Strategic HRM- Work Force Diversity (IIPM Bangalore)
Content
Strategic Human Resource Management
Workforce Diversity & Affirmative Action
SS 2009-2011, HRM IIPM, Bangalore 31 July 2010
Pratibha S Prerna Goyal Prayag Sunder
Diversity
Diversity Value Chain
Nokia
Our View of an Inclusive Work Environment Each Nokia employee shares the responsibility for inclusiveness. We seek, respect, value, and benefit from differences. Inclusiveness is visible in management decisions and behavior, and in the way we relate to employees, customers, and business partners. Our relationships are based on mutual respect and awareness of individual differences.
Examples: Infosys
³We
see challenges as opportunities to create an inclusive work culture where everybody enthusiastically takes ownership for the future of the corporation and becomes a change agent in transforming the organization.´ - N.R.Narayana Murthy, Chief Mentor, Infosys
Diversity as most important assets : Success depends on collaborative distributed development model Vision : create an inclusive work place and leverage the power of diversity Core Values : C-LIFE
Winning Strategy: Managing Difference: Equal opportunity employer Recruitment and promotion policies are based on Meritocracy
Promotion of diversity and inclusivity through : ACTION A: Audit inclusivity and diversity level C: Create change agent T: Train the managers I: Initiate and implement alternative work models O : Organize and assist affinity group N : Network with external bodies to benchmark practices.
Bringing employees together through inclusion programs :
Infosys Women¶s Inclusivity Network( IWIN)
Infyability
Family Matter Network
Google
Other communities: AAGN LGBT BGN(Black Googler network)
IBM
IBM Equal Opportunity Diversity Flexibility Culture
Challenges of Diverse Workforce
Communication Resistance to change Discrimination Stereotypes and preconceptions
Benefits
Increased adaptability Broader service range Variety of viewpoints More effective execution
Recommended Diversity In The Workplace Solutions Include
Ward off change resistance with inclusion. Foster an attitude of openness in your organization
Demonstrate the Following Behaviors
Learn the professional aspirations of all team members and support their efforts to achieve them. Create opportunities for highly talented employees to be exposed to leaders who may not otherwise interact with them. Create cross-functional teams Volunteer for community projects that teach tolerance, both directly and indirectly Delegate fairly
Actions that Make a Difference
Talk privately with each of your employees Ask your staff about their preferences Take your staff to lunch
Issues That Can Divide Us
Language Differences Differences in Values and Etiquette Tone of voice Clustering
Solutions to Culturally-Rooted Conflicts
Ask Questions Seeking Commonalities Do not project your own culture onto others Communicating Respect
Diversity Rules: How to Interact with Colleagues from Different Backgrounds
Don¶t make assumptions Be aware of formal versus informal work environments.
Thank You
Workforce Diversity & Affirmative Action
SS 2009-2011, HRM IIPM, Bangalore 31 July 2010
Pratibha S Prerna Goyal Prayag Sunder
Diversity
Diversity Value Chain
Nokia
Our View of an Inclusive Work Environment Each Nokia employee shares the responsibility for inclusiveness. We seek, respect, value, and benefit from differences. Inclusiveness is visible in management decisions and behavior, and in the way we relate to employees, customers, and business partners. Our relationships are based on mutual respect and awareness of individual differences.
Examples: Infosys
³We
see challenges as opportunities to create an inclusive work culture where everybody enthusiastically takes ownership for the future of the corporation and becomes a change agent in transforming the organization.´ - N.R.Narayana Murthy, Chief Mentor, Infosys
Diversity as most important assets : Success depends on collaborative distributed development model Vision : create an inclusive work place and leverage the power of diversity Core Values : C-LIFE
Winning Strategy: Managing Difference: Equal opportunity employer Recruitment and promotion policies are based on Meritocracy
Promotion of diversity and inclusivity through : ACTION A: Audit inclusivity and diversity level C: Create change agent T: Train the managers I: Initiate and implement alternative work models O : Organize and assist affinity group N : Network with external bodies to benchmark practices.
Bringing employees together through inclusion programs :
Infosys Women¶s Inclusivity Network( IWIN)
Infyability
Family Matter Network
Other communities: AAGN LGBT BGN(Black Googler network)
IBM
IBM Equal Opportunity Diversity Flexibility Culture
Challenges of Diverse Workforce
Communication Resistance to change Discrimination Stereotypes and preconceptions
Benefits
Increased adaptability Broader service range Variety of viewpoints More effective execution
Recommended Diversity In The Workplace Solutions Include
Ward off change resistance with inclusion. Foster an attitude of openness in your organization
Demonstrate the Following Behaviors
Learn the professional aspirations of all team members and support their efforts to achieve them. Create opportunities for highly talented employees to be exposed to leaders who may not otherwise interact with them. Create cross-functional teams Volunteer for community projects that teach tolerance, both directly and indirectly Delegate fairly
Actions that Make a Difference
Talk privately with each of your employees Ask your staff about their preferences Take your staff to lunch
Issues That Can Divide Us
Language Differences Differences in Values and Etiquette Tone of voice Clustering
Solutions to Culturally-Rooted Conflicts
Ask Questions Seeking Commonalities Do not project your own culture onto others Communicating Respect
Diversity Rules: How to Interact with Colleagues from Different Backgrounds
Don¶t make assumptions Be aware of formal versus informal work environments.
Thank You
