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MANAGING DIVERSITYMANAGING DIVERSITY

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INTRODUCTIONINTRODUCTION

According to Dr.Santiago Rodriguez, Director of According to Dr.Santiago Rodriguez, Director of Diversity for Microsoft, “True diversity is exemplified by Diversity for Microsoft, “True diversity is exemplified by companies that hire people who are different – knowing companies that hire people who are different – knowing and valuing that they will change the way you do and valuing that they will change the way you do business.” business.”

Diversity management is concerned with diversity not equality – recognizing difference rather than trying to achieve sameness.

Diversity management is about addressing the total culture, not just the systems – moving the policy focus away from rules and procedures towards culture change initiatives.

Diversity management is focused on individuals, not groups – diversity claims to benefit everyone and not simply disadvantaged groups.

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What do you mean by Diversity?What do you mean by Diversity?

► Diversity is more than just tolerating differences.Diversity is more than just tolerating differences.

► Acknowledging, recognizing, appreciating, valuing, Acknowledging, recognizing, appreciating, valuing, utilizing the unique talents and contributions of all utilizing the unique talents and contributions of all individuals.individuals.

► Everyone is unique and no single person is Everyone is unique and no single person is

representative of certain grouprepresentative of certain group ► Diversity is no longer just black/white, male/female, Diversity is no longer just black/white, male/female,

old/young issues. It is much more than that. Diversity – old/young issues. It is much more than that. Diversity – a bridge between organizational life and the reality of a bridge between organizational life and the reality of people’s lives, building more compatibility, a framework people’s lives, building more compatibility, a framework for interrelationships between people, a strategic lens for interrelationships between people, a strategic lens on the world.”on the world.”

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It encompasses race, gender, ethnicity, age, It encompasses race, gender, ethnicity, age, personality, language, cultural background, sexual personality, language, cultural background, sexual orientation, religious belief, cognitive style, education orientation, religious belief, cognitive style, education and moreand more

OBJECTIVES OF DIVERSITYOBJECTIVES OF DIVERSITY Emphasizes the value of Diversity Emphasizes the value of Diversity Eliminate misconceptions of Diversity and its effectsEliminate misconceptions of Diversity and its effects Improve the management of Diversity at workplaceImprove the management of Diversity at workplace

Vision

Priority Goals

Tactics

Strategic Diversity

Results

Strategic DiversityStrategic Diversity

Diversity recognized, valued and most importantly strategically managed within and without an organization can drive business results.

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Managing Diversity in the workplaceManaging Diversity in the workplace

► Managing diversity is defined as “Planning and Managing diversity is defined as “Planning and implementing organizational systems and practices to implementing organizational systems and practices to manage people to maximize the potentials of diverse manage people to maximize the potentials of diverse community.”community.”

► Heterogeneity promotes creativity and heterogeneous Heterogeneity promotes creativity and heterogeneous groups have been shown to produce better solutions to groups have been shown to produce better solutions to problems and higher level of critical analysis.problems and higher level of critical analysis.

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Most people believe in the golden rule: “Treat others as Most people believe in the golden rule: “Treat others as you want to be treated.” But when we look at this you want to be treated.” But when we look at this proverb through a diversity perspective, you begin to proverb through a diversity perspective, you begin to ask question , What respect look like; does it look the ask question , What respect look like; does it look the same for everyone? It depends on individual.same for everyone? It depends on individual.

Instead of using the golden rule, we could use the Instead of using the golden rule, we could use the Platinum rule which states: “Treat others as they want Platinum rule which states: “Treat others as they want to be treated”.to be treated”.

► Moving our frame of reference (“OUR WAY IS THE BEST Moving our frame of reference (“OUR WAY IS THE BEST WAY”) to a diversity-sensitive perspective WAY”) to a diversity-sensitive perspective

(“LET ‘S TAKE THE BEST VARIETY OF WAYS”) will help us (“LET ‘S TAKE THE BEST VARIETY OF WAYS”) will help us to manage more effectively in a diverse work to manage more effectively in a diverse work environment.environment.

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Kinds of Diversity at the Workplace

There are different kinds of diversity that one encounters at the workplace.

These include diversity of Gender, Age, Psychology, Education, Language and Culture. We will look at how three of these, those of Gender, Ethnology & Psychology can be managed. The corporate workplace has traditionally been a male-dominated one. IT industry is only sector that has been relatively successful in promoting Gender diversity.

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Challenges of Diversity in the Challenges of Diversity in the WorkplaceWorkplace

► Communication Communication Perceptual, cultural and language barriers need to be Perceptual, cultural and language barriers need to be

overcome for diversity programs to succeed. overcome for diversity programs to succeed. Ineffective communication results in confusion, lack of Ineffective communication results in confusion, lack of teamwork and low morale.teamwork and low morale.

