Abstract The relevance of sales personnel in any organization has forever been unquestioned as they deliver the ultimate quality of buying experience to the end consumer. Unfortunately though, their position is still devoid of respect that it on an average deserves.
Managing Workforce Diversity Introduction We live in times when global corporations and their reach across the world bring benefits in terms of innovative HR policies as well as challenges in terms of managing the workforce are concerned.
The rise of such corporations means that the workforce is composed of diverse races and ethnicities. Further, the issue of gender diversity in terms of more women participating in the workforce has been a trend that has accelerated in the last two decades in India and much Managing sales workforce diversity in the developed countries.
This article looks at the reasons for managing workforce diversity and the issues that such management brings to the fore. Why is Management of Diversity Important?
When an organization has people of different ethnicities and a greater proportion of women than the industry average, naturally the question arises as to how to reconcile the differences between these employees without causing too much friction in everyday interactions.
Managing diversity is important as otherwise the performance of the organization takes a hit and worse, there can be possible lawsuits and legal tangles from disaffected employees who feel aggrieved because of instances of discrimination and harassment based on their ethnicity or gender.
Issues in Managing Diversity One of the central issues in managing diversity is to do with the majority and the minority perspective. Usually, it is the case in organizations that there is a predominant majority of a particular race or ethnicity and various others in minority groups. And considering that the most pressing issue in managing diversity arises out of the treatment of women, we get a sense of the issues of race and gender as the primary drivers in managing diversity.
In recent times, these issues have come to the forefront of the debate because of greater awareness among the minority groups about their rights as well as stricter enforcement of laws and regulations that govern workplace behavior.
Hence, it is in the interest of the management of any firm to sensitize their workforce towards race and gender issues and ensure that the workplace is free of discrimination against minority groups as well as women.
Gender Sensitization We have devoted a separate section on gender sensitization because when compared to other issues in managing diversity, this is the most pressing issue because of the preponderance of women in the workforce as well as recent trends that point to the emergence of this single issue as the dominant issue that is taking the mind space of managers.
The worrying aspect about this issue is that despite policies and rules governing gender specific issues in most organizations, there is little evidence to show that they are being followed. Hence, what is needed is a mindset change rather than more policies and this can only be done if the workforce is sensitized to the needs of women.
Hence, the onus is on the management, senior and middle, to ensure that they follow the norms that is required of them.Wonolo powers the frontline workforce.
Fill hourly or daily jobs in minutes with our on-demand staffing platform. Sign up for free & post jobs today! workforce diversity 1.
Work Force Diversity 2. Definition.. “Workforce diversity is a workforce consisting of a broad mix of workers from different racial and ethnic background of different ages and genders, and of different domestic and national cultures.” 3.
“It gives them a better chance of success,” Binder says.
“At Compass, we've got a diversity council, a senior manager of diversity, and we have support right from the top, right from the get-go. It's a core value for us." Hiring and managing employees from different cultural backgrounds is challenging, and yet rewarding, Binder says.
• Human diversity,characterized by our employees’physical differences, personal preferences, or life experiences. • Cultural diversity, characterized by different beliefs, values, and personal characteristics.
|You are here||But now the companies that embrace employees from different cultural backgrounds, perspectives, experiences — and even countries — are better positioned to succeed in the economy of the 21st century.|
|SPARK Powered by ADP®||In this series of workplace diversity articles, you will find 7 steps that can be taken in any organization in order to foster an environment of inclusiveness and diversity. We all want to feel safe, secure, and welcome at work.|
|Jordan Birnbaum||At Pfizer, colleagues of diverse backgrounds and abilities contribute unique viewpoints and perspectives to all aspects of the business, from drug development to marketing. Diverse teams are more collaborative, more accepting of difference, and more apt to embody balance between prudence and risk-taking.|
|Subscribe to read | Financial Times||Losing talent because of a lack of promotional opportunities? Generational stereotypes obstructing communication and productivity?|
• Systems diversity, characterized by the organizational structure and management systems in . Promote diversity in the workplace through diversity conferences and seminars.
Extensive web resources for cultural diversity, discrimination, creating inclusion, and more. The program below lists all conference program torosgazete.com more information about additional conference activities, please visit the Networking Functions, Master Classes, Financial Forum, Social Tours, Technical Tours and Young Professionals Program..
Further information about IGU Events at WGC including the Presidents Dinner and Council Sessions can be found here.