1. The state or fact of being diverse; difference; unlikeness. 2. Variety; multiformity. 3. a point of difference.

Work:-Exertion or effort directed to produce or accomplish something.

Work Diversity :-

It is defined as: “the variation of social and cultural identities among people existing together in a defined employment or market setting”.

Diversity:-

Work Diversity

Diversity can include the personal attributes that we normally think of, such as race, gender, age, religious and political affiliation, and sexual orientation. However, diversity in the workplace also includes other attributes, such as educational attainment, working style, cognitive ability, geographical location and socioeconomic issues. Becoming aware of these attributes and respecting the difference between you and your employees can be challenging, but also rewarding

DIVERSITY IN WORK

Cornell University explains that diversity is "about learning from others who are not the same, about dignity and respect for all, and about creating workplace environments and practices that encourage learning from others and capture the advantage of diverse perspectives."

DIVERSITY

Gender

Racial Religion

Generational

Regional

Cultural Coworkers Positional

Relational

When multiple personalities are combined in a workplace team environment, diversity is inevitablePeople are like thumbprints: no two are exactly the same

Interpersonal compatibility, and strong team relationship.

Driven by the different types of positions

Women are increasingly breaking into male-dominated industries.

four different generations present in the workplace: the Veterans, Baby Boomers, Gen Xers, and Millenials

Similarity leads to linking and attraction

Theories of work diversity

Information decision making theory

Social categorisation theory

Diversity leads to a better task relevant process and decision makingoriginal practices used to effectively manage diversity:

1.Include/exclude2.Deny3.Assimilate4.Supress5.Isolate6.Tolerate7.Build relationship8.Foster mutual adaptation

Sony actively utilizes and nurtures the diverse characteristics and ideas of employees in each region.

Gender

In 2005, Sony Corporation launched DIVI@Sony in Japan as a part of Sony's effort to provide career support for female employees .

In USA Sony introduced a new mentoring program WAVE (Woman of Action, Vision and Empowerment)-Women’s forum

GenderEmploying Individuals with disabilitiesEmploying Senior Citizens

In Europe, Sony is also actively promoting the careers of female employees through work practices.

It is also a rendering it’s support for Women in Business, a project of the Japan Institute of Workers' Evolution. 

Female Employees and Female Employees in Management Positions by Region

05 06 07 08 09

JAPAN 30% 29% 25.6% 24.8% 24.8%

US 37% 38% 38.6% 37.8% 38.2%

EUROPE 36.0% 38% 39.3% 40.3% 42.3%

Employing Individuals with Disabilities

Japanese law requires of the workforce of companies of that individuals with disabilities constitute at least 1.8% a certain size. In fiscal year 2008, Sony Corporation employed 339 employees with disabilities, representing 2.22% of its workforce, well above its legal obligation. 

Sony Corporation has realized a system under which such individuals can work in either part-time or full-time positions at domestic Sony Group locations.  Sony also offers a variety of life design-related training programs aimed at supporting the efforts of its employees to formulate and fulfill an increasingly wide variety of life plans after retirement.

Employing Senior Citizens

Infosys and its subsidiaries have 114,822 employees as on June 30, 2010Infosys strives to employ people representing the widest possible variety to reflect the diversity of world it serves.

Infosys

•Women constitute more than 32% of the workforce.

•Infosys Women Inclusivity Network (IWIN) promotes a gender-sensitive work environment.

De-emphasize the differences. The unique advantages of every minority become a part of the Infosys core values...”

• Hire and train persons with disabilities. In 2006 and 2007, Infosys BPO : Helen Keller award.

• N R Narayana Murthy launched SPARK Guru: "For Infosys, diversity in talent is not an optionbut is a critical success factor to win in the Flat World”.

•SPARK :IT industry into the classroom promoting gender-sensitivity to create a barrier-free work environment.

Audit Inclusivity and Diversity Level Create Change Agent Train The Mangers Initiate and Implement Alternate Work Models Organize and Assist Affinity Groups Network with External Bodies to Benchmark Practices

ACTION

Family Matters Network

Infyability

GENERAL MOTORS

The Loden & Rosener Diversity Dimension model

Internal circle of dimensions represents the primary dimensions

The outer circle of dimensions are secondary dimensions of diversity.

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