Session 3 &4

7/21/2019 Session 3 &4

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Program :

Faculty :

Course :

Trimester :

Session/s :

Week :

3& 4

1& 2

PGD ! "1

Pro#$ erlin yt%ili S

PGD

7/21/2019 Session 3 &4


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Di'ersity anagement ()ual *++ortunities an,

-.rmati'e action T%e usiness case #or ,i'ersity

an, inclusion initiati'es inorgani0ations

Topics to be covered in this session:

Equal Employment Opportunity, Diversity

Management

7/21/2019 Session 3 &4


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Understand Equal Opportunities

Provide an overview of the various discrimination

legislation that exists Understand and define Managing Diversity

Explain the reasons for shift to Managing Diversity –

demographic and usiness case

Explain the existing opposition to Managing Diversity Discuss why diversity management is important and

how to institutionalise a diversity management

program

-t t%e en, o# t%is session you s%oul, e ale to :

!ession "earning O#ectives

7/21/2019 Session 3 &4


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$he %onstitution of &ndia and "aour

"egislation

' (undamental )ights – *rticle + – Equality efore law

– *rticle +- – Prohiition of discrimination on grounds of religion,

race, caste, sex, or place of irth.

– *rticle +/ – Equality of opportunity in matters of pulic employment

– *rticle +0 – *olition of untouchaility

' )ight to freedom – *rticle +1

' )ight against exploitation

– *rticle 2+ – )ight to life

– *rticle 23 – Prohiition of traffic of human eings and forced laour – *rticle 2 – Prohiition of employment of children in factories etc.

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"egislation in &ndia

"aws related to &ndustrial )elationships $he $rade Unions *ct, +12/

$he &ndustrial Employment 4 !tanding Orders5 act +1/

&ndustrial Disputes *ct, +10

"aws related to 6ages $he Payment of 6ages *ct, +13/

$he Minimum 6ages *ct, +17

$he Payment of 8onus *ct, +1/-

"aws related to wor9ing hours, conditions of services andEmployment $he (actories *ct, +17

$he !hops and %ommercial Estalishments *ct, +1/+

7/21/2019 Session 3 &4


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"egislation in &ndia contd..

"aws related to Equality and Empowerment of 6omen $he Maternity 8enefit *ct, +1/+

$he Equal )emuneration *ct, +10/

"aws related to Deprived and Disadvantaged !ections of

the !ociety $he 8onded "aour !ystem 4*olition5 *ct, +10/

$he %hild "aour 4Prohiition : )egulation5 *ct, +17/

$he %hildren 4Pledging of "aour5 *ct, +133

$he protection of civil rights act +1--

' ;uidelines for handling !exual <arassment %omplaints

7/21/2019 Session 3 &4

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6hat is meant y Equal Opportunities=

&t is aout protecting groups of staff 4e.g.

gender, race, disaility, sexual orientation,

religion or elief5

&t is aout legal compliance

&t is the preserve of <) sections

&t involves collating statistic

7/21/2019 Session 3 &4


6hat is discrimination=

' !ex

' Marital status

' Pregnancy

' ;ender reassignment

' )ace

' %olour

' >ationality

' Ethnic origin

' *ge

' Disaility

' )eligion and political

opinion

' )eligion

' $rade union memership

and non?memership

' %arrying out a role as a

recogni@ed trade union

representative

7/21/2019 Session 3 &4


Protection against Discrimination

*ll equality legislation prohiits discriminationA

Direct discrimination

&ndirect discrimination

<arassment

Bictimisation

%ompensation awards are unlimited and can e made againstcompanies and individuals

? "egislation can apply efore, during and after employment

7/21/2019 Session 3 &4


$he %ontext

!ex – more women in wor9force

Ethnic minorites ?changing demographic

trends

*ge – ageing of wor9ing population

7/21/2019 Session 3 &4


8usiness )easons for equalityA

8etter Utili@ation of talent

&ncreased mar9etplace understanding

Enhanced creativity

&ncreased quality of team prolem solving 8readth of understanding in leadership positions

(lexile wor9force for restructuring

6or9force representative of local community

&mproved rand image with potential employees andcustomers

*ttracting ethical investors

&ntegrate equality into corporate o#ectives

7/21/2019 Session 3 &4


%ost of &nequality

&nefficiency in use of human resources <igh staff turnover

"ow productivity

)estricted pool of talent &nflexile wor9force limiting organisational change

Poor corporate image with prospective employees

and customers

Management time spent on grievances

"osing an industrial triunal case

7/21/2019 Session 3 &4


* shift from equal opportunities

'$here has een an increasing disillusionment. Equal

opportunities legislation is not seen as achieving the

desired outcomes.'Employers have resisted equal opportunities legislationprecisely ecause it has een imposed upon them.' Equal opportunities is seen as a negative attempt to

address issues of inequality.' Diversity policy on the other hand is more positive to theirrecognition and celeration of the characteristics of diverse

groups.

