Cultural Diversity in an Organization - Managing, Reasons, Role of HR Personnel and Strategies, Process

This presentation talks about Cultural Diversity in an Organization, why it should be managed, the various reasons for Managing Cultural Diversity, Role of a HR personnel in Managing Cultural Diversity, Strategies adopted by them, the Process and Pros and Cons

1. Cultural diversity varun

2. Managing cultural diversity Cultural diversity means having a variety or a melange of human societies or cultures in a specific region, or in this context, in a workplace Each culture behaves in a way significant or in a way that denotes or identifies its presence All cultures have slightly different ways of operating, from ways of eating and drinking to ideas on meeting protocol and how to shake a colleague's hand.

3. Knowing how to deal with diversity is the key to a happy and cohesive workforce . Developing cultural competence results in an ability to  understand, communicate effectively interact with people across cultures work with varying cultural beliefs and schedules.

4. Reasons for managing cultural diversity Key to build international business success Help build international competencies Recognize differences among people Avoiding cultural conflicts Acquire the best talents irrespective of their cultural backgrounds Effective performance

5. ROLE OF Human resources

6. Components of a successful diversity program Proper training Executive level commitment Diversity council Accountability Evaluation and Measuring

7. Essentials for managing workplace diversity Communication Team building Time and QWL Right Environment Fairness Company policies and Rules

8. Strategies Gain senior leadership commitment Engage employees in the process Support local/community diversity groups Provide diversity training , not as the destination but as part of the journey Promote open communication and dialogue

9. Focus areas Awareness Attitude Knowledge Skills

10. Process Identifying what the current culture is and how it can be improved Implementing a coordinated ongoing effort Making a personal commitment Practicing what is being preached

11. measures TRADITIONAL EEO & AAP metrics (only in USA) Employee attitude surveys Cultural audits Focus groups Customer surveys Management & Employee evaluations

12. CONTEMPORARY / MODERN Demographic Analysis Organizational culture Accountability Productivity/ profitability Benchmarking

13. Benefits Increased adaptability Broader service range Variety of viewpoints More effective execution Better Performance Improved staff well being Lower risk of discrimination and harassment

14. More creative and innovative thinking Improved morale Global Impact Community Relationships Helps create a pool of talent Other benefits

15. CAVEATS Diverse Experience Communication Issues Integration Issues No growth for the business and the employee Cultural Resistance Discrimination

16. Increased Costs Civic Disengagement Work place issues Negative image Increased Hostility

17. “The Real Thing”-Coca-Cola Agrees to Pay $192.5 Million and make HR Policy Changes to settle suit (Race), California Bakery Workers Awarded $120 Million on Race Bias Claims First Union Bank Corp. agreed to pay $58.5 million to 239 employees at two banks it acquired in 1992-93 – age discrimination and based on color Texas University had to cough up $ 50 million as out of court settlement for discriminating an Asian Professor as against an American Professor for promotions and other benefits