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Absolutely, a diverse work force is important these days, As the people around the globe become closer due to technology, internet, and social media, we are sharing our interests and wants with everyone. Company with a diverse workforce will have an edge as every company can be a global marketer these days.
Well, The more diversed the organizaton is and there is more scope for diversified ideas and diversified brain storming. people are exposed to different way of thinking will help the company strive better. Now there is new term going around about the deversification is "GLOCAL"
Thanks for invitation,
Diverse workforces are increasing the organization's competitive capabilities.
Absolutely right, when we talk about work diversity it means that around the world different people gathering together in one organization / company to share work experience / techniques / inovation / creativity for the better development of the company.
Thanks
Yes, diversity means more cultures more great efforts
Thank you for the invitation.
Advertising: Companies want to have a diverse workforce and advertising jobs with inviting CV’s from different groups in societies and communities encourage a diverse culture in organisations. Gender: Gender equality starts with the right working culture.
Equal opportunities: Diversity recognises that, though people have things in common with each other, they are also different many ways. Everyone should have a right to equal access to employment and, when employed, should have equal pay and equal access to training and development.
Value Everyone, Management Strategy with Inclusion: Promoting and supporting diversity in the workplace is an important aspect of good people management - it’s about valuing everyone in the organisation as an individual.
Rights of participation: However, to reap the benefits of a diverse workforce it’s vital to have an inclusive environment where everyone feels able to participate and achieve their potential.
Legislation: While UK legislation – covering age, disability, race, religion, gender and sexual orientation among others – sets minimum standards, an effective diversity and inclusion strategy goes beyond legal compliance and seeks to add value to an organisation, contributing to employee well-being and engagement.
We work to attract, motivate, develop and retain the best talent from the diversity the world offers – our ability to be competitive and to thrive globally depends on it.
Examples: Building a diverse BP where every ... networks on LGBT. As such, BP is now the highest-ranking energy company in the Stonewall Workplace Equality Index.
Dealing with diversity. Global workplace discrimination law and practice ... In an increasingly globalised world, senior management, legal and HR professionals need access to high level information ... African descent benefit from equality of opportunity, given historical and cultural behaviours which result in both having a strong work ethic.
In contemplating the evolution and future of humans, the scientist/philosopher, Tielard de Chardin, described planetisation as a convergence of phenomenon such as, increased consciousness and homogenisation — people are beginning to realise their interdependence on each other, as well as upon all life in our universe.
An effective strategy can support an organisation’s business objectives. From communication and training to addressing workplace behaviour and evaluating progress. Encouraging people to learn and grow with mentors in the workplace. Work conduct is an important part of culture and group dialogue with problem solving in order to be a better diverse group. Learn from one another and grow in a closer community with value and moral.
Examples: VSO is committed to the principle of equal opportunities and diversity. Our success ... promoted solely on the basis of their abilities, and we value their rights to dignity at work. VSO will not ... This is a global policy following VSO best practice and may vary in different countries in line with local legislation.
Diversity management promotes valuing employees as individuals and using their unique strengths and capabilities to support business performance. International work often introduces employees to a wider range of cultures, backgrounds and values, and managers must be ready to harness the diversity of their workforce effectively for the benefit of their organisation.
Increasingly, progressive businesses are embracing diversity and inclusion as a means of forging a sustainable future. Tech giant Cisco attributes its ongoing technological innovation to its diverse leadership team, while diversifying client teams has helped management consultancy, EY, to strengthen the quality of its client services and retain senior team members.
Driving innovation - Diversity, Inclusion, equal opportunities and delivers performance.
When employees feel involved, respected and connected, employers can tap into a greater richness of ideas and problem-solving approaches. This also helps companies to respond effectively to customers, attract and retain high performing employees, empower teams to collaborate, raise productivity, future-proof their businesses, and, ultimately, deliver sustainable growth.
So how can companies unlock the benefits of promoting diversity and inclusion? Getting under the skin of the company to understand its strengths and weaknesses is vital to establishing what is a diversity "baseline".
The best practice guide recommends gathering hard data on demographics and representation, seeking employees' views through surveys and focus groups, and benchmarking diversity performance against peers.
