Management of diversity in organization

Everyone has a different idea about what diversity means. Inthere were fewer than 10 executives nationwide responsible for diversity. In the cases that came under their scrutiny, a number of different aspects of the organizational context or group processes moderated the diversity-performance relationship.

Overall research suggests that diversity needs to be properly managed if any business benefits are to be reaped. These CDOs will instead have greater control over areas such as strategy, marketing and sales.

Diversity management is complex and not every company will advance at the same pace. Basically, their message was: Today, almost every Fortune company has one. Diversity management as a concept appeared and gained momentum in the USA in the mids. Diversity in Organizations Introduction In recent years, organizations in all sectors have been aggressively working towards a concept called diversity of workforce.

When you see a job posting that talks about equal opportunity, you might be wondering what it is all about.

Diversity in Organizations

Managers must be educated about the benefits of diversity and the processes necessary to achieve it. References 2 Hire Labs: From then on, researchers started to test a number of hypotheses on the business benefits of diversity and of diversity management, known as the business case of diversity.

Multicultural and diversity management

In India, there are still barriers to the hiring of people from certain states as was evidenced in news reports that emanated in the recent past.

The presence of diversity management in the workplace has been depicted as the existence of conceptual and operational policies and programs within the organizations that ensure that the various groups that exists in the societal spectrum are able to effectively participate in the various levels that exists in the organizations.

Another way to ensure diversity is by sensitizing the workforce to gender and ethnic issues, and ensure that they are more tolerant of people who are unlike them.

Whether an employee is management, mid-level or entry level, when everyone in the work force has a similar background, the creative process that drives innovation and problem solving is similar.

Without training, you risk losing your best talent to your competitors. This article has been sponsored by: Diversity is the creation of an organizational culture where the best people want to work, where everyone is treated with dignity and respect, where people are promoted on their merits and where Management of diversity in organization for success are available to all.

Once upon a time, diversity was regarded as a matter of employment equity or affirmative action…an idea now as outmoded as cassette tapes. Beyond business benefits, research should pay more attention to societal benefits attached to the promotion of more inclusive and diverse workforces.

That means a company must develop a new model that embraces diversity as a central growth enabler. Further, given the spate of lawsuits about sexual discrimination and harassment on the basis of ethnicity, it becomes clear that more than laws that deal with these issues, we need a mindset change among the firms and the practice of diversity is something that has to be encouraged from the top.

What this means is that the employer or the organization adopts a policy wherein they do not differentiate between applicants on the grounds listed above and merit is the sole criterion when deciding the suitability of a potential recruit.

Further, in many countries the laws governing corporates have been legislated in such a way that makes the firms actively encourage diversity. However, surveys consistently report that diversity management is not well understood. Still a long way to go Though the laws mandate equal opportunity, in practice, the hiring of disadvantaged and minority groups is still lagging behind in relative terms when compared with the majority groups.

Employees must be given the coaching, mentoring and skills they need. But also manage their expectations. Define diversity for your organization as there is no one-size-fits-all solution.

For instance, it is not uncommon for employers to weed out resumes of women and people of color.BEHAVIOUR | Work Force Diversity in Indian Organization | | Submitted by: Vaibhav Gupta Executive Summary: We’ve looked at the challenges that Indian companies face because of diversity, both at the workplace and the marketplace.

Why Diversity? With the advent of globalization, it has become imperative for organizations to have a workforce that is composed of different ethnicities and with the maturing of the business paradigm; gender is no longer a constraint.

This has prompted large scale changes in the way organizations recruit people. Multicultural and diversity management is the “recognition and valorization of in the workplace has been depicted as the existence of conceptual and operational policies and programs within the organizations that ensure that the various groups that exists in the societal spectrum are able to effectively participate in the various levels.

Diversity is the creation of an organizational culture where the best people want to work, where everyone is treated with dignity and respect, where people are promoted on their merits and where opportunities for success are available to all.

Jun 13,  · Diversity can no longer just be about making the numbers, but rather how an organization treats its people authentically down to the roots of its business model.

In today’s new workplace, diversity management is a time-sensitive business imperative. Companies that have diversity among the management staff will more easily fulfill the needs of a broad customer base.

Cultural Intelligence Perhaps the most compelling reason to employ a diverse work force is cultural intelligence.

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Management of diversity in organization
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