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Until recently, diversity in the workplace was defined by race and gender.

However, businesses are beginning to understand that diversity embraces all

the differences that individuals bring to the workplace. This includes the

obvious: race, gender, national origin, sexual orientation, age, religion and

ethnicity, socio-economic status, marital status, educational background,

language/accent and appearance.

Diversity management is a strategy that is intended to foster and maintain a

positive workplace environment which is usually initiated by Human

Resource professionals.

In the warm afterglow of the success of our liberalization efforts, India has

been on an economic high. Inclusiveness is the new mantra for business

success Unity in Diversity has often been used to describe India. Diversity

in employees means diversity in talents and strategic thinking, yet it alsoimplies differences and conflicts. It is not natural for people of differing

backgrounds and perspectives to get along easily with each other. Even if

they are not out in the open, under currents of it prevail leading to the

creation of cliques and sub-groups at work. North Indians Vs the South

Indians, or of regional language cliques or the IIM and IIT-ians hanging out

only with their own ilk are some of the not-so-happy outcomes of this

diversity at work.

Diversity is not just about ensuring representation but more importantly

about creating an inclusive environment that opens doors and opportunities

for all to benefit from.

Progressive organisations know that a major factor in employee satisfaction

is the experience of being valued, trusted and respected. This is possible

only in an environment that has learned to respect all aspects of diversity and

inclusion. The better prepared an organisation is to manage this, the sooner it

will reap the benefits.

Diversity Management is a new area of work in India and it contains far toomuch potential to be ignored. The new global order invites India to think big

and bold. Implementing a diversity management program successfully is not

an overnight task. Often, the process of fostering a more accepting work

environment takes time and dedication. But with patience, time, and

structured efforts to educate employees, a diversity management policy and

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program will eventually make a huge difference in the communication

among employees and the general productivity of the department.

The idea of this management style is to encourage employees to be

comfortable with diversity in the workplace and develop an appreciation for

differences in race, gender, background, sexual orientation or any other

factors that may not be shared by everyone working in the same area of the

company.

The underlying principle of diversity management has to do with

acceptance. While individuals retain their own sense of values and ethics,

diversity management encourages people to recognize that not everyone is

alike. Rather than being intimidated or prejudiced by those differences,

employees are encouraged to accept the fact that there are diverse interests,

diverse values, and diverse physical and emotional characteristics presentwithin the office environment. Further, the diversity present in the office

does not have to hamper productivity or create conflict. Promoting

recognition and acceptance of diversity among the employees can convert

a hostile workplace environment into a welcoming environment where

people freely communicate and support one another with any tasks

associated with the job. In doing so, the implementation of a diversity

management approach often makes it possible for productivity levels to

increase dramatically. One of the main advantages of a strong diversity

management program is that it tends to encourage the development of latent

skills and talents among employees.