Resistance to changeResistance to change

Employees will always refuse to accept the social and Employees will always refuse to accept the social and cultural changes in the workplace. cultural changes in the workplace.

► The “We’ve always done it this way” mentality silences The “We’ve always done it this way” mentality silences new ideas and inhibits progress – the attitude problemnew ideas and inhibits progress – the attitude problem

► Increase in labor turnover and absenteeism, increase in Increase in labor turnover and absenteeism, increase in Cost of Training and increase in conflictsCost of Training and increase in conflicts

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Managing Challenges of Diversity in Managing Challenges of Diversity in OrganizationsOrganizations

► keep a check on the perceptual, cultural and keep a check on the perceptual, cultural and language barriers. related to diversitylanguage barriers. related to diversity and see and see that they don’t give way to confusion and low team that they don’t give way to confusion and low team spirit.spirit.

► Identify the similarities, instead of looking for Identify the similarities, instead of looking for the differences. the differences. This will help the organization to set This will help the organization to set up the basis for a healthy working environment.up the basis for a healthy working environment.

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► The proper steps should be taken to The proper steps should be taken to involve every involve every employee while devising and executing diversity employee while devising and executing diversity initiativesinitiatives in the workplace. in the workplace.

► Take polite and sincere interest about the well Take polite and sincere interest about the well being and emotional health of the workersbeing and emotional health of the workers. .

► It is essential to keep the ‘human aspect’ in mindIt is essential to keep the ‘human aspect’ in mind that that every person has his or her personal life and it is every person has his or her personal life and it is important to value and give him some space.important to value and give him some space.

► An organization should provide An organization should provide an atmosphere of an atmosphere of openness and candoropenness and candor. Never dissuade them from . Never dissuade them from voicing their opinions and ideas regarding any matter.voicing their opinions and ideas regarding any matter.

► Try to create an environment within the organization Try to create an environment within the organization wherein every person will enjoy working.wherein every person will enjoy working.

► Organizations can also arrange training, in order to Organizations can also arrange training, in order to improve policies and procedures related to diversity.improve policies and procedures related to diversity.

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Implementation of Diversity in the Implementation of Diversity in the WorkplaceWorkplace

► Development and assessment of Diversity;Development and assessment of Diversity; ► Choosing a survey provider that provides Choosing a survey provider that provides

comprehensive reporting is a key decision. The plan comprehensive reporting is a key decision. The plan must be comprehensive, attainable and measurable. must be comprehensive, attainable and measurable.

► An organization must decide what changes need to be An organization must decide what changes need to be made and a timeline for that change to be attained.made and a timeline for that change to be attained.

► The leaders and the managers within organizations The leaders and the managers within organizations must incorporate diversity policies into every aspect of must incorporate diversity policies into every aspect of the organization’s function. the organization’s function.

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► Management’s cooperation and participation is required Management’s cooperation and participation is required to create culture conducive to the success of the to create culture conducive to the success of the organization’s plan. organization’s plan.

► Involve every employee possible in formulating and Involve every employee possible in formulating and executing diversity initiatives in the Workplace. executing diversity initiatives in the Workplace.

► An organization should always see that it promotes An organization should always see that it promotes diversity in managerial and leading positions. diversity in managerial and leading positions.

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Strategies and Tools for implementing Strategies and Tools for implementing DiversityDiversity

► Specify the need for skills to work effectively in a Specify the need for skills to work effectively in a diverse environment in the job.diverse environment in the job.

► Make sure that good faith and efforts are made to Make sure that good faith and efforts are made to recruit a diverse applicant pool, particularly recruit a diverse applicant pool, particularly underutilized minorities and women.underutilized minorities and women.

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► Focus on the job requirements in the interview, and Focus on the job requirements in the interview, and assess experiences but also assess experiences but also consider transferable consider transferable skills skills and demonstrated competencies, and demonstrated competencies, such as such as analytical, organizational, communication, coordination.analytical, organizational, communication, coordination.

► prior experience has not necessarily mean prior experience has not necessarily mean effectiveness or success on the job.effectiveness or success on the job.

► Use a panel interview format. Ensure that the Use a panel interview format. Ensure that the committee in diverse, unit affiliation, job classification, committee in diverse, unit affiliation, job classification, length of service, variety of life experiences, etc., to length of service, variety of life experiences, etc., to represent different perspectives and to eliminate bias represent different perspectives and to eliminate bias from the selection process.from the selection process.

