ag managing diversity
TRANSCRIPT
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MANAGING DIVERSITYCHALLENGES
FOR INDIA INC.
Anurag Gautam
Priyanka Srivastava
Gaurav Sedwal
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A BRIEF OUTLINE
DIVERSITY IS VARIETY OF DIFFERENCES
DIVERSITIES TYPES AT WORK PLACE
HOW DIVERSITY INITIATIVE GAINED MOMENTUM
WHOSE RESPONSIBILITY IS IT?
IMPACT OF DIVERSITY AT WORKPLACE: CHALLENGE TO THE ORGANIZATION THE POSITIVE BENEFITS OF MANAGING DIVERSITY
THE NEGATIVE OUTCOMES OF FAILING TO MANAGE WORKFORCE DIVERSITY
WHY PAST EFFORTS HAVE FAILED?
MANAGING DIVERSITY: TO LEVERAGE FROM IT & NOT JUST DO WITH IT
CASE STUDIES-SOME ILLUSTRATIONS
EMPLOYEES OPINION LEVERAGING DIVERSITY TO FURTHER COMPANYS PROSPECTS
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DIVERSITY IS VARIETY OF DIFFERENCES
Diversity is the variation of
social and cultural identitiesamong people existing together
in a defined
employment or market setting
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DIVERSITY IS VARIETY OF DIFFERENCES
As a characteristic of work groups,diversity creates challenges
and opportunities that are not present in
homogeneous work groups.
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DIVERSITY IS VARIETY OF DIFFERENCES
Workplace diversity is a people issue,
focused on the differences and similaritiesthat people bring to an organization.
It is usually defined broadly to include
dimensions beyond those specified legally in
equal opportunity and affirmative action non-discrimination statutes.
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DIVERSITY TYPES AT WORKPLACES
Sources of individual variations can be grouped into
two broad categories:
1) those over which we have little or no control,
2) those over which we have more control
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DIVERSITY TYPES AT WORKPLACES
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HOW DIVERSITY INITIATIVE GAINED MOMENTUM
Diversity management developed as a
philosophy in the late 1980s in North Americawith the publication of Workforce 2000
In the 1990s, the concept gained popularity as a
new management approach in the UK
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WHOSE RESPONSIBILITY IS IT?
Where the Diversity Initiativeis housed in organizations depends upon
the structure of the organization itself
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IMPACT OF DIVERSITY AT WORKPLACE: OPPORTUNITIES AND
CHALLENGES TO THE ORGANIZATION
INCREASING DIVERSITY PRESENTS A DOUBLE-EDGED SWORD; HENCE
THE CHALLENGE OF MANAGING DIVERSITY IS TO CREATE CONDITIONS
THATMINIMIZEITS POTENTIAL TO BE A PERFORMANCE BARRIER WHILE
MAXIMIZINGITS POTENTIAL TO ENHANCE ORGANIZATIONAL
PERFORMANCE.
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THE POSITIVE IMPACT
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THE NEGATIVE IMPACT
WORKFORCE DIVERSITY ISNT A COMPETITIVE
ORGANIZATIONAL STRENGTH UNLESS ITS
EFFECTIVELY MANAGED. JUST HAVING DIVERSITY
DOES NOT BY ITSELF GUARANTEE GREATER BUSINESS
SUCCESS NOR DOES IT GUARANTEE QUALITATIVE SOCIAL AND
CREATIVITY IMPROVEMENTS.
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THE NEGATIVE IMPACT
DIVERSITY IN GENDER, RACE OR AGE MAY LEAD TO HIGHER TURNOVERRATES.
DIVERSITY MAY CREATE DISCOMFORT FOR INDIVIDUAL MEMBERS OF AWORKFORCE AND RESULT IN LOWER ORGANIZATIONAL INTEGRATION ANDATTACHMENT.
EVEN IF DIVERSITY FOSTERS BETTER PERFORMANCE, THE COSTS OFCOORDINATING DIVERSE WORKFORCES CAN IMPEDE ITS ADVANTAGES
DIVERSITY CAN CREATE INTERNAL PROCESSES THAT SLOW DECISIONMAKING AND KEEP MEMBERS FROM CONCENTRATING ON THE TASK.
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:
COLLECTING EXISTING ORGANIZATION DATA
EEO COMPLAINTS AND GRIEVANCES
TURNOVERS AND ABSENTEEISM STATISTICS
ATTRITION RATES
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EXISTING EMPLOYEE SATISFACTION SURVEY RESULTS
DIVERSITY SURVEY RANDOM OR ALL EMPLOYEES
FOCUS GROUPS
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EFFECTIVE TRAINING WILL INCREASE AWARENESS AND UNDERSTANDING ABOUT DIVERSITY ANDWILL DEVELOP CONCRETE SKILLS THAT EMPLOYEES CAN USE TO DEAL WITH WORKPLACEDIVERSITY,ITS IMPLEMENTATIONS & ITS EFFECTS.
