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HUMAN RESOURCE MANAGEMENT

RESEARCH PROJECT:

DIVERSITY AND DIVERSITY MANAGEMENT

Made By:
ESHA GOEL
MBA 2nd SEM
Roll No: 0271333907
HMR Institute of Technology and Management
Table of Contents:
1. Overview
2. Present Scenario
3. Critical analysis
4. Recommendation
5. Conclusion

Bibliography
OVERVIEW: concept is rooted in the thinking that
society is not a melting pot but, rather, a
salad bowl where each unique ingredient
One of the greatest challenges facing that is included in it contributes
organizations today is managing something to produce a "delicious"
workforce diversity in a way that both outcome. Life and work today are
respects the employees' unique attitudes significantly changed by the diversity
and promotes a shared sense of corporate profile of the employees who have been
identity. woven into the fabric of organizations in
many countries. Valuing diversity
But what do we mean by DIVERSITY? implies, to the extent possible, treating
the individual employee the way he/she
Diversity simply refers to human wants.
characteristics that make people
different. Any perceived difference
among people: age, functional specialty,
profession, sexual orientation,
geographic origin, life style, tenure with PRESENT SCENARIO:
the organization, or position. The
sources of individual variations are ISSUES IN INDIA
complex, but they can generally be
grouped into two categories: those over India is one of the countries which have
which individuals have little or no been beneficiary of the globalization
control and those over which individuals process.
have more control. Unless effectively This is evident from the considerable
managed, diversity among employees rise since the adoption of globalization
may have a negative impact on policies in its gross domestic product,
productive teamwork. Diversity is more foreign direct investment, share in world
than equal employment and affirmative trade, and the contribution of service
action. sector to the economy. These indicators
are also reflective of a higher degree of
Diversity management, simply speaking, integration of the Indian economy in the
refers to valuing differing perspectives global village. Since more and more
of people in organizations. In a broad multinational companies (MNCs) have
sense, diversity management is seen as a started their operations in India, they
process to develop an environment that want to know the peculiarities and
facilitates maximization of the potential idiosyncrasies of the Indian workforce
of all employees involved in the working and how it could be motivated to
of an organization; thus implying focus contribute its best to the organizational
on valuing qualities that are different goals. Thus, Diversity Management and
between groups and individuals. organizational justice issues are bound to
Diversity Management can, in a way, be become more critical than before.
said to be a modern form of ensuring Freedom of speech and willingness to
equal opportunity, though some consider disagree are essential for fostering
these terms to be very different. The creativity and innovation. Since Indian
human capital is known to be of high- strong feeling for regionalism and
caliber, Indian companies have to casteism and stereotypes based on these
eventually realize the importance of beliefs.
investing in diversity management and
thus go beyond legal compliance.

As of today, much of the Diversity


Management discourse in India is at the
stage of equal opportunity. Here too, the
gap between the legal promise and actual
implementation is very wide. Since India
has had caste system in operation for
many years, there is still a high degree of
overt and covert caste -based
discrimination in social as well as
employment matters. The position of
women's rights too, is not as clearly
defined as it should be and therefore
women experience various forms of
unfavorable discrimination from society, Sources of Diversity
employers and superiors. There is little
social protection against discrimination Diversity in Indian Organization
against the disabled too, who often have
to face societal indifference to their The global integration of economies
peculiar needs and susceptibilities. wrought by the fast-paced growth,
Discrimination based on regionalism is adoption and commercialization of
also an important issue that needs to be communication technologies and the
attended. Diversity of different religious internet has changed the contours of
groups is yet another angle of looking at corporate structures, workplace
the issues involved. Close to 17 per cent hierarchies and people assimilation in
of Indian people are religious minority, different markets. There is a greater
many of whom have to face various diffusion of knowledge, processes and
forms of discrimination that are rooted in indeed people across borders in recent
stereotypes about people from different times.
religions. Often in business in India,
Diversity Management is viewed as It is not uncommon any longer to see
looking primarily at religious and state people of different nationalities and
of origin issues and not the broader cultures working together at one location
Diversity Management context. India is or division of a company. In the case of
a large country and comprises 29 states India, IT and ITeS companies have been
and 6 union territories. Linguistically at the forefront of changing workplace
speaking, it has a variety of languages, equations where workplace diversity is
dialects, and cultures. Interestingly, one no longer a one-off fad. So whether it is
of the key hurdles in the way of one of the hottest performing Indian IT
managing diversity in plural India is companies like Hexaware Technologies
(according to a recent survey by is highly essential so as to not affect the
Business Week), or proven A-league productivity or the performance of a
companies like Infosys, Wipro, TCS or company as a whole. It is in this context
even a player like marketRx which that HR heads and divisional managers
provides analytic product-enabled with excellent man management skills
services to customers in pharmaceutical and outward orientation need to be
and life sciences industry, all of them playmakers in order to smoothen this
have understood the importance of hiring process.
professionals, irrespective of their
nationalities. These companies with their Clearly, it does not matter if you are
global conquest and proven benchmarks black or white or brown as long as you
are now the sought after ‘working can get together to create a great
grounds’ for foreign professionals to working environment and lead fulfilling
seek exciting career opportunities and career and enriching lives.
learning experiences.

