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Similar to HRM PRESENTATIONManaging workforce Diversity.ppt (20)
HRM PRESENTATIONManaging workforce Diversity.ppt
- 2. Meaning • Workplace diversity refers to the variety of differences between individuals in an organization. Diversity not only includes how individuals identify themselves but also how others perceive them. Diversity within a workplace encompasses race, gender, ethnic groups, age, religion, sexual orientation, citizenship status, military service and mental and physical conditions, as well as other distinct differences between people.
- 3. Need or purpose • Mutual Respect-:Workplace diversity fosters mutual respect among employees. Whether employees work in groups or teams comprised of co- workers with varied work styles, or colleagues who represent different cultures or generations, a synergistic work environment become the norm • Conflict Resolution-; Conflict inevitably occurs in the work environment. However, employees who acknowledge others’ differences often also find similarities, particularly when there are common goals – production and quality. Respect for co-workers either reduces the likelihood of conflict or facilitates an easier road to conflict resolution. • Business Reputation -:Diversity in the workplace is important for employees because it manifests itself in building a great reputation for the company, leading to increased profitability and opportunities for workers. Workplace diversity is important within the organization as well as outside. Business reputations flourish when companies demonstrate their commitment to diversity through aggressive outreach and recruiting efforts.
- 4. • Job Promotion The importance of workplace diversity cannot be overstated when it comes to an organization’s ability to reach markets in foreign countries. The appeal of global markets creates two kinds of opportunities for employees: opportunities for promotion and employee development. • Increased Exposure A diverse workplace offers more than exposure to employees from different cultures and backgrounds. Employees learn from co-workers whose work styles vary and whose attitudes about work varies from their own. This is particularly true for employees within multigenerational work environments.
- 5. Importance • Talent Pool Employees from all races, classes, creeds, religions, ages and political viewpoints should be recruited based on competencies and skill sets, without regard to gender or disability. • Varied Viewpoints Teams working on complex and expansive projects can draw on the varied experiences of fellow workers from diverse backgrounds. This can aid in understanding new markets -- foreign or domestic. • Organizational Productivity When human resources channels and harnesses varied skills, specialized competencies and distinctive capabilities of employees of multiple races and minority classes, it can result in creative solutions for problems and better organizational productivity.
- 6. • Reduced Discrimination Regular interaction with people from different countries or backgrounds can help reduce discrimination, prejudice and misunderstandings from earlier eras. Taking time to celebrate of fellow workers’ cultures and holidays can boost morale and create a better team bond among diverse employees. • Global Citizens Cultural multiplicity, ethnic diversity and multiple viewpoints bring vibrancy to the workplace. Fostering workplace camaraderie and a humanitarianism spirit shape employees to be better citizens of tomorrow.
- 7. Steps for Successfully Managing Diversity • Emphasize communication: Ensure that all employees understand your policies, procedures, safety rules, and other important information. Work to overcome language and cultural barriers. Have key materials, such as safety information, translated when possible. Use pictures and symbols on warning signs so that everybody can understand • . • View employees as individuals: Avoid both positive and negative stereotypes. Don’t make assumptions about employees from different groups. Judge successes and failures individually. Respond promptly and firmly when employees express prejudices or stereotypes. Remind them of your policies that prohibit discrimination. Encourage employees to view co-workers as individuals and judge them on their work, not on personal factors.
- 8. • Encourage employees to work in diverse groups: Assure that work teams reflect the diversity of your workplace. Diverse work teams let employees get to know and value one another as individuals. Diverse teams also expand the experiences and views of all the workers on the team and help them recognize the strength of their combined talents and perspectives. • Base decisions on objective criteria: Expect all employees of all backgrounds to meet required standards and perform to the best of their ability. Don’t set different criteria for different groups. Don’t make excuses or allow employees to make excuses for shortcomings. Base all employment actions, including discipline, on specific, performance-related criteria. Always focus on job-related issues, not personal issues, when dealing with employees. • Be open-minded: Recognize, and encourage employees to recognize, that one’s own experience, background, and culture are not the only ones with value to the organization. Set an example of encouraging diversity by developing relationships with colleagues whose backgrounds differ from yours. Look for ways to incorporate diverse perspectives and talents into efforts to achieve organizational goals.
- 9. Approaches to Managing Diversity • Individual approach • 1 Learning Many managers are often unprepared to deal with diversity, because of their inexperience they are unsure of how to respond. To better prepare themselves managers must work hard to learn and experiences as much as they can about developing appropriate behavior. At the heart of this learning process is communication. • 2) Empathy Empathy is an important way to deal with more subtle problems because it helps the manager understand the diverse employee’s point of view. By learning how to empathize and by offering encouragement, guidance, and after-the-fact backup support, the manager can play an important individual role in more effectively managing diversity.
- 10. • Organizational approaches Testing A problem that organizations have encountered with the use of tests for selection and evaluation is that they are commonly culturally biased. As a result, women and minorities may be able to do the job for which they are being tested even though their test scores indicate that they should be rejected as candidates. . • Training There are two ways in which this training can play a key role in managing diversity. One way is by offering training to diverse groups. Members from a diverse group can be trained for an entry- level skill or how to more effectively do their existing or future job. The other approach is to provide training to managers and other employees who work with diverse employees.
- 11. • Mentoring A mentor is a trusted counselor, coach, or advisor who provides advice and assistance. In recent years, many organizations have begun assigning mentors to women minorities. The purpose of the mentor program is to help support members of a diverse group in their jobs, socialize them in the cultural values of the organization, and pragmatically help their chances for development and advancement. There are a number of specific benefits that mentors can provide to those they assist, including the following: • Identify the skill, interests, and aspirations the person has • Provide instruction in specific skills and knowledge critical to successful job performance. • Help in understanding the unwritten rules of the organization and how to avoid saying or doing the wrong things. • Answer questions and provide important insights. • Offer emotional support. • Serve as a role model. • Create an environment in which mistakes can be made without losing self- confidence.