EVALUATE THE RESULTS OF YOUR INITIATIVE AND MEASURE PROGRESS. SETMEASURABLECRITERIA AND DETERMINE WHAT YOU WOULD LIKE TO ACCOMPLISH ANDHOW YOU WILL GATHER THEDATA .
INTEGRATE YOUR DIVERSITY EFFORTS INTO THE CULTURE OF THE ORGANIZATION AND HOLD
SENIOR MANAGEMENT ACCOUNTABLE FOR PUSHING DIVERSITY DOWN INTO THE ORGANIZATION. THISSTEP WILL MAKE DIVERSITY AN INTEGRAL PART OF THE ORGANIZATION, ITS OPERATIONS,
SYSTEMS AND POLICIES.
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EMPLOYEES OPINION SURVEY
Objective:- Examine perceptions in relation to Managing
Diversity
at the workplace.- Identify issues that need to be addressed
Employees from our Project: Vindhyachal Super
Thermal Power Project as well as from other
projects, across various levels participated in
the survey
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The questionnaire was distributed to an employee
strength of n = 250 of our project and employee strengthof n = 100 of other projects of NTPC.
A total of 142 employees from the project and 47
employees responded to the questionnaire from otherprojects, thus providing a response rate of 56.8% for
local employees and 47% for employees from other
projects.
EMPLOYEES OPINION SURVEY
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GENDER(% N)
MALE FEMALE
93.6% 6.4%
LENGTH OF SERVICE( % N)
Less than 1
year
1 to 10 years 10 to 20 years 20+ years
13.7% 33.8% 35.9% 16.4%
O&M Non-O&M
60.3% 39.7%
Yes No
3.1%(6) 96.9%(183)
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PERSONAL OPINION
PERSONAL OPINION
0 20 40 60 80 100
Diversity brings creativity and energy to w orkgroup.
People should leave their differences at home and confirm to
organizational standards at work.
Workforce diversity is under-represented at higher levels of the
organization.
Some groups are more suited for or talented at certain jobs.
NTPC would be a better place if it assimilated into one culture.
%
Disagree/ No Agree/ Yes Not Related/ Don't Know/ Can't Say
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0 20 40 60 80 100
%
The organization would benefit from the provision of training on
managing diversitiy/equal opportunities
There is fair and equal access to training and development
opportunities for all employees.
I have actively sought training and development opportunities
TRAINING & DEVELOPMENT
Disagree/ No Agree/ Yes Not Related/ Don't Know/ Can't Say
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RECRUITMENT AND SELECTION
0 10 20 30 40 50 60 70 80 90 100
The recruitment and selection process is fair and objective.
Anyone has the opportunity to progress as long as they have the
ability.
Favouritism (based on affinity to diverse groups) is widespread in
the organization.
%
Disagree/ No Agree/ Yes Not Related/ Don't Know/ Can't say
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FEEDBACK
0 10 20 30 40 50 60
The organization values my
contribution to the job.
The organization recognizes
my involvement in
committees/fund-raising/otherorganization -related activity.
%
Disagree/ No agree/ Yes Not Related/ Don't Know/ Can't Say
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DISCRIMINATION
Have you personally experienced discrimination on the
following grounds?
0 2 4 6 8 10
Gender
Religious Belief
age
Disability
Marital Status
Any Othe Reason
%
Yes
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DISCRIMINATION
0 20 40 60 80 1
o you think there is discrimination within this organization?
If so, did you complain?
If yes, were you satisfied w ith how it was handled?
Are you familiar with the complaints procedure?
articular language is know n to offend others e.g. swearing,
lang terms, this would be actively discouraged by others.
Discrimination of any kind would not be tolerated in this
organization..
There is an adequate procedure for reporting incidents ofharassment/bullying.
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FLEXIBILITY
0 20 40 60 80 100
%
Are flexible w ork options available e.g. job-sharing, part-time
work, home-working, flexi-time, working?
Are you aware of policies/procedures with regard to careerbreaks/special leave?
Has the physical work environment been adapted for those with
special needs e.g. ramps, wide doors, adapted toilets?
Were possible, flexible work options are open to all employeeswho w ant them.?
If you avail of flexible w ork options, unfavourable assumptions are
made about your commitment to the organization.
Availing of f lexible w ork arrangements limits your chances of
progression in this organization.
People w ho w ork on a contract basis do not receive the sameterms and conditions (such as holidays) as full-time staff.
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LEVERAGING DIVERSITY TO FURTHER
COMPANYS PROSPECTS
Personal Opinion
- Maintain appropriate standards of ethical behaviour,conduct and performance and focus on areas whereour diverse backgrounds, may be of value to theworking environment
- Display a positive commitment to workplace diversityand encourage and support staff in managing theirwork and personal life style commitments
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- Encourage small group discussion. The small group process canenhance cross-cultural communication and acceptance.
- A belief in sharing responsibility for change is also promoted so
that, for example, Hindi-speaking employees should be as willing toacquire facility in speaking Tamil or Telugu &vice-versa.
