Diversity Management

Diversity Management in OrganizationsVINIT GHOSHPursuing PhD , IIT

RaceAgeGenderEthnicityINDIVIDUALTHEORYGROUPTHEORYSOCIAL IDENTITYTHEORYORGANIZATIONTHEORYSOCIAL JUSTICESOCIAL DOMINANCE THEORYHow Diversity Emerges

Why Diversity Management is Needed in OrganizationsChange Organization structure Make Diversity management as an important performance criteria for Org and employee Training on racial sensitivity Creation of Diversity CouncilsStrong Anti-Discriminatory Laws

Some Diversity Management Initiatives in Organizations (India and Abroad)

Companies AbroadDiversity MeasuresCompanies in IndiaDiversity MeasuresAvon CorporationBlack and Hispanic managers substantial authority over inner-city marketsGenpactTheir target is to ensure that 50% of allAVP+ hires are to be women Toyota Dealership (Miami)Integrated cultural awareness through respect, targeted advertising, bilingual salespeople,and special events to break down barriers. Increased sales by 400% over six years; captured morethan 50% of the Miami Hispanic market (Kotkin, 1987).Dr. Reddys LabAlmost 13% of total recruits and 31% of campus hires werewomen in FY 10 (Sustainability report 2010Dr Reddy's).Inland Steel Moved people who brought different perspectives (women, Hispanics, Blacks) into key positionsat Ryerson Coil Processing. Ryerson became profitable for the first time in its historyWiprohas employed over 300people with disability and this year it enrolled disabled students into the Wipro Academy for Software Excellence.Further Wipro offered jobs to 6 deaf students on Feb 2, 2012,DupontAfrican American employees recently opened up promising new markets for its agricultural productsby focusing on African American farmersPepsiCo IndiaCreated a level playing field for HIV infected individuals as well byproviding them equal job opportunities as any normalindividual.

Diversity Measurement

Diversity Scales CriteriaDiversity Climate scale (Kossek and Zonia (1993) It measures value efforts to promote diversity, attitudes towards qualifications of racio-ethnic minorities, attitudes toward womens qualifications, department support for women, and department support for racio ethnic minorities. Organizational Diversity Inventory(ODI)

Hegarty and Dalton (1995)The five factors are (a) Existence of Discrimination, (b) Discrimination Against Specific Groups, (c) Managing Diversity, (d) Actions Regarding Minorities, and (e) Attitudes Toward ReligionAttitudes Toward Diversity Scale(ATDS)Montei et al. (1996)focuses on coworkers, supervisors, hiring and promotion decisions. Diversity Perception ScaleMor Barak et al. (1998)focuses on perceptions assuming that behaviour is driven by perceptions of reality. It focuses on personal and organizational dimensions in a diversity climate and it is convenient for determining the overall diversity environment.Positive Climate for Diversity ScaleHicksClarkeand Iles (2000) which includes questions on Policy Support (yes/no existence of diversity practices and policies) (6 items). Equity recognition comprised three scales: (a) Organizational Justice (8 items), (b) Support for Diversity (5 items), and (c) Recognition for Diversity (5 items) taken from Kossek and Zonia (1993). Diversity Climate ScaleMcKay et al. (2008)Scale items include I trust [theCompany] to treat me fairly, [The Company] maintains a diversity friendly work environment, [The Company] respects the views of people like me, and Top leaders demonstrate a visible commitment to diversity. These items reflect the equal and fair treatment, top leader support for diversity, and recognition of diverse perspectives facets of diversity climate

FutureMove beyond categorical thinking, towards holistic thinking: cultivating "diversity of thought" at business can boost innovation and creative problem-solving.Encouragement of "reverse mentoring" to get a mix of perspectives.Researches on diversity includes economical and political diversity dimensions.Indian firms focusing Diversity Management as not an offshoot of affirmative actions but much beyond.

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