How to manage diversity in teams.,creating inclusive & harmonious environment at workplace & maintaining it

2. Managing
Workplace Diversity

3. PRESENTED BY:
Sikander
Sulman Zahid
Sidra Manan
Sardar
Zarqa Ahmed
Safia Batool

4. CONTENTS
• Introduction
• Parameters of diversity
• Attitudes Toward Diversity
• Importance of managing diversity
• Challenges of managing diversity
• Strategies for managing diversity
• Ways to be inclusive
• Benefits of managing diversity
• Managers & diversity
• Team member & diversity

5. What Is Diversity?
Diversity is defined as a difference or variety. Without
differences or variety among people in the world, the
ability to grow and learn would be limited.

6. Diversity at Workplace
Diversity in the workplace refers to differences we recognize in
ourselves and others, such as: Gender, Culture, Race, Ethnicity, Age,
Religion, Sexual Orientation, Family Structures, Physical and Mental
Disabilities or Challenges.

7. Parameters of Diversity
Primary Dimensions
• Race
• Ethnicity
• Gender
• Age
• Disability
Tertiary Dimensions
• Beliefs
• Assumptions
• Perceptions
• Attitudes
• Feelings
• Values
• Group norms
Secondary Dimensions
• Religion
• Lifestyle
• Economic status
• Culture
• Sexual orientation
• Family status
• Thinking style
• Geographic origin
• Political orientation
•Nationality
• Work experience
• Language
• Education

8. Global Diversity
Gender Diversity
• Iceland, Denmark & Norway
• Pakistan, Turkey, Chile & UAE
Age Diversity
• Indonesia & Philippines, Iceland
• Hungary, Belgium, Slovakia, France
and Luxembourg
Educational Diversity
• New Zealand, the U.S. and Japan
• Argentina, China and the Czech
Republic
Migrant Diversity
• UAE, Luxemburg, Singapore
Diverse Labour Forces
• Norway, New Zealand, Iceland,
Australia, Switzerland
• Czech republic, Turkey, Hungary
and Pakistan
Sectorial Diversity
• Australia, Canada, Ireland, New
Zealand and Russia
• Philippines, Indonesia, China,
Thailand and Pakistan
Income Diversity
• Brazil, Chile, Mexico and Argentina

9. Attitudes Toward Diversity
• Ethnocentrism = belief that one’s own group or
subculture is inherently superior to other groups or
cultures
• Enthnorelativism = belief that groups and subcultures
are inherently equal
• Pluralism = an organization accommodates several
subcultures

10. Importance of
Managing Diversity
• Well managed diverse teams out perform homogeneous
teams & vice versa
• Reputation in the market & attract best employees
• Employees who feel valued & rewarded are more engaged
& motivated
• Greater employee engagement lead to lower turnover rate

11. Challenges of
Managing Diversity
• Discrimination
• Stereotypes and preconceptions
• High turnover rate
• Absenteeism
• Conflicts in team members
• Increase tension
• Productivity decrease

12. Strategies for
Managing Diversity
1. Management commitment
2. Reinforce employee competencies
3. Actively facilitate inclusiveness
4. Communicate effectively
5. Evaluate effectiveness

13. Management Commitment
• Demonstrate commitment and accountability
• Communicate
• Be a role model
“Our management is pretty transparent and forthcoming.
We are better able to understand the reasons behind
management’s actions.” (Qian Hu)

14. Build a Team of Champions
• Develop, implement and monitor initiatives
• Create awareness
• Understand the needs of employees

15. Reinforce Employee
Competencies
• Recruitment
1. Identify diversity management values
2. Build effective recruitment process
3. Train your interviewers

16. • Learning and Development
1. Introducing new employees
2. Orientating foreign employees
3. Training for employees & managers
“I feel a great sense of satisfaction when the workers were able to
demonstrate the ability to speak functional English at the end of
the Programme.”
Supervisor
HSL Constructor Pte Ltd (“HSL”)
• Performance management
Reinforce Employee
Competencies

17. Actively Facilitate
Inclusiveness
• Workplace activities
• Workplace design
• Buddy system
• Employee networks
• Awards and recognition
• Manage employee grievances

18. Workplace Activities
• Most effective practice in promoting an inclusive and
harmonious workplace culture.
• Themes on common interest to create bond
• Encourage participation at all levels
• Organise events to facilitate greater understanding

19. Workplace Design
• Creating spaces for employees to interact and meet
informally
• Creating an open office environment
• Designing the workplace keeping in mind different
employee population

20. Buddy System
• To help new employees settle into the organisation
• Invite the new employees to an introduction meal
• introduce them to colleagues
• Be a point of contact for questions, feedback or to provide
guidance
• Check in with the new employees regularly
“Muvee Technologies”

21. Employee Networks
Employee resource
groups for employees
• share personal experience
and obtain advice
• Provide a support system
• Highlight important issues
Mentorship
Programmes
• Establish clear goals
• Provide training and
support for mentors
• Provide guidelines to
mentors
• Reverse mentoring

22. Awards & Recognition
• Be clear about the context and expectations
• Team-based recognition or rewards
• Recognition should properly demonstrate the specific
action or behavior

23. Manage Grievances
Disputes or discrimination/bullying at work can have
significant negative impact on employees
• Equality & mutual respect should be stated clearly
• Place channels for employee help or guidance
• Assure employee of confidentiality
“The Marriott “

24. Communicate Effectively
• Telling the importance of inclusive environment
• Tips to enhance relationships with employees
• Benefits of inclusive environment
“Ernst & Young”

25. Evaluate Effectiveness
• Recruitment
• Employee engagement
• Promotion rate
• Retention rate

26. Encouraging Harmony
DON’T
• Emotions effect on
behavior
• Underestimation of others
ideas
• Give up when there is a
conflict
DO
• Focus on Common interest
• Create friendly
environment
• Have an open mind
• Open communication

27. Benefits of Managing
Diversity
• Increased Productivity
• Increased creativity and Problem solving
• Attract and Retain talent
• Help to build synergy in teams and enhances communication
skills
• New attitudes
• Language skills

28. Managers
&
Diversity

29. Different Backgrounds
• Preferences & decisions
o In recruitment
o In team arrangements and
work assignments
o In providing feedback and
evaluating performance
o In your day-to-day interactions
• Tips to be more inclusive
o Respect differences
o Keep an open mind
o Build self-awareness
o Get to know your team
members on an individual level
o Acknowledge differences in
communication styles and
languages

31. Generations & Nationalities
MANAGING ACROSS
GENERATIONS
o Gen Y(Born after 1980)
o Gen x Born between1965
and1980
o Baby boomers Born between
1946 and 1964
o Traditionalists Born before
1946
MANAGING ACROSS
NATIONALITIES
AND CULTURES
• Language
o Direct vs. indirect
o Perception of time
o Perception of hierarchy
o Perception of individual vs.
collective

33. Ways Managers Deal with
Workplace Diversity

34. Team Members &
Diversity

35. Team Member &
Harmonious Culture
Team Work Together
o Level of communication and
interaction
o Level of collaboration
o Mutual care and support
o Team morale
Maintaining Team
Culture
o Focus on common goals
o Communicate the
importance of inclusive
environment
o Address and resolve
conflicts promptly
o Interact & understand each
other

36. Ways Members Deal with
Workplace Diversity

37. THANK YOU
"God's Love is all-inclusive, and we should be as well."