7/21/2019 Session 3 &4


6hat is managing diversity=

&t is aout everyone

&t is aout recognising, valuing and harnessing the differences

that exist in ourselves and our customers

&t is aout promoting processes, practices, decision ma9ing

and ehaviours that oppose inequality, pre#udice andunethical ehaviour

>ot #ust aout numers and protection from the law – it gives

real benefits to the organisation – proactive

It is about maximisung diversity’s potential benefits whileminimizing the potential barriers

7/21/2019 Session 3 &4


Definition

' C...the asic concept of managing diversity accepts that thewor9force consists of a diverse population of people. $hediversity consists of visile and non?visile differences that will

include factors such as sex, age, background, race, disability, personality and work style. &t is founded on the premise thatharnessing these differences will create a productiveenvironment in which everyody feels valued, where theirtalents are eing fully utilised and in which organisational

goals are met.' EOR No 86 July/August 1

7/21/2019 Session 3 &4


Equal Opportunities vs. Managing Diversity

+.Externally initiated

2."egally driven

3.uantitative focus

.Prolem focused

-.)eactive

/.)ace, gender,

disaility

+. &nternally initiated

2. 8usiness?needs

driven

3. ualitative focus

. Opportunity focused

-. Proactive

/. *ll differences

7/21/2019 Session 3 &4


!ix challenges in &ntegrating Diversity

in <) Practices

$he changed power dynamics

Diversity of opinions

Perceived lac9 of empathy

$o9enism, real and perceived

Participation

Overcoming inertia

7/21/2019 Session 3 &4


Opposition to Managing Diversity

$o what extent do they actually impact on the Fottom lineG

EO and diversity policies expensive and hard to quantify

benefits

Under-resourced and criticised as limiting management

decisions

Male masculinity and womenGs wor9 and pay 6hat happens when demographic trends alter the other

%ould the usiness case actually encourage

discrimination

Managing diversity has little or no benefit at lower levels

7/21/2019 Session 3 &4


Diversity Management Program

' Provide strong "eadership' *ssess the situation

' Provide diversity training and education

' %hange culture and management systems

' Evaluate the diversity management

program

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;ender Discrimination

<istoricallyA a womanGs place is in the home. $he man as the

readwinner.

!elf perpetuating, now women expected to ta9e menial, lower

paid wor9. 6omen may even expect to e paid lessH

Massive shift of women into employment. ;rowth ofwomenGs rights movements change in the climate of

discrimination.

$he gap etween menGs pay and womenGs pay has shrun9

consideraly ut here is still along way to go.

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;ender pay gap and extent of

inequality %onsiderale growth ut vertical and horizontal segregation

(emale salaries low particularly full time

UI – + of largest gender pay gaps in Europe

Examples of good practice not universal

;ender pay gap +7J

6omen must decide etween domestic or laour mar9et

career – lac9 of childcare

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6hy do employers

discriminate= uman capital theory

6omen are less s9illed, they have a lac9 of

F<uman %apitalG ecause of discrimination

!rowding theory

"atriarchal and family wage theory

!ocial system ruled y men generallyaccording to their seniority.

#abour mar$et segregation theory

7/21/2019 Session 3 &4


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Understand Equal Opportunities

Provide an overview of the various discrimination

legislation that exists Understand and define Managing Diversity

Explain the reasons for shift to Managing Diversity –

demographic and usiness case

Explain the existing opposition to Managing Diversity Discuss why diversity management is important and

how to institutionalise a diversity management

program

!umming up what we have learned and are now ale to doA

8efore %oncluding...

7/21/2019 Session 3 &4


b d i

T H A N K Y O UT H A N K Y O U

Documents

Session 3 &4