Diversity Initiatives and Business Outcomes

Basics of Human Resource Management Module 4

• Diversity is understood as the variety of differences and similarities amongst individuals, groups, teams, organizations and society.
• Diversity encompasses various perspectives and approaches brought by different identity groups in a company.
• Inclusion is a universal human right. Its aim is to embrace all people, regardless of race, gender, disability, medical conditions, or other needs.
• Inclusion involves equal access, opportunities, and removing discrimination and intolerance.
• Diversity management is voluntary organizational actions to promote inclusivity. It involves policies and programs to increase the representation and participation of diverse backgrounds.
• No form of discrimination should be tolerated based on ethnic origin, race, skin color, religion, gender, sexual orientation or age.
• Diversity management aims to exploit the potential and resources of a diverse workforce, which includes people of various ethnic origins, religions, genders, sexual orientations, disabilities and other characteristics.

Historical Development

• 1960s-1970s: Emergence of a more dogmatic approach against minorities and discrimination as a result of oppression.
• 1960s-1970s: Increased recruitment from 'identity' groups (e.g., women, people of color, disabled).
• 1960s-1970s: The 'We-are-all-the-same' syndrome. Politically correct actions but not necessarily conviction.
• 1980s-1990s: Reversal: differences acknowledged and partial celebration. Access to new markets through differentiation. Use of market/brand potential.
• 2000s-Present: Paradigm shift: integration, mutual appreciation, and equal opportunities are the primary focus. Recruitment of diverse employees and exploiting those diverse skills and competences. Experiences valued.

The Business Case for Diversity

• Societal, cultural, qualitative and quantitative changes are causing companies to more actively acknowledge differences.
• Companies are leveraging diversity for systematic improvements.

Examples of Diversity

• Men and Women in Management: The proportion of women in management is increasing but varies across industries, companies, and management levels.
• Student Mobility in Europe: The number of students studying abroad is increasing as they experience varied cultures.
• Population with Migration Background: The proportion of the population with a migration background in Austria is increasing, especially amongst younger populations. Diverse, culturally diverse customers and employees are a factor to consider.
• Religious Diversity: The proportion of members within the major Christian religious communities is steadily decreasing; increased variety of religions and beliefs.

"Push" and "Pull" Factors

• "Push" factors: societal, cultural, qualitative and quantitative changes forcing companies to acknowledge differences and leverage diversity systematically.
• "Pull" factors: benefits and improvements companies and non-profit organizations may expect from diversity management.

Diversity and Inclusion as Necessity

• EU Directives, Market, Client Structure, Consumer Behaviour, Client relations, Sales, Legislation, Demographics, Culture, Relationship, Contracts, Workers participation, New Hires, Employees, Attitudes & Values, Employee Relations, Productivity.
• Companies need to streamline and accommodate diversity.

Core Diversity Dimensions

• Age
• Gender (social and biological)
• Ethnic-cultural diversity ("race")
• Religion
• Sexual preferences (heterosexual, homosexual, bisexual, asexual, etc.)
• Disability (physical and mental)

Legal Foundations

• The European Union promotes equality and positive action policies.
• Legislation across Europe strengthens protections against discrimination in the labor market.
• Some countries have implemented affirmative action programs (e.g., quotas).

Objectives of Diversity Management

• (I) Elimination of societal inequality and socio-cultural discrimination. Benefit from individual and group differences as well as the cooperation of various communities, especially taking disadvantaged and marginalized groups into account. Collaboration across national boundaries.
• (II) Diversity at all employment levels - reflecting the population of the company, cultural awareness, and performance leading to innovation and meeting customer needs; also creating a competitive advantage from being diverse.
• Performance Organization ensures various talents and experiences contribute to business operations.

How Diversity is Successfully Implemented

• Business Context (Understanding & Defining Diversity), Implementation Strategies (Mainstreaming Diversity, Introducing Diversity), Process-Management (Organisation & Measuring Progress), Business Case.

Basics of Implementation

• Business-Context (Connection diversity & core business).
• Understanding Diversity (definitions and paradigms).
• Diversity Goals (Overall goal and concrete objectives).
• Diversity Analysis (Workplace, external diversity analysis of markets, customers, position).
• Strategy Design (Identification of effective approaches with corporate culture, promoters/resistance, emotions, and fears).
• Process Management (Organisation & Measuring Progress).

Diversity in Leadership

• Implementation of diversity is part of leadership, and should be a priority for everyone. Topics include Mainstreaming Diversity, Introducing Diversity, Corporate Communication, HR Management, Marketing & CRM, Top-down & Bottom-up approaches.

Diversity Mainstreaming (1/2)

• Corporate Communication
• Internal Communication (Topics, Corporate Imaging, Rules of language).

Diversity Mainstreaming (2/2)

• Recruiting (Job descriptions, Job posting, Employer image, Selection Criteria).
• People Development (Career management, Training, and further education).
• Employment (Workplace, Work Time, Compensation and Benefits).

Basic Thoughts on HR Diversity

• Examine the entire employee life-cycle (employee approaches, selection process, appreciated values, basis for promotions, and ensuring promising talent gains necessary experience).

Diversity in Recruiting Process

• Age discrimination is a significant problem.
• Enhance accessibility to everyone in job postings and relevant information in general.
• Using inclusive language and wording in job advertisements.
• Being mindful of unconscious bias in requirement profiles and family planning.

Diversity in Marketing

• Analyzing specific and diverse aspects of how company messaging is conveyed to the target consumer audience using images, slogans, etc in the marketing field.

Living Diversity: Respecting Idividuality

• Awareness of ones own cultural preferences, attitudes, and values.
• Awareness of cultural norms and taboos.
• Awareness of cultural differences.
• Respecting individuality.

Other Content

• Unconscious Bias: Biases are social stereotypes; tendency to categorize social worlds and are often incompatible with conscious values.
• How to Reduce Biases: Steps to reduce bias in evaluation of people, during selection, etc.
• The Diversity Wheel: A diagram showing different aspects of diversity including external and internal aspects to use for context.
• Exercise: How often are people placed into boxes?

Explore the crucial aspects and outcomes of diversity in the workplace. This quiz examines the paradigm shift in diversity from the year 2000 to today, the advantages of diverse recruitment, and effective strategies for managing inclusivity. Test your knowledge on how diversity initiatives impact business performance and the importance of managing unconscious bias.