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Diversity Management plays a major concern in any organization, while valuing diversity comes with top priority in all aspects of operation. An organization was able to manage the employee diversity to gain a competitive advantage with increasing diversity of the world labor force.
Among all the diversity policies, employee diversity will be in the first place and organizations was able to achieve the competitive advantage with the best understand and use of employee diversity. In employee diversity policy, the managers will consider various elements of an employee in order to maintain the policy successfully such as types of personalities, values and attitudes of employees, their family issue, and demographic trends. One of the key strategies for employee diversity management is training, which is of two types awareness based and skill based diversity training.
Diversity management is defined and is used as the strategy that is intended to foster and maintain the positive workplace environment. Now, diversity is used as the code word for black and also includes Latinos, Asians, American Indians, people of mixed racial heritage, women, lesbian, gay, bisexual, transgender people, people with disabilities, people of different generations, people of varying religious groups and immigrants. Diversity management was initiated by Human Resources professionals and managed by department heads and supervisors. The main aim of this diversity management style was to encourage the work place comfort for the employee and develop an appreciation for differences in race, gender, background, sexual orientation or any other factors which cannot be shared by the same area working group of a company.
The principle of diversity management is simple and is to retain the sense of values and ethics of the individuals. Diversity management helps people to recognize that everyone is alike. This policy encourages the fact to accept the diverse interests, diverse values, and diverse physical and emotional characteristics present in the office environment. Diversity management policies do not hamper productivity or create conflict, but will function as helpful attributes that promote the attainment of the goals and objectives of the department. Diversity Management can be used in different types of working environments and can be adopted with different types of management styles.
Diversity management is defined as the most applicable and useful strategy to foster and maintain a positive workplace environment. The basic goal of this policy is to encourage the employee comfort in the workplace in the form of management style. The organization was able to achieve the competitive advantage with the best understanding about the diversity management policy. Diversity Management will encourage people to recognize that every one is not alike while maintaining there own sense of values and ethics. Diversity management policy will make employees to accept that there are various aspects which differ in the individuals in the office atmosphere. But, this diversity management will not hamper the annual production of the organization, but will increase the goals and objectives of the respective departments. Also diversity management can be used to many different types of working environments and can also be used in different types of management styles. The simple concept of diversity management is to promote recognition and accept the diversity among employees which will help the employees to convert the hostile workplace environment into a welcoming atmosphere with which people can freely communicate and support with the job tasks. For example, with the help of diversity management, UK government was able to create equal opportunities in the UK public sector. With the help of diversity management policies and with the use of Equal Pay Act and Sex Discrimination Act, UK Government was able to create equal opportunities for both genders in the public sector.
Diversity Management is the best approach to maintain and manage the diversity of the organization and to achieve the tasks for the individual department. As with the help of diversity management it is possible to maintain the healthy atmosphere among the employees and this will not hamper the production of the organization. As known, the diversity management will drive employee engagement across all the groups, regardless of the race, ethnicity, gender, age, sexual orientation, disability and religion. DiversityInc is one of the organizations which have collected data from more then 500 companies and the analysis of this data is as below.
Twenty-eight percent of chief diversity officers report directly to their CEOs, compared to 18 percent in 2005.
Eighty-six percent of companies offer training and mentoring to minority-and-women-owned suppliers, compared to 42 percent in 2005.
According to the catalyst, an US-based nonprofit research and advisory organization for women's advancement in business, has been tracking women board directors in the fortune 500 listed companies and the analysis report is as below.
In 1993, 69 percent of fortune 500 companies have one woman director; this has increased to 87 percent in 2001.
Studies have found that the following percent of women are in the lead positions from various organizations among the world:
A high of 52 percent of largest companies in Canada are having women as the lead position with least 3 percent in Japan. Even the percentage was 12.4 when it comes to US companies and in that 45 percent with more then one women as board member and 6 percent have more then one quarter of their board seats held by women. When it comes to Australia, 10.7 percent of all board seats are held by women, 5.5 percent in UK, which represents that women are still struggling to get to the high board roles. According to the case study of the Australian Local Government Women's Association (ALGWA) which was conducted to check and question the efficacy of women-only networks represented that women was not able to represent the senior positions of any organization when compared to the opposite gender one in the senior positions.
With the help of decision making programs, some organizations were able to increase the strength of women manager positions. The best organization to use for explaining this is the UK public sector. With the help of diversity management policies and with the help of decision making techniques, the UK government was able to create equal opportunities for both genders in the UK public sector. With the help of the below government Act's, which are taken as the decision making programs, UK government was able to create equal opportunities for both the gender.
Equal Pay Act 1970
Sex Discrimination Act 1975 (SDA)
Race Relations Act 1976 (RRA)
Disability Discrimination Act 1995 (DDA)
This entire Act's are used by the UK government to deal with services and employments. With the help of these Act's, the UK government was not only able to increase the managerial positions for women, but was also able to increase the employment opportunities from ethnic minorities.
With the help of diversity management, some organizations were able to increase the productivity, but some organizations were not able to improve the productivity. The analyses for increase in productivity for some organizations with women in the lead role are as below:
The average revenues for 2000 of the Long Island-based companies were $578.8 million (from the analysis of catalyst), with a range of $15.3 million to $13.4 million. But, when considered only 1000 companies have made 12 percent of the amount. When these organizations were excluded, the average dropped to $175.6 million. The major industries which are represented in the divisions are as below:
Manufacturing (44 percent)
Finance, insurance, and real estate (20 percent)
Services (13 percent)
Wholesale trade (12 percent)
Retail trade (7 percent)
Transportation, communications, electric, gas and sanitary (3 percent)
Public administration (1 percent)
For all the above industries, women filled 4.4 percent of the board seats and 28 percent of the companies have at least one women director and three companies had more then one woman director.
With the help of diversity management, there was an increased opportunity for women in managerial positions, but when compared the statistics about the productivity there is no much effect compared to previous. But with the help of diversity management policies, the organizations were able to improve the related department goals and objectives.
The final conclusion from the above study is, the diversity management helped women as the carrier to move them to the managerial positions, but the growth of women in managerial positions was in less percent. With the help of diversity management policies and with the help of some other Act's, some government sectors was able to increase the opportunities for women in public sector, but the productivity related to those fields was not much when compared with the previous statistics. The same is applicable for the private organizations, which has women in the main lead managerial position as the productivity was less when compared to the previous statistics. The percentage of success for the organizations with women in lead managerial position is less according to the statistics.