Managing Workplace Diversity
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The document outlines the importance of managing workplace diversity, highlighting its various parameters such as gender, culture, and age. It discusses challenges associated with diversity, including discrimination and conflicts, while proposing strategies for effective management, such as fostering inclusiveness and promoting effective communication. Additionally, the benefits of a well-managed diverse workforce include increased productivity and employee engagement.
Managing Workplace Diversity
- 3. PRESENTED BY: Sikander Sulman Zahid Sidra Manan Sardar Zarqa Ahmed Safia Batool
- 4. CONTENTS • Introduction • Parameters of diversity • Attitudes Toward Diversity • Importance of managing diversity • Challenges of managing diversity • Strategies for managing diversity • Ways to be inclusive • Benefits of managing diversity • Managers & diversity • Team member & diversity
- 5. What Is Diversity? Diversity is defined as a difference or variety. Without differences or variety among people in the world, the ability to grow and learn would be limited.
- 6. Diversity at Workplace Diversity in the workplace refers to differences we recognize in ourselves and others, such as: Gender, Culture, Race, Ethnicity, Age, Religion, Sexual Orientation, Family Structures, Physical and Mental Disabilities or Challenges.
- 7. Parameters of Diversity Primary Dimensions • Race • Ethnicity • Gender • Age • Disability Tertiary Dimensions • Beliefs • Assumptions • Perceptions • Attitudes • Feelings • Values • Group norms Secondary Dimensions • Religion • Lifestyle • Economic status • Culture • Sexual orientation • Family status • Thinking style • Geographic origin • Political orientation •Nationality • Work experience • Language • Education
- 8. Global Diversity Gender Diversity • Iceland, Denmark & Norway • Pakistan, Turkey, Chile & UAE Age Diversity • Indonesia & Philippines, Iceland • Hungary, Belgium, Slovakia, France and Luxembourg Educational Diversity • New Zealand, the U.S. and Japan • Argentina, China and the Czech Republic Migrant Diversity • UAE, Luxemburg, Singapore Diverse Labour Forces • Norway, New Zealand, Iceland, Australia, Switzerland • Czech republic, Turkey, Hungary and Pakistan Sectorial Diversity • Australia, Canada, Ireland, New Zealand and Russia • Philippines, Indonesia, China, Thailand and Pakistan Income Diversity • Brazil, Chile, Mexico and Argentina
- 9. Attitudes Toward Diversity • Ethnocentrism = belief that one’s own group or subculture is inherently superior to other groups or cultures • Enthnorelativism = belief that groups and subcultures are inherently equal • Pluralism = an organization accommodates several subcultures
- 10. Importance of Managing Diversity • Well managed diverse teams out perform homogeneous teams & vice versa • Reputation in the market & attract best employees • Employees who feel valued & rewarded are more engaged & motivated • Greater employee engagement lead to lower turnover rate
- 11. Challenges of Managing Diversity • Discrimination • Stereotypes and preconceptions • High turnover rate • Absenteeism • Conflicts in team members • Increase tension • Productivity decrease
- 12. Strategies for Managing Diversity 1. Management commitment 2. Reinforce employee competencies 3. Actively facilitate inclusiveness 4. Communicate effectively 5. Evaluate effectiveness
- 13. Management Commitment • Demonstrate commitment and accountability • Communicate • Be a role model “Our management is pretty transparent and forthcoming. We are better able to understand the reasons behind management’s actions.” (Qian Hu)
- 14. Build a Team of Champions • Develop, implement and monitor initiatives • Create awareness • Understand the needs of employees
- 15. Reinforce Employee Competencies • Recruitment 1. Identify diversity management values 2. Build effective recruitment process 3. Train your interviewers
- 16. • Learning and Development 1. Introducing new employees 2. Orientating foreign employees 3. Training for employees & managers “I feel a great sense of satisfaction when the workers were able to demonstrate the ability to speak functional English at the end of the Programme.” Supervisor HSL Constructor Pte Ltd (“HSL”) • Performance management Reinforce Employee Competencies
- 17. Actively Facilitate Inclusiveness • Workplace activities • Workplace design • Buddy system • Employee networks • Awards and recognition • Manage employee grievances
- 18. Workplace Activities • Most effective practice in promoting an inclusive and harmonious workplace culture. • Themes on common interest to create bond • Encourage participation at all levels • Organise events to facilitate greater understanding
- 19. Workplace Design • Creating spaces for employees to interact and meet informally • Creating an open office environment • Designing the workplace keeping in mind different employee population
- 20. Buddy System • To help new employees settle into the organisation • Invite the new employees to an introduction meal • introduce them to colleagues • Be a point of contact for questions, feedback or to provide guidance • Check in with the new employees regularly “Muvee Technologies”
- 21. Employee Networks Employee resource groups for employees • share personal experience and obtain advice • Provide a support system • Highlight important issues Mentorship Programmes • Establish clear goals • Provide training and support for mentors • Provide guidelines to mentors • Reverse mentoring
- 22. Awards & Recognition • Be clear about the context and expectations • Team-based recognition or rewards • Recognition should properly demonstrate the specific action or behavior
- 23. Manage Grievances Disputes or discrimination/bullying at work can have significant negative impact on employees • Equality & mutual respect should be stated clearly • Place channels for employee help or guidance • Assure employee of confidentiality “The Marriott “
- 24. Communicate Effectively • Telling the importance of inclusive environment • Tips to enhance relationships with employees • Benefits of inclusive environment “Ernst & Young”
- 25. Evaluate Effectiveness • Recruitment • Employee engagement • Promotion rate • Retention rate
- 26. Encouraging Harmony DON’T • Emotions effect on behavior • Underestimation of others ideas • Give up when there is a conflict DO • Focus on Common interest • Create friendly environment • Have an open mind • Open communication
- 27. Benefits of Managing Diversity • Increased Productivity • Increased creativity and Problem solving • Attract and Retain talent • Help to build synergy in teams and enhances communication skills • New attitudes • Language skills
- 29. Different Backgrounds • Preferences & decisions o In recruitment o In team arrangements and work assignments o In providing feedback and evaluating performance o In your day-to-day interactions • Tips to be more inclusive o Respect differences o Keep an open mind o Build self-awareness o Get to know your team members on an individual level o Acknowledge differences in communication styles and languages
- 31. Generations & Nationalities MANAGING ACROSS GENERATIONS o Gen Y(Born after 1980) o Gen x Born between1965 and1980 o Baby boomers Born between 1946 and 1964 o Traditionalists Born before 1946 MANAGING ACROSS NATIONALITIES AND CULTURES • Language o Direct vs. indirect o Perception of time o Perception of hierarchy o Perception of individual vs. collective
- 33. Ways Managers Deal with Workplace Diversity
- 35. Team Member & Harmonious Culture Team Work Together o Level of communication and interaction o Level of collaboration o Mutual care and support o Team morale Maintaining Team Culture o Focus on common goals o Communicate the importance of inclusive environment o Address and resolve conflicts promptly o Interact & understand each other
- 36. Ways Members Deal with Workplace Diversity
- 37. THANK YOU "God's Love is all-inclusive, and we should be as well."