Global Human

Resource
Management 
The Positive Impact Of
Globalization On Diversity And
Inclusion In HRM Practices
Outline
• Introduction
• Increased
Creativity &
Innovation
• Improved Business
Performance
• Increased
Awareness &
Responsibility
• Conclusion
 Methodology 
• Primary data has been
collected through the
interview conducted
with Mohammad Ali
Imam Naqvi, HR
Manager of Fauji
Fertiliser Company. 
• Secondary data was
collected through
articles from Google
Scholar. 
 Introduction
• Globalization has
transformed the way
businesses operate
worldwide.
• One significant positive
trend that has emerged from
this is the increased focus
on diversity and inclusion in
HRM practices.
 Increased Creativity
& Innovation  

• Managing a diverse workforce

can lead to improved creativity,
innovation, and problem-solving.
• Altman and Shortland (2019)
found that multinational
organizations that prioritize
diversity and inclusion tend to
perform better than those that
don't.
 • Globalization has
made it easier for
organizations to
recruit talent from
around the world,
leading to more
diverse teams and
the potential for
Recruitments greater creativity
and innovation.
Improved Business
Performance
• Organizations that prioritize
diversity and inclusion tend to
perform better than those that
don't.
• This is because a diverse and
inclusive workforce can lead to
improved decision-making, better
problem-solving, and greater
employee engagement. 
Increased Awareness
& Responsibility
• Greater sense of
responsibility among
organizations to create an
inductive environment
which is engaging for the
employee and motivates
them to grow in the
company while still being
sensitive to the cultures of
their other team members.
 • Multinational corporations have a
Cementing in responsibility to promote global justice
Policies  and corporate social responsibility,
including promoting diversity and
inclusion (Cooke, 2017).
 Adapting
• Create, for the overall
employee, an inductive
environment which is
engaging for the employee,
and which is motivating
them to grow in the
company while still being
sensitive to the cultures of
their other team members.
 • As we continue to operate in a global
marketplace, it is essential that we continue to
Conclusion prioritize diversity and inclusion in our HRM
practices to ensure the success of our
organizations. 
 References
• Caligiuri, P., Lepak, D., & Bonache, J. (2010). Managing the global workforce. John Wiley & Sons.
• Barak, M. E. M. (2022). Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
• Jones, D. A., Newman, A., Shao, R., & Cooke, F. L. (2019). Advances in employee-focused micro-
level research on corporate social responsibility: Situating new contributions within the current
state of the literature. Journal of Business Ethics, 157, 293-302.