Therefore diversity comes into play at different levels in broader context of its outer levels. Other diversity challenges in India may include a resistance towards hiring from socially backward sections or freshers not too adept at English language communication.
Not many show the foresight of looking ahead to cultivate an organisational fabric that cherishes diversity as the hallmark of its culture. Workplaces may also do well to devise policies that allow incorporation of experienced senior citizens and home makers in part time work arrangements that are mutually beneficial.
Managing discrimination is challenging. While there is no universally accepted guideline to this issue, India Inc can take it on to be sensitized and gain insights by first-hand study and experience-sharing of business environments.
In India, currently very few organisations make a deliberate and concerted policy effort to imbibe these values into their blood.
Cultural predispositions often make the workforce feel that new ideas inhibit progress. Mandate that all workers treat their peers respectfully and announce that any rude behavior will subject the offender to disciplinary measures. For a new policy to be sustainable, every employee has to be responsible for it.
As discussed above, new ideas spawn resistance. Negative attitudes and behaviors in the workplace include prejudice, stereotyping, and discrimination, which should never be used by management for hiring, retention, and termination practices could lead to costly litigation.
How to crack the civil service workplace diversity With a lot of human movement taking place around the world, issues of migration, assimilation, adaptation and the politics associated with them is being discussed vociferously in world forums.
Even as the world is graying, India is getting younger. Non-involvement of workforce is another issue. Every merger brings restructuring in its wake. But there is another aspect that human resource managers in India need to wake up to: A change in policy or approach always brings in some amount of discomfort among the employees, some of whom may feel that the new policy unnecessarily favours a small segment minority of people.
Proactive tolerance needs to be practiced. Combating Discrimination While a business leader may try to develop a diversity program to build team spirit and morale, there may be instances where certain employees still have conflicts.
The diversity that people of multiple origins bring to an organisation is immensely enriching. Demand conditions like quality and volume of demand for the industry output, iii.
A merger looks for a match on levels of Knowledge —skills — attitude for fit. Civil service as a career: What business leaders have come to realize is that in growing diversity programs to celebrate one group, there is the risk of offending another.
It respects competencies and knowledge and not so much authority that simply comes with age or position. Diversity management benefits associates by creating a fair and safe environment where everyone has access to opportunities and challenges.
New employees learn from the examples set by their seniors. Not just race, colour, gender, caste or sexual preferences, even individual personality traits add to the diversity of an organisation.
Diversity and inclusiveness have to be built into the very culture of various organisations for them to become truly equal opportunity employers. Positive changes will increase work performance and customer service.
Quote Diversity and inclusion have been steadily gaining traction in corporate India in recent years. Some employees will be more adventurous, and advocate risk taking, while others may be more cautious and may suggest safer routes. Forget sexual minorities or physically different people, we still have very less representation of women in our workforce, particularly at senior levels of organisations.
This document is designed to help managers effectively manage diverse workforces. At the Individual level it is required to balance individuals who have diverse needs with regard to motivation and approach towards work.
Many may fail to understand the long-term implications of such policy changes, requiring discussion and convincing. A generational difference adds another layer of complexity. While downsizing may not be necessary in all cases, a certain turbulence and churn is created in the organization, impacting individuals in terms of their job security.
The culture of an organisation is reflected in the approach of all employees, and this more effectively flows from the top to the bottom. The amalgamation provides a wonderful cauldron from where new ideas and systems will originate.
Tolerate the differences iii. The vision, mission and values of the two merging organizations requires alignment to have clarity on the core objective and purpose of the Indian Multinational and the way the objectives are to be achieved.
We can manage restructuring by blending human concern with corporate objectives. Working and living in a culturally diverse place is always enriching for individual employees, and it stimulates thinking and ideation process.As the importance of diversity in the organizational context has increased manifold, most organizations would like to research on diversity–organizational culture linkage, its effect on diversity openness, and between diversity and performance both at individual and organizational levels.
The study concludes that successfully managing diversity can lead to more committed, better satisfied, better performing employees and potentially better financial performance for an organization.
Managing Workplace Diversity: Issues and Challenges - Harold Andrew Patrick, Vincent Raj Kumar, Workplace diversity in the Indian setting: Baby steps in process The definition of what diversity comprises for a place often varies from context to context. Organisations in different nations have different diversity challenges to moot.
As India's workforce grows younger, there is an increasing emphasis on the importance of effectively managing workers from different generations.
Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools 1. Kelli Green, Mayra López, Allen Wysocki, Managing diversity is a significant organizational challenge, so managerial skills must adapt to accommodate a multicultural work environment.
There are challenges to managing a diverse work population. This provoking question leads us to the topic, “Managing Diversity: The Challenges Faced By India Inc.” A key distinguisher and common asset, knowledge is of importance. The healthy diversity along with a huge population does India an opportunity to grow fast.Download