Many such professionals are coming to


India and working in different cities like
Mumbai, Pune, Hyderabad, Bangalore, CRITICAL ANALYSIS
Delhi, Chennai, Gurgaon etc, key hubs
of IT-ITeS industries. But it is pertinent Benefits of Workplace Diversity
to point out that these experienced
professionals are seeking out only those An organization’s success and
companies with acknowledged competitiveness depends upon its ability
competencies and best work practices to to embrace diversity and realize the
work and explore careers in. Moreover, benefits. When organizations actively
these companies are also best-placed to assess their handling of workplace
offer some of the best compensation diversity issues, develop and implement
packages, learning experiences and diversity plans, multiple benefits are
fulfilling work environments. Further, reported such as:
the “extended campus” working
environment, world-class facilities, state- Increased adaptability - Organizations
of-the-art process and functional employing a diverse workforce can
technologies in these companies are supply a greater variety of solutions to
making it easy for these foreign problems in service, sourcing, and
professionals to get acclimatized in these allocation of resources. Employees from
Indian companies. diverse backgrounds bring individual
talents and experiences in suggesting
With adjustments and acclimatization ideas that are flexible in adapting to
becoming an integral part of the fluctuating markets and customer
‘ushering in’ period for the foreign demands.
professionals, even the Indian
counterparts have to do the same. A Broader service range - A diverse
congenial and cohesive work culture collection of skills and experiences (e.g.
without conflicts and cultural pressures
languages, cultural understanding) Implementation of diversity in the
allows a company to provide service to workplace policies - This can be the
customers on a global basis. overriding challenge to all diversity
advocates. Armed with the results of
Variety of viewpoints - A diverse employee assessments and research data,
workforce that feels comfortable they must build and implement a
communicating varying points of view customized strategy to maximize the
provides a larger pool of ideas and effects of diversity in the workplace for
experiences. The organization can draw their particular organization.
from that pool to meet business strategy Successful Management of Diversity
needs and the needs of customers more in the Workplace - Diversity training
effectively. alone is not sufficient for your
organization’s diversity management
More effective execution - Companies plan. A strategy must be created and
that encourage diversity in the workplace implemented to create a culture of
inspire all of their employees to perform diversity that permeates every
to their highest ability. Company-wide department and function of the
strategies can then be executed; resulting organization.
in higher productivity, profit, and return
on investment. Diversity also increases errors and
misunderstandings - Group members
may assume they interpret things
Challenges of Diversity in the similarly when in fact they do not, or
Workplace they may disagree because of their
different frames of references.
Taking full advantage of the benefits of
diversity in the workplace is not without Mistrust and tension - People prefer to
its challenges. Some of those challenges associate with others who are like
are: themselves. This tendency often leads to
mistrust and misunderstanding of those
Communication - Perceptual, cultural who are different because of lack of
and language barriers need to be contact and low familiarity. it also causes
overcome for diversity programs to stress and tension ,and reaching
succeed. Ineffective communication of agreement on problems can be difficult.
key objectives results in confusion, lack
of teamwork, and low morale. Stereotyping - We learn to see the world
in a certain way based on our
Resistance to change - There are always backgrounds and experiences. Our
employees who will refuse to accept the interests, values and cultures act as
fact that the social and cultural makeup filters and distort, block and select what
of their workplace is changing. The we see and hear. We see and hear what
