Diversity Benchmarking Programme
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This document outlines a proposed diversity benchmarking programme. It discusses establishing a common methodology to conduct focus groups across organizations in Europe to share best practices in diversity management. The goals are to develop a pan-European business case on diversity policy, procedures and programmes, identify key organizational development tools to support implementation, and build a knowledge base for future research. A focus group support system is proposed, including a common protocol and training on a Diversity Assessment Tool to structure benchmarking discussions.
Diversity Benchmarking Programme
- 1. DIVERSITY PROJECT Action Research Programme Diversity Management Learning Process DIVERSITY BENCHMARKING PROGRAMME Javier Armaolea VICEPRESIDENT (Diversity) ETDF
- 2. ETDF / VICEPRESIDENCY OF DIVERSITY • DIVERSITY RESEARCH: Proposal for discussion Context in EU Diversity Management Initiatives: outlook Main issues to implement a successful diversity management in the organizations • DIVERSITY RESEARCH: Goals and main steps ABSTRACT OBJECTIVES METHODOLOGY FOR RESEARCH: Focus Group FOCUS GROUP SUPPORT SYSTEM 1. Develop a common protocol to conduct Focus Groups 2. Training on the use of the Protocol Assessment Tool
- 3. Context in EU All European countries have undergone (and still are) dramatic EU situation change in the profiles of their populations and this affects the kind of people we employ, train and develop in our organizations: both private and public. Increasing number of women are entering the labour market and Diverse becoming entrepreneurs. Migration has led to a multicultural and multiethnic population workforce across Europe. People with special needs and disabilities are challenging stereotypes. The average age of the workforce is increasing; there are fewer younger people in the workforce than older people. Emerging new family groups (made up by single parents, homosexual couples, etc) are challenging policy making in every sector. But having a diverse workforce does not automatically translate Managing into positive benefits. Diversity must be effectively MANAGED to reap the diversity “dividend”. Diversity
- 4. Diversity Management Initiatives Mainstream knowledge and research states that diversity management implementation may lead to obtain benefits to the organizations such as: Attracting, recruiting and retaining people from a wide “talent” Diversity base. Reducing the costs of labour turnover and absenteeism. Management Contributing to employee flexibility and responsiveness. Building employee commitment, morale and “discretionary effort”. Initiatives: Managing better the impact of globalisation and technological change outlook Enhancing creativity and innovation. Improving knowledge of how to operate in different cultures. Improving the understanding of the needs of current customers or clients. Assisting in the development of new products, services and marketing strategies. Enhancing the organisation’s reputation and image with external stakeholders. Creating opportunities for disadvantaged groups and building social cohesion….
- 5. Main issues to implement a successful diversity management in the organizations Some of A) How to help the biggest B) How to tackle issues organizations to develop not issues that such as information only policies and procedures emerge gathering and attitude from the but sound implementation last body modifications that may stop tools and recommedations. of findings is successful implementation. twofold: We believe that organizational development initiatives such as policy making, training and development may support organizations to tackle the above issues. ETDF represents a unique framework where a DIVERSITY MANAGEMENT PROJECT may take place.
- 6. ABSTRACT Through a Policies, Policies Key organizations Pan-european procedures, procedures that are championing field study we in terms implementation the topic around propose to of programs derived from Europe. gather and BEST PRACTICES recomendations Aiming to have Pan European research programme, every At the moment, this project country member should use coordination is under both The project will be the same METHODOLOGY. structured as to Neverthless allow different levels of involvement from specific cultural and legal ETDF member contexts may have The Vice presidency organization assuring different meanings in of ETDF also a minimum each country. As a (Armaolea-AEDIPE) requirement of as to consequence further and ETDF Board participate in the topics could be added in Member study. order to benefit each (González-AIF)…. Association interest.
- 7. OBJECTIVES Develop a sound Pan European business case on diversity management in terms of policy making , procedures and programs. Identify and develop some Key Organizational Development Tools (training and development) that may accompany the implementation of a sound diversity management program Build a knowledge base from which to derive new research subjects such as a diversity management wider survey, develop a diversity management competence model, an ad hoc diversity management certification quality system, etc.
- 8. METHODOLOGY FOR RESEARCH: Focus Group To be conducted by each ETDF Association Reasons of this methodology selection Involves organised discussion among the organizations participants to gain information about their views and experiences of a topic and is suited for obtaining several perspectives about the same topic. Its main purpose to draw upon respondents´ attitudes, feelings, beliefs, experiences and reactions. It elicits a multiplicity of views and emotional processes within a group context. And it enables (the focus group leader) to gain a larger amount of information in a shorter period of time.
- 9. Focus Group support system 1. Develop a common protocol to conduct Focus Group All EDTF members will contribute to the development of the protocol. THE GOAL Its structure will combine The Diversity an overall strategic vision of l Management diversity within the wil This me Assessment tool organisation; as well as a The goal is bec o more detailed breakdown of to have processes and operational a “common “ concerns. framework for a “conversation” conversation between organizations The Diversity Management Assessment Tool will set a context and individuals within which effective benchmarking will take place. A specific set of minimum requirement items will be identified in the protocol which must be addressed by each participating ETDF member association. In turn, each ETDF association member may include new items in the protocol as to address unique needs
- 10. Focus Group support system 2. Training on the use of the Protocol Assessment Tool This responsible for training will Each nominate A local coordinator of the person will people in each country be locally participating research (local referent) who who will conduct Focus country will be originally trained to the Groups in each DIVERSITY ASSESSMENT TOOL. organization. A ONE-DAY INTRODUCTORY WORKSHOP designed to provide further information on the background and development of the project as well as initial training in the use of the Diversity Assessment Tool. This will be designed by the Coordination Team and will be delivered on one session to all ETDF member association. This workshop will also include topics such as how to record “evidence” across all the Main facilitation process and activity areas identified in the Diversity Assessment Tool. This would activities help to identify a number of key pieces of material to facilitate the benchmarking to be designed process. and implemented are: A CLOSING ONE DAY WORKSHOP where national representatives report findings to Pan European group. This second meeting is aimed to prepare a report for circulation to ETDF members. It will synthesize findings and draw recommendations Note: Each ETDF member association will decide the local implementation campaign method.