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Workforce Diversity and Organizational Development

What is Diversity?
Different definitions ranging from primary dimensions to secondary dimensions.
Primary Dimensions:
We are distinguished and united by differences and similarities according to
gender, age, language, culture, race and income level.
Diversity is otherness or those human qualities that are different from our own
and outside the groups, to which we belong, yet are present in other individuals
and groups".
Secondary Dimensions:
Features: education, place of residence, class, martial status, religious beliefs,
occupational status and life experiences.
More comprehensive definition by UN.
Diversity takes many forms. It is usually thought of in terms of obvious
attributes-age, differences, race, gender, physical ability, sexual orientation,
religion and language. Diversity in terms of background professional experiences,
skills and specialization, values and culture as well as social class, is a prevailing
pattern.

What is Managing Diversity?


Recognizing diversity is to appreciate and value individual differences.
Managing diversity means establishing a heterogeneous workforce to perform to
its potential in an equitable work environment where no member or group of
member has advantage or disadvantage.
Managing diversity is different from managing affirmative action, which refers to
actions taken to overcome the effects of past or present practices, policies or other
barriers to equal employment opportunity (EEO)

Difference Between EEO/AA and Diversity.


EEO/Affirmative Action

Government initiated
Legally driven
Quantitative
Problem focused
Assumes assimilation
Internally focused

Reactive

Diversity

Voluntary
Productivity driven
Qualitative
Opportunity focused
Assumes integration
Internally and externally
focused
Proactive

Diversity Management Why?


Diversity management is becoming more and more important organizational debate
Because:
Shift from manufacturing to service economy
Globalization of markets
New business strategies that require more team work
Mergers and alliances
The changing labor markets.

Advantages of Workforce Diversity.


Diversity management creates multicultural organization which leads to equal
opportunities for all employees.
Monolithic organizations leads to competitive disadvantages because of
stereotypical thinking and hindrance of creative problem solving.
Diversity managed properly can leads to maximum productivity, creativity and
commitment of workforce while meeting the needs of diverse consumer groups.

Successful Diversity Management, How?


Leadership: demonstrable commitment, support including steering and advisory
groups and effective communication plan.
Valid and reliable performance measurement:
pan organizational assessments, benchmarking and comparative analysis.
Education: Awareness training and development of in-house expertise.
Cultural and management change: Devising and implementing effective HRM
strategies.
Follow up: Longitudinal evaluation, performance management systems, and
knowledge management.

Factors Influencing Workforce Diversity


USA has the most diverse workforce. Managing this workforce is a big challenge.

1. Demographic Diversity
Education level, race, age, sex, etc. changes in demographics are slow and can be
estimated in advance

2. Cultural and Attitudinal Diversity


Diversity influenced by cultural values and societal norms. Changes in law and values
has influenced women participation rate. Attitudes about work are changing as more
people stay at home and work at computers.
3. Diversity through immigration and migration
Advanced economies are facing diversity through immigration across the borders and
migration within a country.

Legal Framework for Diversity


1. Race Relations (Amendment) Act 2000
It amends the Race Relation Act 1976 and make it unlawful to discriminate against
anyone on the basis of race, color, nationality (including citizenship) or ethic or national
origin. It promotes racial equality in jobs, training, housing, education and provision of
goods, facilities and services.
2. The Human Rights Act 1998
It incorporates the European Convention on Human Rights and prohibits discrimination
on the basis of sex, color, language, religion, national and social origin, birth or political
or other opinion.
3. Article 13 of Treaty of Amsterdam
3 new measures adopted by Council of Ministers of EU in 2000. In EU member states
discrimination in the areas of training and employment on the grounds of religion or
belief, disability, age or sexual orientation was unlawful. The action Plan aims to promote
cooperation between member states in tackling discrimination
4. Sex Discrimination Act (SDA) 1975
SAD was amended and elaborated in 1986. This act makes it unlawful to discriminate
against people on the grounds of their gender. Applied to direct and indirect
discrimination in areas such as employment, education, advertising and provision of
housing, goods or services.
5. Disability Discrimination Act 1995
This act provides a number of laws to end discrimination against disabled people in
areas of employment, the provision of goods and services and buying and renting land
and property.

6. The Stephen Lawrence Inquiry


Stephen Lawrence Inquiry is the land mark and have deep impacts in the development
of criminal justice in UK. The Home secretary in his Action Plan noted that we have
commitment to building an anti-racist society. The report not only exposed the failure but
pointed out the institution being racist. Four major factors were pointed out
1. Investigations suggest murder was racially
motivated
2. Disparity between minority ethnic people and
white people.
3. Inadequate police response and low confidence in
victims led to under reporting of racial incidents.
4. Police needed to be trained in respect to community and
race awareness.

The Govt. Modernization Agenda


1. Recognizing that the effective diversity management can lead to access to vast
pool of talent and this talent can more effectively contribute to the development,
the 1999 White Paper Modernizing Govt. states,
2. We must accelerate progress on diversity if this country is to get the public
services it needs for the new millennium. The public service must be a part of, not
apart from the society it serves.(HM Government, 1999)
3. Further it elaborate: We need a civil service that is genuinely diverse. Only a
truly diverse service will be capable of delivering the policies and services which
our diverse society is entitled to expect. To be really effective the service must
make a fullest use of its people, give them chance to play their part, develop and
progress to the maximum of their potential. (HM Government Cabinet Office,
1999)

The Govt. Agenda


A strategic plan to tackle these issues proposed a number of mandatory actions in
the following areas.
1.Awareness
2. Leadership
3. Management capability
4. Equal opportunities

Evolution of Diversity
Work in this area started in mid 1980s and focus was very much on community
and race relation trainings. Started with the name of equal opportunities, then
fairness for all and now diversity.
Using the equal opportunities and diversity continuum, next table will explain the
terms and developmental framework.

Equal Opportunities and Diversity Continuum

Organizational Strategies
Organizations were compelled to adopt diversity policy due to the factors
explained earlier. But to ensure that diversity is central part of organizational
structures and processes, Commission for Racial Equality (CRE) proposed 10
points plan:
1. Developing policies to cover recruitment, training and promotion;
2. Action plans with specific and measurable targets;
3. Promote organizational awareness training, and additional training for
those staff involved in recruitment, selection and training;
4. An organizational diversity audit to establish the current position and
enable progress to be monitored
5. A review of all recruitment, selection, promotion, and training processes;

6. The development of job description for all roles


7. Offer for pre-employment training to prepare job applicants for selection
tests and interviews and to encourage the minorities to apply for
vacancies.
8. More flexible working arrangements and attention to needs of disabled
employees.
9. Organizational image and analyze whether more positive image could be
presented.
10. More closer links with local community groups, schools, and other
organizations.

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