1. EU Situation diverse workforce Managing diversity Diversity Management initiatives
All European countries The following are just -Increasing numbers of women are entering the But having a diverse Mainstream knowledge and research states that DIVERSITY MANAGEMENT
have undergone (and still some examples of labour market and becoming entrepreneurs. workforce does not implementation may lead to obtain benefits to the organizations such as:
are) dramatic change in how this diverse -Migration has led to a multicultural and multiethnic automatically translate -Attracting, recruiting and retaining people from a wide “talent” base.
the profiles of their workforce is population across Europe. into positive benefits. -Reducing the costs of labour turnover and absenteeism.
populations and this currently challenging -People with special needs and disabilities are Diversity must be -Contributing to employee flexibility and responsiveness.
affects the kind of people our management challenging stereotypes. effectively MANAGED to -Building employee commitment, morale and “discretionary effort”.
we employ, train and paradigms. -The average age of the workforce is increasing; reap the diversity -Managing better the impact of globalisation and technological change.
develop in our there are fewer younger people in the workforce “dividend”. -Enhancing creativity and innovation.
organizations: both than older people. -Improving knowledge of how to operate in different cultures.
private and public. -Emerging new family groups ( made up by single -Improving the understanding of the needs of current customers or clients.
parents, homosexual couples, etc) are challenging -Assisting in the development of new products, services and marketing strategies.
policy making in every sector. -Enhancing the organisation’s reputation and image with external stakeholders.
Diversity project -Creating opportunities for disadvantaged groups and building social cohesion….
Action research Programme
Through a Pan-european field study we propose to gather best practices in terms of policies, procedures, implementation programs and recommendations
DIVERSITY derived from key organizations that are championing the topic around Europe.
MANAGEMENT Abstract At the moment, this project coordination is under both the Vice presidency of ETDF ( Armaolea-AEDIPE ) and ETDF Board Member ( Gonzalez-AIF) . The project
LEARNING PROCESS: will be structured as to allow different levels of involvement from ETDF member organization assuring also a minimum requirement of as to participate in the study.
Diversity Aiming to have a Pan European research programme, every country member should use the same methodology and standard topics. Nevertheless, specific
benchmarking cultural and legal contexts may have different meanings in each country. As a consequence further topics could be added in order to benefit each Association
programme interest..
Develop a sound Pan European business case on diversity management in terms of policy making , procedures and programs .
Objectives Identify and develop some Key Organizational Development Tools (training and development) that may accompany the implementation of a sound diversity
management program
The action research field
Build a knowledge base from which to derive new research subjects such as a diversity management wider survey, develop a diversity management competence
study would require the
model, an ad hoc diversity management certification quality system, etc.
participation of several
organizations in order to
explore the topics related to it involves organised discussion among the organizations participants to gain information about their views and experiences
Methodology Reasons of this
diversity management and we of a topic and is suited for obtaining several perspectives about the same topic.
for Research methodology
should define concrete topics Its main purpose to draw upon respondents´ attitudes, feelings, beliefs, experiences and reactions.
selection:
or propositions we want to be Focus It elicits a multiplicity of views and emotional processes within a group context.
developed in the research. Group And it enable us (The researcher) to gain a larger amount of information in a shorter period of time.
conducted by
each Association 1 - All EDTF members will contribute to the development of the protocol. The goal is to have a common “framework” for a
Develop a
“conversation” between organizations and individuals. This will become the Diversity Management Assessment Tool. Its
common
structure will combine an overall strategic vision of diversity within the organisation; as well as a more detailed breakdown of
protocol to
processes and operational concerns.
conduct Focus
- The Diversity Management Assessment Tool will set a context within which effective benchmarking will take place. A specific
Groups
As it must be a transnational Focus group set of minimum requirement items will be identified in the protocol which must be addressed by each participating ETDF member
action research programme, support association.
everybody should use the same system - In turn, each ETDF association member may include new items in the protocol as to address unique needs.
methodology and standard
topics. Neverthless, it is obvious
that the cultural context is 2 Develop a Each participating country will nominate a local coordinator of the research (local referent) who will be originally trained to the
different in each country and as Training on the Diversity Management Assessment Tool. This person will be locally responsible for training people in each country who will
a consequence further topics use of the conduct Focus Groups in each organization. Main facilitation activities to be designed and implemented are:
could be added in order to Protocol % A ONE-DAY INTRODUCTORY WORKSHOP designed to provide further information on the background and development of
benefit each Association Assessment the project as well as initial training in the use of the Diversity Assessment Tool. This will be designed by the Coordination
interests. Tool Team and will be delivered on one session to all ETDF member association. This workshop will also include topics such as
how to record “evidence” across all the process and activity areas identified in the Diversity Assessment Tool. This would help
to identify a number of key pieces of material to facilitate the benchmarking process.
Vicepresidente ETDF: % A CLOSING ONE DAY WORKSHOP where national representatives report findings to Pan European group. This second
Javier Armaolea Juaristi(AEDIPE)
meeting is aimed to prepare a report for circulation to ETDF members. It will synthesize findings and draw recommendations