shrm india - archived webinar - leveraging diversity in corporate india
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©SHRM 2010 1©SHRM 2010
16th December 2010
The Society for Human Resource Management (SHRM)
All materials are Copyrighted 2010 by Strategic Human Resources Management India, Pvt. Ltd. or Society for Human Resource
Management unless otherwise expressly noted. All rights expressly reserved.
Leveraging diversity in
Corporate India …
©SHRM 2010 2
Framework for discussion
• What is Diversity and Inclusion? Why does
it concern business?
• Managing diversity - challenges in
creating an inclusive workplace.
• What is the ROI on Diversity and
Inclusion?
• Trends in Diversity?
©SHRM 2010 3
What is Diversity?
©SHRM 2010 4
What is Diversity?
• Diversity is all the ways in which we are different
• Examples of these different characteristics:• age
• gender
• physical abilities
• beliefs
• socio-economic background
• physical appearance
• marital or family status
• gender identity; place of origin
• language(s) spoken
• sexual orientation
• any of the other zillion ways each of us is different from another
©SHRM 2010 5
Why must businesses be concerned with it?
©SHRM 2010 6
The business case
• The world is our market place.
• War for talent. Cannot ignore any employee
group.
• Creativity & Innovation. Most powerful
advantage
• Equal opportunity is a basic human rights
principle. Can have legal implications.
©SHRM 2010 7
What is “Managing” diversity?
©SHRM 2010 8
What IS “Managing” diversity?
Proactively and consciously
addressing differences to “enable”
effective relationships at work
Inclusion!
©SHRM 2010 9
What aresome challenges
in doing this?
©SHRM 2010 10
Challenges for Inclusion
• Stereotyping/Prejudices. Denial of equal
access
• New and creative policies and systems to
accommodate differential needs and
ensure equity
• Resistance to change. Reverse
discrimination?
©SHRM 2010 11
Interventions to Support D&I
• Audit where you are. Raise Awareness on
business case
• Create equitable and “psychologically safe”
workplaces.
• New and creative policies to accommodate
differential needs of employees (Mentoring programs, Flexibility, Networking groups, unique
needs of Gen Y, PWD, working parents, GLBT etc.)
• Strong and visible leadership support.
• Sustain the change!
©SHRM 2010 12
What is the ROI ?
©SHRM 2010 13
The cost of the “do nothing” option
• Strategic Business Costs• Decreased market reach/share. Poor customer service
• Lowered productivity, creativity and hence competitiveness
• Inability to attract and retain talent
• People Productivity Cost • Poor engagement and reduced “Psychological safety”.
• Reduced cooperation, absenteeism & turnover
• Manager time spent investigating, counseling & disciplining
• Legal and HR costs• Equal opportunity is a human rights issue. Legal
implications
• Costs for counsel, Settlement, Litigation, Compensation etc.
©SHRM 2010 14
Trends in Diversity
©SHRM 2010 15
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