 BISMA HAMEED
 AYESHA SAJID
Table of CONTENT

 Introduction
 Parameters of Diversity
 Importance of managing diversity
 Ways to incorporate diversity
 Challenges of managing diversity
 Consequences of ignoring Diversity
 Strategies of managing diversity
 Benefits of managing diversity
 Example of Mc Donalds
 Conclusion
What Is Diversity?

 Diversity is defined as a difference or

variety. Without differences or variety
among people in the world, the ability to
grow and learn would be limited.
 Diversity at Workplace
 Diversity in the
workplace refers
to differences we
recognize in
ourselves and
others, such as
Gender, Culture,
Race, Ethnicity,
Age, Religion,
Family Structures,
and Physical and
Mental
Disabilities or
Challenges.
Parameters of Diversity
Primary Dimensions Secondary Dimension
 Race Religion
 Ethnicity Lifestyle
 Gender Economic status
 Age Language
 Disability Culture

Tertiary Dimensions political orientation

 Assumptions work experience
 Perceptions Geographic origin
 Beliefs
 Attitudes
 Feelings
 Values
 Group norms
Importance of
Managing Diversity
 Well managed diverse teams out perform
homogeneous teams & vice versa
 Reputation in the market & attract best
employees
 Employees who feel valued & rewarded are
more engaged& motivated
 Greater employee engagement lead to lower
turnover rate
Ways to Incorporate
Diversity

Businesses find ways to incorporate diversity

into their workplaces without causing major
changes to the way their companies operate.
Incorporating diversity practices in a
workplace can include
 Recruiting from diverse talent pools to
make the company open to employees from
various backgrounds.
 Diversity may be infused into advertising
practices to ensure products and services
are targeted to all consumers who
represent the target market, whether
through print, online television or radio.
Challenges of Managing
Diversity
 Discrimination
 Stereotypes and
preconceptions
 High turnover rate
 Absenteeism
 Conflicts in team
members
 Increase tension
 Productivity decrease
Consequences of Ignoring
Diversity

Some of the consequences can include:

 Ignoring diversity issues costs time, money, and
efficiency
 Unhealthy tensions between people of differing
gender, race, ethnicity, age, abilities, etc.
 Loss of productivity because of increased conflict
 Inability to attract and retain talented people of all
kinds
 Complaints and legal actions
 Inability to retain women and people of color,
resulting in lost investments in recruitment and
training.
Strategies of Managing
Diversity
1. Management commitment
2. Reinforce employee competencies
3. Actively facilitate inclusiveness
4. Communicate effectively
5. Evaluate effectiveness
Example : Mc Donalds
 Well known for diversity.
 62000 people from 128
countries
 Believes in equal chance
and offers to all its
employees.
 Partnerships with
community colleges all over
Germany.
 Employees improve
communication skills as
well as IT knowledge.
 This enables everyone in the
diverse workforce to grow
and climb up the corporate
ladder.
Conclusion
 A diverse workforce is a reflection of a changing
world and marketplace.
 Diverse work teams bring high value to
organizations.
 Respecting individual differences will benefit the
workplace by creating a competitive edge and
increasing work productivity.
 Diversity management benefits associates by
creating a fair and safe environment where
everyone has access to opportunities and
challenges.
 Management tools in a diverse workforce should
be used to educate everyone about diversity and
its issues, including laws and regulations.
 Most workplaces are made up of diverse cultures,
so organization speed to learn how to adapt to be
successful.