Dear guys n gals n all senior member' I’m preparing a report on Diversity management in India Inc. bitt' a confused.. any suggestions and guiedance???? plz help
From India, Ghaziabad
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From India, Ghaziabad
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hi i am chaitanya even i am working on project for diversity management in india. have u got anything on it ? such as research paper? Chaitanya
From India, Pune
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Diversity and Diversity Management
By Dr. Parimalendu Bandyopadhyay
Gunamoy Hazra
Kajol Goswami
Lecturer
BBA Dept, B.B. College
Asansol
Introduction
Diversity refers to any perceived difference among people: age, race, religion, functional specialty, profession, sexual orientation, geographic origin, and lifestyle, tenure with the organization or position, and any other perceived difference. Diversity is more than equal employment and affirmative action.
Diversity management ensures that factors are in place to provide for and encourage the continued development of a diverse workforce by melding these actual and perceived differences among workers to achieve maximum productivity. It involves creating a supportive culture where all employees can be effective. Top management must strongly support workplace diversity as a company goal and include diversity initiatives in their companies' business strategies. This need has arisen from organizations recognizing the changing workforce and other social pressures. Diversity is more than being politically correct; it is about fostering a culture that values individuals and their wide array of needs and contributions.
Why Diversity Management?
Employees of organizations are becoming increasingly heterogeneous. Diversity is going to be an important issue for HR managers for several reasons:
- A large number of women are joining the workforce.
- Workforce mobility is increasing.
- Young workers in the workforce are increasing.
- The proportion of ethnic minorities in the total workforce is constantly increasing.
- International careers and expatriates are becoming common.
- International experience is becoming necessary for career progression to many top-level managerial positions.
Benefits of Diversity Management
When diversity is integrated into an organization at different levels, it offers the following benefits:
- Easy adaptation to a changing market situation.
- Facilitation of large-scale business transformation.
- Provision of high-quality customer service.
- Empowerment of the workforce.
- Promotion of total quality.
- Building alliances with suppliers and customers.
- Facilitating an uninterrupted learning process.
Guidelines for Diversity Management
Important guidelines for effectively managing diversity include:
- Considering female employee needs, such as child care and job sharing, to prevent turnover.
- Top management commitment to valuing diversity is essential.
- Organizing mentoring programs by senior managers to identify and nurture promising women and minority employees.
- Conducting diversity training programs to raise awareness and educate employees on cultural and gender differences in the workplace.
- Implementing an apprenticeship program to train prospective employees before hiring them permanently.
- Establishing support groups to create a nurturing climate for employees who may feel isolated.
- Conducting diversity audits to evaluate the effectiveness of diversity management programs.
- Ensuring proper communication, including speeches by senior executives, inclusion of diversity in corporate vision statements, publication of diversity brochures, and incorporating diversity into new employee orientation.
- Sensitizing managers to the needs of working parents.
Reference
- R. Mondy and Robert M. Noe, Human Resource Management, 9th edition, Pearson Education, Delhi, 2006.
- K. Aswathappa, Human Resource and Personnel Management, 4th edition, Tata McGraw-Hill, New Delhi, 2006.
- Matti F. Dobbs, "Managing Diversity: Lessons from the Private Sector," Public Personnel Management 25 (September 1996): 351.
- Lin Grensing-Pophal, "Welcoming Diversity," Credit Union Management 25 (October 2002): 28-31.
- "Diversity: A 'new' Tool for Retention," HR Focus 77 (June), 14.
- C.W. Von Bergen, Barlow Soper and Teresa Foster, "Unintended Negative Effects of Diversity Management," Public Personnel Management 31 (Summer 2002): 239-251.
- "Communications, Funding, Affinity Groups Fuel Diversity Program," HR Focus 80 (April 2003): 9
- Melissa Solomon, "Create Diversity in Culture, Ideas," Computerworld 36 (May 6, 2002): 42-43.
- Suzanne C. de .Janasz, Interpersonal Skills in organization, McGraw-Hill, 2002, p-146.
- Luis R. Gomez-Mejia, Managing Human Resource, PHI, 2003, p-139-145.
