Managing Diversity in a Global Business

Environment
Introduction to Diversity and inclusion
(Patrick and Kumar 2012)
(Anti Discrimination Commision Queensland 2016)
(Esty, Griffin and Hirsch 1995)
(Tully and Merchant 1999)
(Brazen 2016)
(Anderson and Metcalf 2003)
(Sammartino et al. 2002)
(Jackson, Joshi and Erhardt 2003)
(Tuckman and Jensen 1977)
CIPD
1. History Diversity management developed as a philosophy in the
late 1980s in North America with the publication of Workforce 2000,
a report indicating changing labor market demographics. Labor
market statistics show that the workforce of the twenty-first century
is becoming more and more diverse in terms of factors such as race
and ethnic origin, gender, age, sexual and political and religious
belief
2. Rising importance of equal opportunities policies for the successful
management of diverse and scarce human resources
3. The declining homogeneity in the workforce, it has become crucial
to develop equal opportunities and diversity management policies
to retain the sills of employees with diverse backgrounds in order to
protect their competitive position in the marketplace; Corporate
capital requires a multicultural, multinational management and
labour force; require quick responses and flexibility to cultural
contexts, both to meet consumers demands for products and
services.
4. To meet the challenges of new economy
- Definition
CIPD
1. Based on the traditional categories of race, ethnicity and gender to
the inclusion of a vast array of differences in age, sexual orientation,
disability, employment status, tenure, function, educational

2.
3.

4.
5.

background, lifestyle, religion, values and beliefs in addition to race,

ethnicity and gender.
Social
Category Diversity:
Differences in demographic
characteristics, such asage and race
Informational diversity: Diversity of background such as
knowledge, education, experience, tenure
and
functional
background
Value Diversity: Differences in personality and attitudes
(Anderson and Metcalf 2003)
The basic concept of managing diversity accepts that the workforce
consists of a diverse population of people consisting of visible and
non-visible differences including factors such as sex, age,
background, race, disability, personality and work style and is
founded on the premise that harnessing these differences will
create a productive environment in which everyone feels valued,
where all talents are fully utilized and in which organizational goas
are met. (Kandola and Fullerton 1998)
Theory and Models in Diversity

Tuckman Model
https://culcroopini.wordpress.com/2016/02/23/heme-2-thechallenges-of-managing-diverse-teams/
https://culcroopini.wordpress.com/2016/02/23/heme-2-thechallenges-of-managing-diverse-teams/

Benefits and Challenges of Diversity at Workplace

CIPD
1.
2.

The current business environment has 3 features:

Changing patterns of labour market demographics
The increasing globalization of business
Changing patterns of work organization, production and competition
Skills shortage, continuing economic growth, birth rate below
replacement level, low economic activity level for older workers,
import high skilled worker
3. The declining homogeneity in the workforce, it has become crucial
to develop equal opportunities and diversity management policies
to retain the sills of employees with diverse backgrounds in order to
protect their competitive position in the marketplace; Corporate
capital requires a multicultural, multinational management and
labour force; require quick responses and flexibility to cultural
contexts, both to meet consumers demands for products and
services.

4. Help it to be better in dealing with diverse cultures it operates and

implement strategies to improve market penetration and product
differentiation

Managing Diversity Successfully

What can be done by:
-Employer
CIPD
1. Appropriate culture changes are needed to create more and
comfortable environment where everyone fits on, feels valued and
can contribute their best
2. Develop sensitivity to cultural diversity
3. Implementation of proactive diversity management policies
-Employee
CIPD
1.

Case Examples
-Failed example
-Success example

Anderson, T. and Metcalf, H. (2003) Diversity: stacking up the evidence: a

review of knowledge. CIPD Publishing
Anti Discrimination Commision Queensland (2016) Diversity in the
Workspace. Australia. [Online] Available from:
<https://www.adcq.qld.gov.au/resources/for-employers/diversity-inthe-workplace> [8 November 2016]
Brazen (2016) A Brief History og Diversity in the Workplace. [Online]
Available from: <http://www.brazen.com/blog/recruiting-hr/a-briefhistory-of-diversity-in-the-workplace-infographic/> [8
November2016]
Esty, K. C., Griffin, R. and Hirsch, M. S. (1995) Workplace diversity. Adams
Media
Jackson, S. E., Joshi, A. and Erhardt, N. L. (2003) 'Recent research on team
and organizational diversity: SWOT analysis and implications',
Journal of management, 29(6), 801-830
Patrick, H. A. and Kumar, V. R. (2012) 'Managing Workplace Diversity',
Sage Open, 2(2), 2158244012444615
Sammartino, A., OFlynn, J., Nicholas, S., Immigration, A. D. o.,
Multicultural, Affairs, I. and Business, A. C. f. I. (2002) 'The
Innovation and Learning Advantage from Diversity: a Business
Model for Diversity Management', Australian Centre For
International Business,

Tuckman, B. W. and Jensen, M. A. C. (1977) 'Stages of small-group

development revisited', Group & Organization Management, 2(4),
419-427
Tully, P. F. and Merchant, J. E. (1999) 'The potential effect of cultural
differences in a culturally diverse work environment', Air Force
Journal of Logistics, 23(2), 22