أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
Thx for the invitation
To manage Diversity :
1-Top Management commitment to provide Diversity ,understand and utilize it's benefits, and set measures to minimize it's disadvantages.
2-Provide strong Leadership, Equity, Advocating the need for and advantages.
3-Identify diversity issues,analyse it and evaluate it(Assessment of the situation),how diverse are we?Is there any Diversity related issues we need to address?provide equal employment hiring, retention metrics and development.Employee Attitude surveys, management and employee evaluations and focus groups.
4-Provide Diversity training and education( better to be customized by native languages) which discuss the values of Diversity and types of Behaviours that may undermine it inorder to sensitize them to the need of value differences and build self-esteem;thus creating smoothly functioning and hospitable wok enviroment...training about the vision, mission , values,plicies and safety rules(also better to be in native language).provide on-boarding booklet written in their native languages.
5-Change culture and management systems.train the first line managers to minimize their resistance(situational leadership) ,change the bonus plan to incentivize managers to improve their departments' employee attitude survey scores.
6-Evaluate the diversity management plan,( the employee attitude survey) to indicate any improvements.
So overcoming barriers to inclusion(bringing all employees under the same tent) is the big part of managing Diversity by planning,implementation and conflict resolution and communication skills.thus you need the open door policy and encourage them to arise their concerns,feel equally important to the company.
finally understand discrimination and it's consequences;implement mentoring programs,keep in mind that diversity is also among individuals of the same culture,sex and age.
Dear Mr Achmad Surjani:
Thank you for your kind respect and invitation. Please find below my response.
To achieve organisation goals and get all the tasks completed on time / target/ deadlines.
1 Develop a new hire orientation program, explain procedure
2 The best way to start is on the first day of New Hire Orientation.
3 It should begin with the vision of the company, followed by the mission.
Existing company philosophy, company operations, job description
(the part played by the employee in strengthening the operation).
4 Make every employee individually understand the purpose they are hired in the company.
5 A clear understanding of above provided to everyone all men / women of different ethnic/
gender/ religion/ native language/ nationality (should not restrict it to an individual dept.)
6 Hierarchy for awareness should begin from top management to bottom line employee.
7 If above is restricted only to subordinate employees the program will fail.
8 The company vision and purpose they are hired is company religion
each employee has to follow individually and collaboratively working in a team,
Encourage and build team spirit by forming multi-culture team especially during
1. Employee engagement activities, team events, commendations.
2. CSR actions, e.g. Tree plantation, environment, community jobs.
9 Continue periodic training/ awareness to everyone all together / small group once a year
from top management to bottom line employee as above.
Thanks - Hope above response is to your satisfaction.
Michael.
Dear Mr. Surjani,
Greetings from Karachi Pakistan.
Million thanks for invitation .
I am convinced & agreed with your answer that name of the game or key to every success is "Diversity"
Be it an organization or accomplishment of any goal or target.
Variety of of people working as a one team to achieve one goal is ideal Diversity.
Like bouquet is made of different flowers.
Different people brings different ideas & skills.
If there is one kind of animals or birds are put in one place it will be called a Poultry farm.
For management of variety of people at one place we have to find one common ground,activity or rhythm .
One it is achieved you can be accomplish any target.
Other example Catholic Church is called & consider as Universal Church .
Regards
AGG
Diversity Defined
Diversity can be defined as acknowledging, understanding, accepting, and valuing differences among people with respect to age, class, race, ethnicity, gender, nationality, religion, mother tongue, etc.
Companies need to embrace diversity and look for ways to become inclusive organizations because diversity has the potential to yield greater work productivity and competitive advantages, diversity is an invaluable competitive asset. Managing diversity is a key component of effective people management in the workplace.
Demographic changes (women in the workplace, organizational restructuring, and equal opportunity legislation) will require organizations to review their management practices and develop new and creative approaches to managing people. Positive changes will increase work performance and customer service.
The number of dual-income families and single working mothers has changed the dynamics of the workplace. Changes in the family structure means that there are fewer traditional family roles .
Significant changes in the workplace have occurred due to downsizing and outsourcing, which has greatly affected human resource management. Globalization and new technologies have changed workplace practices, and there has been a trend toward longer working hours. Generally speaking, organizational restructuring usually results in fewer people doing more work.
Changes in federal and state equal opportunity legislations have made discrimination in the workplace illegal. These laws specify the rights and responsibilities of both associates (employees) and employers in the workplace and hold both groups accountable.
Benefits of Diversity in the Workplace
Diversity is beneficial to both associates and employers. Although associates are interdependent in the workplace, respecting individual differences can increase productivity. Diversity in the workplace can reduce lawsuits and increase marketing opportunities, recruitment, creativity, and business image. In an era when flexibility and creativity are keys to competitiveness, diversity is critical for an organization’s success. Also, the consequences (loss of time and money) should not be overlooked.
Challenges of Diversity in the Workplace
There are challenges to managing a diverse work population. Managing diversity is more than simply acknowledging differences in people. It involves recognizing the value of differences, combating discrimination, and promoting inclusiveness. Managers may also be challenged with losses in personnel and work productivity due to prejudice and discrimination, as well as complaints and legal actions against the organization.
Negative attitudes and behaviors can be barriers to organizational diversity because they can harm working relationships and damage morale and work productivity. Negative attitudes and behaviors in the workplace include prejudice, stereotyping, and discrimination, which should never be used by management for hiring, retention, and termination practices (could lead to costly litigation).
Required Tools for Managing Diversity
Effective managers are aware that certain skills are necessary for creating a successful, diverse workforce. (1)First, Managers must understand discrimination and its consequences. (2)Second, Managers must recognize their own cultural biases and prejudices. Diversity is not about differences among groups, but rather about differences among individuals. Each individual is unique and does not represent or speak for a particular group. (3)Finally, Managers must be willing to change the organization if necessary. Organizations need to learn how to manage diversity in the workplace to be successful in the future.
Unfortunately, there is no single recipe for success. It mainly depends on the manager’s ability to understand what is best for the organization based on teamwork and the dynamics of the workplace. Managing diversity is a comprehensive process for creating a work environment that includes everyone. When creating a successful diverse workforce, an effective manager should focus on personal awareness. Both Managers and associates need to be aware of their personal biases. Therefore, organizations need to develop, implement, and maintain ongoing training because a one-day session of training will not change people’s behaviors. Managers must also understand that fairness is not necessarily equality. There are always exceptions to the rule.
Managing diversity is about more than equal employment opportunity and affirmative action. Managers should expect change to be slow, while at the same time encouraging change.
Another vital requirement when dealing with diversity is promoting a safe place for associates to communicate. Social GATHERING and business MEETING, where every member must LISTEN and have the chance to SPEAK, are good ways to create DIALOGUES. Managers should implement policies such as mentoring programs to provide associates access to information and opportunities. Also, associates should (a)never be denied necessary, (b)constructive, (c)critical feedback for learning about mistakes and successes.
Conclusions
A diverse workforce is a reflection of a changing world and marketplace. Diverse work teams bring high value to organizations. RESPECTING individual differences will benefit the workplace by (a)creating a competitive edge and (b)increasing work productivity. Diversity management benefits associates by creating a fair and safe environment where everyone has access to opportunities and challenges.
Management tools in a diverse workforce should be used to educate everyone about diversity and its issues, including laws and regulations. Most workplaces are made up of diverse cultures, so organizations need to learn how to adapt to be successful.
Thank you for your invitation :)
We Indians call it Unity In Diversity ...
Give everyone targets and a common goal to attain..
Rest, they will find a way to reach the goal themselves :)