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► Ensure that appropriate accommodations are made for Ensure that appropriate accommodations are made for disabled applicants.disabled applicants.

► managers must recognize their own cultural biases and prejudices.

► managers must be willing to change the organization if necessary.

► Mangers need to need to be friendly with all Mangers need to need to be friendly with all employees.employees.

► Equality and diversity should always be taken into Equality and diversity should always be taken into account. Manager should see that everyone is treated account. Manager should see that everyone is treated equally fairly to access the same opportunities.equally fairly to access the same opportunities.

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► Managers must understand discrimination and its Managers must understand discrimination and its consequences.consequences.

► managers must be willing to change the organization if managers must be willing to change the organization if necessary.necessary.

There is no single recipe for success. It mainly depends on manager’s ability to understand what is best for the organization. Both managers and associates need to be aware of their personal biases.

Therefore, organizations need to develop, implement and maintain ongoing training, not one-day session of training.

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Benefits of Diversity in WorkplaceBenefits of Diversity in Workplace

►Diversities in a working environment add a Diversities in a working environment add a unique richness to the workplace. unique richness to the workplace.

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► Employees come from diverse backgrounds, bring Employees come from diverse backgrounds, bring individual talents and experiences with them, individual talents and experiences with them, contributes to an organization’s overall growth. Great contributes to an organization’s overall growth. Great ideas can lead to improved quality of product and ideas can lead to improved quality of product and improved process.improved process.

► Embracing employees with different skills and cultural Embracing employees with different skills and cultural viewpoints help in understanding the needs and viewpoints help in understanding the needs and requirements of the customers, on a global scale.requirements of the customers, on a global scale.

► organization can formulate the best business strategy, organization can formulate the best business strategy, with its large pool of different ideas and solutions.with its large pool of different ideas and solutions.

► Though associates are interdependent in the Though associates are interdependent in the workplace, respecting individual differences can workplace, respecting individual differences can increase the productivity. increase the productivity.

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► Diversity in the workplace can reduce lawsuits and Diversity in the workplace can reduce lawsuits and increase marketing opportunities, recruitment, increase marketing opportunities, recruitment, creativity and business image andcreativity and business image and reduce unintended biases.

Better customer service, eg during Chinese New Year, Better customer service, eg during Chinese New Year, non-Chinese can work.non-Chinese can work.

Increased innovation - A diverse workforce with a range Increased innovation - A diverse workforce with a range of different backgrounds and perspectives gives of different backgrounds and perspectives gives organization innovative ideas.organization innovative ideas.

Organizations can retain potential employees which Organizations can retain potential employees which leads to savings in recruitment and training costs, as leads to savings in recruitment and training costs, as well as maintaining corporate knowledge and expertise.well as maintaining corporate knowledge and expertise.

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The Role and Responsibilities of a The Role and Responsibilities of a Workplace Workplace

Diversity CoordinatorDiversity Coordinator

A workplace coordinator should be appointed by the A workplace coordinator should be appointed by the

agencies. Their role and responsibilities will vary agencies. Their role and responsibilities will vary according to the nature, structure and size of an according to the nature, structure and size of an agency. Some agencies have a network of coordinators. agency. Some agencies have a network of coordinators.

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Coordinators should be experienced and have the Coordinators should be experienced and have the support of the agency Head and executive. support of the agency Head and executive.

► The role of the coordinator: The role of the coordinator:

► Articulate how diversity can enhance the business Articulate how diversity can enhance the business performance of the agencyperformance of the agency

► Actively promote the benefits of diversity, both for the Actively promote the benefits of diversity, both for the agency and staffagency and staff

► Gain an understanding of the workplace diversity needs Gain an understanding of the workplace diversity needs of agency staffof agency staff

► Help all staff to be aware of workplace diversity issuesHelp all staff to be aware of workplace diversity issues

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► Advocate the inclusion of equity and diversity issues. Advocate the inclusion of equity and diversity issues.

► Develop, implement and monitor the workplace Develop, implement and monitor the workplace diversity programs.diversity programs.

► Monitor the agency’s compliance with relevant laws Monitor the agency’s compliance with relevant laws and regulationand regulation

► Organizations can retain potential employees which Organizations can retain potential employees which leads to savings in recruitment and training costs, as leads to savings in recruitment and training costs, as well as maintaining corporate knowledge and expertise. well as maintaining corporate knowledge and expertise.

