AG Managing Diversity

7/31/2019 AG Managing Diversity

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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 the variation of

social and cultural identitiesamong people existing together

in a defined

employment or market setting


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As a characteristic of work groups,diversity creates challenges

and opportunities that are not present in

homogeneous work groups.


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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?


COMPANYS PROSPECTS

LEVERAGINGDIVERSITYTOFURTHER


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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



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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



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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.



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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

AG Managing Diversity

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