Managing Workplace Diversity

PRESENTED BY: Sikander Sulman Zahid Sidra Manan Sardar Zarqa Ahmed Safia Batool

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

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.

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.

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

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

Attitudes Toward Diversity Ethnocentrism = belief that ones 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

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

Challenges of Managing Diversity Discrimination Stereotypes and preconceptions High turnover rate Absenteeism Conflicts in team members Increase tension Productivity decrease

Strategies for Managing Diversity 1. Management commitment 2. Reinforce employee competencies 3. Actively facilitate inclusiveness 4. Communicate effectively 5. Evaluate effectiveness

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 managements actions. (Qian Hu)

Build a Team of Champions Develop, implement and monitor initiatives Create awareness Understand the needs of employees

Reinforce Employee Competencies Recruitment 1. Identify diversity management values 2. Build effective recruitment process 3. Train your interviewers

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

Actively Facilitate Inclusiveness Workplace activities Workplace design Buddy system Employee networks Awards and recognition Manage employee grievances

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

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

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

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

Awards & Recognition Be clear about the context and expectations Team-based recognition or rewards Recognition should properly demonstrate the specific action or behavior

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

Communicate Effectively Telling the importance of inclusive environment Tips to enhance relationships with employees Benefits of inclusive environment Ernst & Young

Evaluate Effectiveness Recruitment Employee engagement Promotion rate Retention rate

Encouraging Harmony DONT 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

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

Managers & Diversity

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

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

Ways Managers Deal with Workplace Diversity

Team Members & Diversity

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

Ways Members Deal with Workplace Diversity

THANK YOU "God's Love is all-inclusive, and we should be as well."