► Keep senior executives informed about workplace Keep senior executives informed about workplace diversity issues and about the effectiveness of the diversity issues and about the effectiveness of the workplace diversity programworkplace diversity program

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Consequences of ignoring workplace Consequences of ignoring workplace diversitydiversity

► Ignoring diversity issues costs time, money and Ignoring diversity issues costs time, money and efficiency efficiency

► Unhealthy tensions may arise between people of Unhealthy tensions may arise between people of differing gender, race, age, abilities if not handled differing gender, race, age, abilities if not handled properlyproperly

► Because of increased conflict among the employees, Because of increased conflict among the employees, organization failed to attract and retain talented people organization failed to attract and retain talented people of all kindsof all kinds

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► Inability to retain women and people of Inability to retain women and people of color, resulting in lost investments in color, resulting in lost investments in recruiting and training.recruiting and training.

► Discrimination breeds narrow mindedness, Discrimination breeds narrow mindedness, impairs employee morale, strain employee impairs employee morale, strain employee relationship and thus damage productivity.relationship and thus damage productivity.

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WORKFORCE DIVERSITY IN INDIA• India occupies 2.4% of the total area of the world but supports over 15% of the world’spopulation.• Although Hinduism is the popular religion comprising 83% of the population, India is also home to one of the largest population of Muslims in the world – over 120 million.• India has the world’s largest number of professionally qualified women & has more working women than any other country in the world across skill-levels, from the surgeon & the airline pilot to bus conductors . • India's population bulges in the prime working-age group (15-59) with about 35% of its population in that group, and this is expected to peak to 64% around 2020.The widespread diversity in gender, age, education, religion, place of birth, language, ethnicity, race and, caste puts special pressures on employers in India around finding, competing for, holding and cultivating theskilled employees they need.A diverse organization is one that invites embraces and manages difference in the changing workforce to gain the best from its people and to provide the best service to its customers. Companies are embracing workforce diversity as a strategy to remain competitive in the face of changing demographics and the rapid globalization of business.

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CONCLUSION LEVERAGING DIVERSITY

B A R R I E R S D - Differences in language and culture I - Inertia and organisational culture V - Varied roles and organisational complexities E - Encumbrance by trade unions R - Resistance S - Status quo I - Involvement and support from top management T - Turnover of employees Y - Yielding training programs E N A B L E R S - Moulding attitudes

- Assistance from top management- Nominating a diversity committee- Assessment of needs and subsequent planning- Good and effective communication- Efficient recruiting, selection and retaining of

employees - Managing resources for funding of diversity management

- Enabling effective policies- Negating cultural and communal differences- Training

Recommendation

► Ward off change resistance with inclusion – invove every employee possible in formulating and executing diversity initiatives in your workplace.

► Foster an attitude of openness in your organization – encourage employee to express their ideas anopinions and attribute a sense of equal value to all.

► Promote diversity in leadership positions – this practice provides visibility and realize the benefits of diversity in the workplace.

► Utilize diversity training – use it as a tool to shape your diversity policy.

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► Launch a customizable employee satisfaction survey Launch a customizable employee satisfaction survey that provides comprehensive reporting. Use the results that provides comprehensive reporting. Use the results tp build and implement successful diversity in the tp build and implement successful diversity in the workplace policies.workplace policies.

► As the economy becomes increasingly global, our As the economy becomes increasingly global, our workforce becomes increasingly diverse. workforce becomes increasingly diverse.

► Organizational success and competitiveness will Organizational success and competitiveness will depend on the ability to manage diversity in the depend on the ability to manage diversity in the workplace effectively. Evaluate your organization’s workplace effectively. Evaluate your organization’s diversity policies and plan for the future starting today.diversity policies and plan for the future starting today.

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Management of Diversity in leading Management of Diversity in leading INC’SINC’S

►Accenture diversityAccenture diversity

► Accenture is passionately committed to cultivating Accenture is passionately committed to cultivating diverse workface both because it’s the right thing to do, diverse workface both because it’s the right thing to do, and it’s key element of achieving high performance, and it’s key element of achieving high performance, said Armelle Carminati Rabasse, Accenture Managing said Armelle Carminati Rabasse, Accenture Managing Director of human capital and Diversity globally. Director of human capital and Diversity globally.

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► ““Our company comprises people from a wide range of Our company comprises people from a wide range of cultural, educational, geographic backgrounds – people cultural, educational, geographic backgrounds – people who are able to challenge conventional things. Our rich who are able to challenge conventional things. Our rich diversity is part of what makes our company strong”.diversity is part of what makes our company strong”.

► In an independent study commissioned by Accenture on In an independent study commissioned by Accenture on cross-cultural communication problem, it was found cross-cultural communication problem, it was found that the chief factors causing problems between that the chief factors causing problems between onshore and offshore workers were different onshore and offshore workers were different communication styles ( 70 per cent of the time) communication styles ( 70 per cent of the time) different approaches to completing talks (53 per cent) different approaches to completing talks (53 per cent) different attitudes towards conflict (44 per cent) different attitudes towards conflict (44 per cent) different decision-making styles (44 per cent). different decision-making styles (44 per cent).

