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.
Articles on Organizational Diversity
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.
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.
The article looks at how the ideals of organizational diversity measure up to the practice of diversity in the organizations across the world.
Diversity and Inclusivity in organizations should to be practiced by the leaders. Lets discuss in detail how value based management promotes both diversity and inclusivity.
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.
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.
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.
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.
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.
This article discusses in detail on how to manage diverse teams and to ensure that diversity is practiced in the organizations.
Let us go through some important strategies for managing organizational diversity.
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.
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.
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.
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.
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.
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.
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.
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.
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.
A Gender Equality Strategy that is well articulated and flawlessly executed would go a long way in addressing concerns related to gender and discrimination at the workplace. Towards this end, a gender equality scorecard that aligns such a strategy with the overall organizational strategy would be especially useful. Using metrics and data, and having milestones and a means to track and monitor progress would complete the strategy for success.
It is not enough to pay lip service to Diversity and Inclusivity. When research shows that D&I promotes competitiveness and enhances profitability, there are compelling commercial reasons for the same. While many organizations are taking steps to address D&I challenges, this article argues that unless they shed their Patriarchic mindsets, they are unlikely to progress in their efforts. Using real world examples, this article examines the topic from multiple perspectives.
This article explains what a Diversity Scorecard is, why it is important for organizations in the #MeToo era, and the integration with the broader organizational objectives. The key themes in this article are that a Diversity Scorecard uses data to report and track progress and hence, can be an indicator of the overall journey to make the workplace a diverse one. Having said that, we also caution against the tendency to judge an organization based on the scorecard alone just as we cannot judge the performance of a player on the basis of a scorecard for the match.
The gender and racial pay gap is at the heart of diversity barriers. Merely hiring more women and racial and sexual minorities does not make an organization diverse and instead, reduces it to Show Business. Unless the pay differential is made more equal, there would be barriers to women progressing in the organizational hierarchy. Moreover, when sports is making progress towards Gender Pay Parity, there is no reason for knowledge work firms to continue paying less to women who as research points out, outperform men in some of the tasks.
This article explains the economics of paid maternity leave. It also explains how the paid leave is actually paid for by the employees themselves. The issue of the gender pay gap has also been analysed through the lens of mandatory maternity leave.
This article discusses the increasing focus and importance of the LGBTQ+ community in the corporate Diversity and Inclusivity initiatives. We first define who the community represents and what makes them different from others. Next, we dissect what DEI means on paper and in reality and offer some suggestions on how it can made more effective. Above all, our main argument is to call for more social and societal acceptance of this community, absent which America Inc. and India Inc. can do little.
This article examines the aftermath of the #MeToo movement and what it means for the present workplaces in America Inc. and India Inc. We identify a few issues that women continue to face and suggest some solutions for the same. We argue that the real change in the post #MeToo era can only come if corporates worldwide 'walk the talk' on Diversity and Inclusivity and not merely pay lip service.
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