“we’ve always done it this way” we expect to see and hear. Group
mentality silences new ideas and inhibits members often inappropriately
progress. stereotype their “different” colleagues
rather than accurately perceiving and
evaluating those individual’s what changes need to be made and a
contributions, capabilities aspirations timeline for that change to be attained.
and motivations. Such stereotypes inurn
affect how people employee stereotyped Implementation of diversity in the
as unmotivated or emotional will be workplace plan - The personal
given less -stress – provoking jobs than commitment of executive and
their coworkers. Those job assignments managerial teams is a must. Leaders and
will create frustrated employees, perhaps managers within organizations must
resulting in low commitment, higher incorporate diversity policies into every
turnover, and underused skills. aspect of the organization’s function and
purpose. Attitudes toward diversity
originate at the top and filter downward.
RECOMMENDATIONS Management cooperation and
participation is required to create a
Recommended steps that have been culture conducive to the success of your
proven successful in world-class organization’s plan.
organizations are:
Recommended diversity in the
Assessment of diversity in the workplace solutions include:
workplace - Top companies make
assessing and evaluating their diversity Ward off change resistance with
process an integral part of their inclusion. - Involve every employee
management system. A customizable possible in formulating and executing
employee satisfaction survey can diversity initiatives in your workplace.
accomplish this assessment for your Foster an attitude of openness in your
company efficiently and conveniently. It organization. - Encourage employees to
can help your management team express their ideas and opinions and
determine which challenges and attribute a sense of equal value to all.
obstacles to diversity are present in your
workplace and which policies need to be Promote diversity in leadership
added or eliminated. Reassessment can positions. - This practice provides
then determine the success of you visibility and realizes the benefits of
diversity in the workplace plan diversity in the workplace.
implementation.
Utilize diversity training. - Use it as a
Development of diversity in the tool to shape your diversity policy.
workplace plan - Choosing a survey
provider that provides comprehensive Launch a customizable employee
reporting is a key decision. That report satisfaction survey that provides
will be the beginning structure of your comprehensive reporting. - Use the
diversity in the workplace plan. The plan results to build and implement successful
must be comprehensive, attainable and diversity in the workplace policies.
measurable. An organization must decide
As the economy becomes increasingly
global, our workforce becomes
increasingly diverse. Organizational differences will benefit the workplace by
success and competitiveness will depend creating a competitive edge and
on the ability to manage diversity in the increasing work productivity. Diversity
workplace effectively. Evaluate your management benefits associates by
organization’s diversity policies and plan creating a fair and safe environment
for the future, starting today. where everyone has access to
opportunities and challenges.
Management tools in a diverse
CONCLUSION workforce should be used to educate
everyone about diversity and its issues,
including laws and regulations. Most
A diverse workforce is a reflection of a
workplaces are made up of diverse
changing world and marketplace.
cultures, so organizations need to learn
Diverse work teams bring high value to
how to adapt to be successful practices.
organizations. Respecting individual

BIBLIOGRAPHY
 R. Mondy and Robert M. Noe, Human Resource Management, 9th edition,
Pearson Education, Delhi, 2006

 K. Aswathappa, Human Resource and Personnel Management, 4th edition, Tata


McGraw-Hill, New Delhi, 2006

 Black Enterprise. (2001). Managing a multicultural workforce. Black Enterprise


Magazine (July).
 Devoe, Deborah. (1999). Managing a diverse workforce. San Mateo, CA:
InfoWorld Media Group.
 Times Ascent
 Schuler, R. and S. Jackson 1999. Strategic Human Resource Management.
London: Blackwell.