Dear friends,send me the articles related to workforce diversity in different organisation (including MNCs).
From India, Jaipur
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From India, Jaipur
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In the world of human resources (HR), everywhere you turn these days, people are talking about diversity in the workforce. In particular, companies that operate globally are aware that going beyond what is legally and morally required of them in eradicating discrimination can create a positive climate that engages their employees, improves productivity, and enhances the effectiveness of their organization. The view that has long been held is that by encouraging applications from candidates across the broad spectrum of age, gender, race, and disability, companies can acquire a wide range of knowledge and perspectives, thereby increasing their competitive strength on various levels.
What is workforce diversity?
Most people refer to workforce diversity as employing people from identity groups that may lack representation in their existing workplace structures, either across the organization or at the departmental level. In certain industries, there are strong logical arguments to encourage diversity in different sections of the business; for example, an employee could bring 'buy-side' knowledge about a particular demographic group.
However, diversity in the workplace encompasses more than this. Companies need to start looking at diversity more comprehensively and begin to relate the benefits of an employee's potentially unique perspective to new and creative approaches to working. European companies have a significant opportunity in this regard. Operating within a collection of 25 national states with a combined population close to 460 million people, European companies can leverage this diversity to their competitive advantage and strengthen their position in the global economy.
European companies, by positively embracing the unique conditions of the European Union, can assemble richly diverse workforces to contribute to the innovation and creativity of knowledge-based organizations, where employees can learn from each other and stimulate growth.
At the executive end of the pharmaceutical market, there is now more attention given to searching across borders to identify and recruit the management talent needed to steer a company. This approach is readily employed in key technical skill areas, where the dearth of resources in local markets continues to present recruiting challenges. Whether this trend exists because companies wish to encourage diversity or simply to broaden the search in the hope of accelerating appointments is difficult to gauge, but ultimately, it is a positive course to set and must be employed at all levels of the organization.
Using workforce diversity
It is clear that having a diverse culture within your organization does not ensure that a company will improve its effectiveness in researching, developing, or commercializing new products in the global marketplace. It is how you organize this diverse workforce that will harness the advantages they bring. Leadership and management must cultivate a working climate in which it is acceptable for people from diverse backgrounds to contribute their ideas and challenge current practices.
This variety of opinion must be truly valued and should lead to constant learning as ideas and experiences are shared, and new ways are discovered. Fostering this type of culture is challenging; however, those companies that instill the necessary values will gain greater returns from their diversity. The challenge of diverse workforces begins with opening the doors but culminates with the opening of minds, leading to the ideas and insights that these individuals contribute to strengthening your company through alternative and effective approaches to the process of work.
If European companies are progressive and can begin to adopt viable alternative working patterns, such as remote working, they will be able to attract and employ larger sections of the European and global workforce. With effective management and organization of people, and by looking at diversity holistically, they can unlock the true potential that a diverse workplace can offer and take advantage of their unique positioning.
Please see: http://www.liftstream.com/recruiting-diversity.html
hanuma
From India, Kakinada
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19What is workforce diversity?
Most people refer to workforce diversity as employing people from identity groups that may lack representation in their existing workplace structures, either across the organization or at the departmental level. In certain industries, there are strong logical arguments to encourage diversity in different sections of the business; for example, an employee could bring 'buy-side' knowledge about a particular demographic group.
However, diversity in the workplace encompasses more than this. Companies need to start looking at diversity more comprehensively and begin to relate the benefits of an employee's potentially unique perspective to new and creative approaches to working. European companies have a significant opportunity in this regard. Operating within a collection of 25 national states with a combined population close to 460 million people, European companies can leverage this diversity to their competitive advantage and strengthen their position in the global economy.
European companies, by positively embracing the unique conditions of the European Union, can assemble richly diverse workforces to contribute to the innovation and creativity of knowledge-based organizations, where employees can learn from each other and stimulate growth.
At the executive end of the pharmaceutical market, there is now more attention given to searching across borders to identify and recruit the management talent needed to steer a company. This approach is readily employed in key technical skill areas, where the dearth of resources in local markets continues to present recruiting challenges. Whether this trend exists because companies wish to encourage diversity or simply to broaden the search in the hope of accelerating appointments is difficult to gauge, but ultimately, it is a positive course to set and must be employed at all levels of the organization.
Using workforce diversity
It is clear that having a diverse culture within your organization does not ensure that a company will improve its effectiveness in researching, developing, or commercializing new products in the global marketplace. It is how you organize this diverse workforce that will harness the advantages they bring. Leadership and management must cultivate a working climate in which it is acceptable for people from diverse backgrounds to contribute their ideas and challenge current practices.
This variety of opinion must be truly valued and should lead to constant learning as ideas and experiences are shared, and new ways are discovered. Fostering this type of culture is challenging; however, those companies that instill the necessary values will gain greater returns from their diversity. The challenge of diverse workforces begins with opening the doors but culminates with the opening of minds, leading to the ideas and insights that these individuals contribute to strengthening your company through alternative and effective approaches to the process of work.
If European companies are progressive and can begin to adopt viable alternative working patterns, such as remote working, they will be able to attract and employ larger sections of the European and global workforce. With effective management and organization of people, and by looking at diversity holistically, they can unlock the true potential that a diverse workplace can offer and take advantage of their unique positioning.
Please see: http://www.liftstream.com/recruiting-diversity.html
hanuma
From India, Kakinada
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