MANAGING DIVERSITY AT WORKPLACE A

CASE OF HP

Name :- Akshay Sonar

Roll No :- 53

1
Case Study Summary
• Overview of HP
• Dimension Of Diversity Management and Cost benefit of
Diversity Management
• Strategies and Paradigm of diversity Management
• Analysis of HP way of diversity management
• How HP manage its diversity in multicultural workforce and
Gender non-discrimination in workplace

2
Overview of HP
• Founded in 1939
• Founded by Bill Hewlett and Dave Packed
• Headquarters in Palo Alto, California
• 120 Countries
• More then 172000 employees
• HP formed the famous diversity policy known as ‘Open
Corporate Culture’
• Bill and David developed a new management style called
‘Management by walking around’ which was to be called the
‘HP Way’

3
Diversity Management
• Diversity is the industrialized world’s perennial underdog.
Immigration, work migration, gender and ethnic differences
continue to dramatically change the compositions of the
workforce which further complicate the diversity issue.
• Managing diversity requires understanding its effects and
implementing behavior's, work practices and police that
respond to them in an effective way

4
Primary Tertiary
Dimensions Dimension
• Race • Beliefs
• Ethnicity
Dimension • Assumptions
• Gender of diversity • Perceptions
• Age • Attitudes
• Disability • Feeling
• Values
• Group Norms

Secondary Dimensions • Work Experience

• Education
• Religion
• Lifestyle
• Economic Status
• Family Status
• Sexual Orientation
• Geographic Origin
• Thinking Status
• Nationality
• Political Orientation
• Language
5
Cost-Benefit of Diversity
Increasing diversity present a double edged sword
hence the challenge of managing diversity is to
create condition that minimize its potential to be a
performance barrier while maximizing its potential
to enhance organizational performance

6
 Strategies and Paradigm Of
Diversity Management

Synergistic
Parochial
“Our way and
Approaches to
their way differ, “Our way is the
but neither way is
Managing
Diversity only way”
inherently
superior to the
other”

Ethnocentric
“Our way is 7
the best way”
The The Access
Paradigm Of and
Discrimination
and Fairness
Diversity Legitimacy
Paradigm Management Paradigm

Learning and
effectiveness
Paradigm 8
9
Recommendation & Conclusion
Recommendation
• Diverse work teams bring
high value to organizations
• Management tools in a
divers workforce should be
used to educate everyone
• HP need to continuously
monitor and change its
strategy
• HP need further cross
cultural training and
workshop to develop
diversity skill
Conclusion
• HP cases is a perfect case
to understanding
organizations practices
toward the diversity
workplace.
• Nowadays, More and more
diversified people come in
the same workplace.
• Organizations need put
more effort in manage
their diverse culture, spirit
and need. 10