Managing diversity in the workplace
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This document discusses managing diversity in the workplace. It defines diversity and identifies types of diversity including gender, age, race, ethnicity, culture, religion, disability and more. The challenge of diversity is integrating people from different backgrounds while acknowledging how human differences can interfere. Diversity consciousness is recognizing individual talents. Areas of workplace diversity include equal opportunity, affirmative action, and managing diversity to change behaviors and attitudes. The conclusion states that a diverse workforce benefits organizations and associates by creating a fair and competitive work environment.
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Managing diversity in the workplace
- 1. Managing Diversity In The Workplace Reshav Mahajan
- 2. Diversity Defined The fact or quality of being diverse; difference. A point or respect in which things differ. Variety or multiformity: “Charles Darwin” saw in the diversity of species the principles of evolution that operated to generate the species: variation, competition and selection” (Scientific American). Workplace diversity: is a people issue, focused on the differences and similarities that people bring to an organization.
- 3. Types of Diversity • Gender • Age • Race • Ethnicity • Culture • Religion • Language/Accent • Disability • Height/Weight • Sexual Orientation • Education • Job Title • Job Function • Job Skills • Union/Non-Union • Part-Time/Full-Time • Marital Status • Political affiliation
- 4. The Challenge of Workplace Diversity? •The challenge lies in the continuous improvement of the integration and social acceptance of people from different backgrounds. •Our differing human characteristics influence the way we think, act, interact, and make choices. •Often, these differences interfere with our ability to support, trust, and respect each other, and thus to effectively function together.
- 5. Diversity Consciousness Defined Recognizing, appreciating, valuing, and utilizing the unique talents and contributions of all individuals
- 6. Areas of Workplace Diversity • Equal Opportunity and Affirmative Action – The active recruitment of women, minorities, and other protected groups. – The goal to meet certain legal imperatives. • EEOC{ Equal Employment Opportunity Commission } • Department of Justice • Civil Rights – The primary concern is meeting quotas, often without concern for the survivability of these individuals.
- 7. Areas of Workplace Diversity • Managing Diversity – The organization is diverse by default, and now it must deal with it. – The goal should be fix, cover-up, and/or defer the problem with a minimum of hassle. – The effort should be from top management- driven, thus forced throughout the organization. – The concern should be more for a change in behavior than attitudes.
- 8. Diversity Bias • Assumptions of Superiority – I’m better than you. • Assumptions of Correctness – This is the way it should be • Assumptions of Universality – We’re all the same. Everybody is just like me.
- 9. Hierarchy of Cultures • World Culture – Humanity • Major Culture (e.g., U.S. culture) • Subculture (e.g., various immigrant groups) • Corporate Culture
- 10. The White American Corporate Mind As Driven By The Major American Culture • Loves individuality and self-reliance • Likes informality • Can only speak English • Very direct. “Get to the point.” • Demand honesty at the bargaining table • Hates silence • Persistence. “Don’t take no for an answer.” • One thing at a time, sequentially • “A deal is a deal, no matter what.” • “My mind is fixed.” • Magic Words: Freedom, democracy, America, competition
- 11. 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.
- 12. Thankyou