From: [Diversity and Diversity Management](http://www.indianmba.com/Faculty_Column/FC578/fc578.html)
Regards,
Bunny Singh
From India, Delhi
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By Dr. Parimalendu Bandyopadhyay
Gunamoy Hazra
Kajol Goswami
Lecturer
BBA Dept, B.B. College
Asansol
Introduction
Diversity refers to any perceived difference among people: age, race, religion, functional specialty, profession, sexual orientation, geographic origin, and lifestyle, tenure with the organization or position, and any other perceived difference. Diversity is more than equal employment and affirmative action.
Diversity management ensures that factors are in place to provide for and encourage the continued development of a diverse workforce by melding these actual and perceived differences among workers to achieve maximum productivity. It involves creating a supportive culture where all employees can be effective. Top management must strongly support workplace diversity as a company goal and include diversity initiatives in their companies' business strategies. This need has arisen from organizations recognizing the changing workforce and other social pressures. Diversity is more than being politically correct; it is about fostering a culture that values individuals and their wide array of needs and contributions.
Why Diversity Management?
Employees of organizations are becoming increasingly heterogeneous. Diversity is going to be an important issue for HR managers for several reasons:
- A large number of women are joining the workforce.
- Workforce mobility is increasing.
- Young workers in the workforce are increasing.
- The proportion of ethnic minorities in the total workforce is constantly increasing.
- International careers and expatriates are becoming common.
- International experience is becoming necessary for career progression to many top-level managerial positions.
Benefits of Diversity Management
When diversity is integrated into an organization at different levels, it offers the following benefits:
- Easy adaptation to a changing market situation.
- Facilitation of large-scale business transformation.
- Provision of high-quality customer service.
- Empowerment of the workforce.
- Promotion of total quality.
- Building alliances with suppliers and customers.
- Facilitating an uninterrupted learning process.
Guidelines for Diversity Management
Important guidelines for effectively managing diversity include:
- Considering female employee needs, such as child care and job sharing, to prevent turnover.
- Top management commitment to valuing diversity is essential.
- Organizing mentoring programs by senior managers to identify and nurture promising women and minority employees.
- Conducting diversity training programs to raise awareness and educate employees on cultural and gender differences in the workplace.
- Implementing an apprenticeship program to train prospective employees before hiring them permanently.
- Establishing support groups to create a nurturing climate for employees who may feel isolated.
- Conducting diversity audits to evaluate the effectiveness of diversity management programs.
- Ensuring proper communication, including speeches by senior executives, inclusion of diversity in corporate vision statements, publication of diversity brochures, and incorporating diversity into new employee orientation.
- Sensitizing managers to the needs of working parents.
Reference
- R. Mondy and Robert M. Noe, Human Resource Management, 9th edition, Pearson Education, Delhi, 2006.
- K. Aswathappa, Human Resource and Personnel Management, 4th edition, Tata McGraw-Hill, New Delhi, 2006.
- Matti F. Dobbs, "Managing Diversity: Lessons from the Private Sector," Public Personnel Management 25 (September 1996): 351.
- Lin Grensing-Pophal, "Welcoming Diversity," Credit Union Management 25 (October 2002): 28-31.
- "Diversity: A 'new' Tool for Retention," HR Focus 77 (June), 14.
- C.W. Von Bergen, Barlow Soper and Teresa Foster, "Unintended Negative Effects of Diversity Management," Public Personnel Management 31 (Summer 2002): 239-251.
- "Communications, Funding, Affinity Groups Fuel Diversity Program," HR Focus 80 (April 2003): 9
- Melissa Solomon, "Create Diversity in Culture, Ideas," Computerworld 36 (May 6, 2002): 42-43.
- Suzanne C. de .Janasz, Interpersonal Skills in organization, McGraw-Hill, 2002, p-146.
- Luis R. Gomez-Mejia, Managing Human Resource, PHI, 2003, p-139-145.
From: [Diversity and Diversity Management](http://www.indianmba.com/Faculty_Column/FC578/fc578.html)
Regards,
Bunny Singh
From India, Delhi
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