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Tata Consultancy Services DiversityTata Consultancy Services Diversity

► ““Diversity in companies is no longer about being Diversity in companies is no longer about being melting pots, but being salad bowls” according to melting pots, but being salad bowls” according to Grady Seacy. “We want people to retain their identity, Grady Seacy. “We want people to retain their identity, yet integrated into the company currently, 7.5 per cent yet integrated into the company currently, 7.5 per cent of our work force consists of non-Indians, said of our work force consists of non-Indians, said Mr.S.Padmanabhan, Executive Vice President and head Mr.S.Padmanabhan, Executive Vice President and head global Human Resource, TCS.global Human Resource, TCS.

In a session on managing cross-cultural teams, In a session on managing cross-cultural teams, speakers emphasized that managing a diverse speakers emphasized that managing a diverse workforce is no longer a choice but an imperative. The workforce is no longer a choice but an imperative. The Indian workplace is no different from global MNC’s. TCS Indian workplace is no different from global MNC’s. TCS has announced plans to hire about 4000 people from has announced plans to hire about 4000 people from across the world across the world

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Wipro DiversityWipro Diversity

► Wipro launched of its Wipro launched of its Women of Wipro (Wow) Women of Wipro (Wow) initiative,initiative, coinciding with the International coinciding with the International Women’s dayWomen’s day. Wipro honored its women workforce . Wipro honored its women workforce with the title of ‘Green Ambassadors besides felicitating with the title of ‘Green Ambassadors besides felicitating women achievers. women achievers.

► Wipro Chairman, Azim Premji said, “In corporate India, I Wipro Chairman, Azim Premji said, “In corporate India, I have been seeing very positive shifts in the last few have been seeing very positive shifts in the last few decades that have made it easier for women to decades that have made it easier for women to contribute to organizational growth.. There is no doubt contribute to organizational growth.. There is no doubt that having more women in our organization can help in that having more women in our organization can help in making it more profitable”.making it more profitable”.

► Eco bags specially made for women employees were Eco bags specially made for women employees were given away on the occasion which contains quick and given away on the occasion which contains quick and easy list of green steps called ‘Shades of Green’. easy list of green steps called ‘Shades of Green’.

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Management of Diversify in MNC’sManagement of Diversify in MNC’s

► IBM DiversityIBM Diversity

► IBM CorporationIBM Corporation has been a pioneer in valuing and has been a pioneer in valuing and appreciating its diverse workforce. IBM has always been appreciating its diverse workforce. IBM has always been a leader in diversity managementa leader in diversity management

► IBM operates in over 170 countries, with a workforce of IBM operates in over 170 countries, with a workforce of over 350,000 employees, including an office in Tokyo, over 350,000 employees, including an office in Tokyo, Japan, understanding and managing diversity Japan, understanding and managing diversity effectively.effectively.

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► . In 2007, women constituted 46% of the workforce in . In 2007, women constituted 46% of the workforce in the United States. In the same year, 11% of the the United States. In the same year, 11% of the workforce was African American, 14% were of Hispanic workforce was African American, 14% were of Hispanic origin, and 5% were Asian.origin, and 5% were Asian.

► Today, the company excels in its recruiting efforts to Today, the company excels in its recruiting efforts to increase the diversity of its pool of candidates councils. increase the diversity of its pool of candidates councils. The task force efforts have led to a series of significant The task force efforts have led to a series of significant accomplishments. For instance, IBM's efforts to develop accomplishments. For instance, IBM's efforts to develop women-owned businesses have quickly expanded to women-owned businesses have quickly expanded to include a focus on Asian, black, Hispanic, mature include a focus on Asian, black, Hispanic, mature (senior citizens), and Native American markets. (senior citizens), and Native American markets.

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DELL DiversityDELL Diversity

►Dell ranked #2 as “Top Organization for Dell ranked #2 as “Top Organization for Multicultural Business Opportunities of Multicultural Business Opportunities of 2006” according to 2006” according to DIVERSITYBUSINESS.comDIVERSITYBUSINESS.com. this organization . this organization publishes the “Div50” list which publishes the “Div50” list which represents the top 50 Fortune 500 represents the top 50 Fortune 500

►companies that best promote companies that best promote multicultural business opportunities multicultural business opportunities

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Global Labor Pool: Demographical ChangesGlobal Labor Pool: Demographical Changes