Articles on Organizational Diversity

Organization diversity refers to equality of opportunity and employment without any bias because of the traits like - gender, race, ethnic, sexual orientation. Lets understand the concept of organization diversity in detail.

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Organizational diversity brings together individuals of varied experiences, qualifications, age groups and backgrounds at a common place. The article discusses the benefits of organizational diversity in detail.

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Organizational diversity enables individuals from diverse backgrounds, religions, communities, age groups, experiences, qualifications to work at a common place. The Management plays an essential role in managing organizational diversity.

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It is very important for the senior managers to develop an inclusive environment within the organization. Promoting an inclusive working environment takes time, patience, and courage.

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Nowadays the organizations operate in many countries across the globe. It is very important for the employees of these organizations to understand culture and communicate effectively across different cultures.

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Hofstede Model is one of the most widely used models for analyzing cultural differences. It was developed by cultural theorist, Geert Hofstede. By using this model the managers can be trained to adjust to different cultures.

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This article applies the famous Hofstede’s Cultural Framework applied to the case off China. The key theme in this article is that there is an inherent conflict between tradition and modernity in China and this shows up in the succeeding analysis. Apart from this, the discussion also details the mix of theory and application to the selected country i.e. China to enable readers to gain an understanding of the cultural factors at work when doing business in the country.

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Recruiting a diverse team is a very important step towards realizing the goal of diversity. Lets understand the best ways to recruit a diverse team in an organization.

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Diversity is not only a legal or social imperative but also makes for eminent business sense. This article discusses some of the business reasons for encouraging diversity by a point-by-point analysis of the various business reasons that drive diversity.

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This article is based on cutting edge research done by the consultants of the reputed consulting firm, McKinsey. This article that draws its findings from this research argues that though the current state of organizational gender diversity leaves a lot to be desired, there is scope for improvement in the future.

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This article explores the practice of organizational diversity across the world by comparing the western experience with that of the east. The key theme in this article is that whereas in the West, the basic norms are followed though there are exceptions from time to time, in the East, one needs a sea change in the attitudes to inculcate respect and prevent harassment at the workplace.

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In recent decades, there has been a spurt in the instances of professionals travelling to different countries all over the world for business and work related activities. This article discusses how cultural sensitivity and cultural sensitization would go a long way in ensuring that these trips pass off without any hassles and how understanding of the culture and customs of the hosts would help smoothen matters.

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Organizational diversity ensures individuals with varied experiences; knowledge and expertise form a team and work together as a single unit. Let us go through the challenges of organizational diversity.

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Communication is an effective tool which plays an important role in binding employees together. Lets understand in dteail about the role of communication in managing organizational diversity.

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This article discusses the rising trend of harassment and discrimination against women at the workplace and the steps that can be taken to arrest this dangerous trend before it becomes too late. The key theme in this article is that prevention is better than cure and when senior leadership acts in a manner that would deter harassment along with steps to change the mindset, the workplace would become more congenial to women.

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Much has been written about in recent times about how women worldwide and especially in India are discriminated against and the system places several barriers in what some call the “glass ceiling” that hinders and obstructs their progress in life. In this context, one of the problems that many Asian countries confront is the decline in the number of women relative to men. This trend is captured by the term “Gender Ratio” which describes the number of women per 1000 men in the overall population. This article examines the phenomenon of the falling gender ratio with India as a case study and analyses its implications for all stakeholders along with a discussion on what “we” collectively can do.

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With the current revelations and reporting of sexual harassment by women around the world where figures of authority worldwide are being accused of sexual harassment, organizations can no longer have only policies and mechanisms in place to deal with such cases. Instead, they must proactively work to implement and enforce the policies and preempt and prevent sexual harassment instead of reacting and responding to such incidents after they have happened.

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With heightened awareness of sexual harassment and the cases of women worldwide who are speaking about their experiences, this article focuses on the need to spot signs of sexual harassment early on and preempt and prevent future incidents. We make a case for early action by all stakeholders whether it is the organizations or the victims so that later charges do not lead to bitterness to them, especially when proving the charges of sexual harassment becomes difficult due to various reasons.

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