- Included also is awareness training to encourage individuals toacknowledge how their stereotypes can impact decision-makingactions toward others.
-In order for those in positions of authority to walk thetalk, and to avoid unintentional discrimination, they must askthemselves questions such as: Am I considering all of our talent inhiring, promotions, and project assignments?
LEVERAGING DIVERSITY TO FURTHER
COMPANYS PROSPECTS
LEVERAGINGDIVERSITYTOFURTHER
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LEVERAGING DIVERSITY TO FURTHER
COMPANYS PROSPECTS
Promote workplace diversity, comply with relevant legislation andremain proactive in eliminating all forms of discrimination,
harassment and bullying in the workplace
Integrate the principles of workplace diversity into business andhuman resource management policies, practices and systems.
- Ensure staff and those seeking employment with the department
receive fair and equitable treatment in accessing employmentopportunities,
- Use the performance management process to draw on the diversebackgrounds to develop these qualities in the workplace
LEVERAGINGDIVERSITYTOFURTHER
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LEVERAGING DIVERSITY TO FURTHER
COMPANYS PROSPECTS
COMPLY WITH ANTI-DISCRIMINATION LEGISLATION TO HELP PREVENTAND ELIMINATE ANY EMPLOYMENT RELATED DISADVANTAGE
ENSURE SELECTION COMMITTEES:
- ARE AWARE OF AND CONSIDER THE BENEFITS OF MOVING TOWARDS AMORE DIVERSE WORKFORCE;
- CONSIDER THE INTERESTS OF APPLICANTS WHO MAY POSSIBLY BESUBJECT TO EMPLOYMENT-RELATED DISADVANTAGE BECAUSE OFETHNICITY, RACE, GENDER OR DISABILITY;
- FOCUS ON ANY SPECIAL FACILITIES THAT AN APPLICANT MAY REQUIRETO PARTICIPATE IN A SELECTION PROCESS (E.G. WHEEL CHAIR ACCESS,PROVISION OF INTERPRETERS);
- BASE THEIR EMPLOYMENT DECISIONS ON MERIT
LEVERAGINGDIVERSITYTOFURTHER
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LEVERAGING DIVERSITY TO FURTHER
COMPANYS PROSPECTS
DISCRIMINATION
- ENSURE STAFF IS NOT SUBJECTED TO DISCRIMINATION OR UNFAIRTREATMENT IN THE WORKPLACE ON GROUNDS SUCH ASETHNICITY, RACE, GENDER, AGE, PHYSICAL OR MENTAL DISABILITYOR PERSONAL LIFE-STYLE RESPONSIBILITIES
- PROMOTE THE DEPARTMENTS ACTION PLAN WHICH AIMS TOENSURE THAT UNLAWFUL DISABILITY DISCRIMINATION IS REMOVEDFROM THE ADMINISTRATION OF POLICIES, FACILITIES, SERVICESAND PROGRAMS AND WHICH INCLUDES SPECIFIC MEASURES TOPROVIDE EMPLOYMENT EQUITY FOR PEOPLE WITH DISABILITIES.
LEVERAGINGDIVERSITYTOFURTHER
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LEVERAGING DIVERSITY TO FURTHER
COMPANYS PROSPECTS
-PROVIDE FOR STAFF TO BALANCE THEIR WORK AND PERSONAL
LIFE-STYLE RESPONSIBILITIES.
- CONSULT WITH STAFF IN DEVELOPING AND MAINTAINING
WORKPLACE PRACTICES THAT PROVIDE FLEXIBILITY FOR
STAFF TO BALANCE THEIR WORK AND PERSONAL LIFE-STYLECOMMITMENTS;
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THE CHALLENGE OF DIVERSITY IS
NOT SIMPLY TO HAVE IT BUT
TO CREATE CONDITIONS IN WHICH ITSPOTENTIAL TO BE A PERFORMANCE BARRIER
IS MINIMIZED AND ITS
POTENTIAL TO ENHANCE PERFORMANCE
IS MAXIMIZED.
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COMPANIES ARE BEING FORCED TO DEAL WITH EMPLOYEE
RELATIONS OR SIMPLY LOSE CUSTOMERS AND THUS
PROFITS
ITS NOT ESTABLISHED OUT OF LEGAL OBLIGATION OR
ALTRUISM, BUT BOTTOM-LINE COMMON SENSE
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FINAL WORDS
GET IT WRONG AND YOUR BUSINESS
WILL SUFFER
BOTH FROM INTERNAL CONFLICT
AND
FAILURE TO GET THE BEST FROM YOUR
POTENTIAL WORKFORCE.
GET IT RIGHT AND THE BUSINESS SHOULD
BENEFIT FROM GREATER CREATIVITY,
INNOVATION, AND COHESION,
AS WELL AS A BETTER UNDERSTANDING
OF THE NEEDS OF
ANINCREASINGLYDIVERSECUSTOMERBASE