MANAGING DIVERSITY CHALLENGES FOR INDIA INC.

Anurag Gautam Priyanka Srivastava Gaurav Sedwal

A BRIEF OUTLINE
DIVERSITY IS VARIETY OF DIFFERENCES DIVERSITIES TYPES AT WORK PLACE HOW DIVERSITY INITIATIVE GAINED MOMENTUM WHOSE RESPONSIBILITY IS IT? IMPACT OF DIVERSITY AT WORKPLACE: CHALLENGE TO THE ORGANIZATION THE POSITIVE BENEFITS OF MANAGING DIVERSITY THE NEGATIVE OUTCOMES OF FAILING TO MANAGE WORKFORCE DIVERSITY WHY PAST EFFORTS HAVE FAILED? MANAGING DIVERSITY: TO LEVERAGE FROM IT & NOT JUST DO WITH IT CASE STUDIES-SOME ILLUSTRATIONS EMPLOYEES OPINION LEVERAGING DIVERSITY TO FURTHER COMPANYS PROSPECTS

DIVERSITY IS VARIETY OF DIFFERENCES

Diversity is the variation of social and cultural identities among people existing together in a defined employment or market setting

DIVERSITY IS VARIETY OF DIFFERENCES

As a characteristic of work groups, diversity creates challenges and opportunities that are not present in homogeneous work groups.

DIVERSITY IS VARIETY OF DIFFERENCES

Workplace diversity is a people issue, focused on the differences and similarities that people bring to an organization. It is usually defined broadly to include dimensions beyond those specified legally in equal opportunity and affirmative action nondiscrimination statutes.

DIVERSITY TYPES AT WORKPLACES

Sources of individual variations can be grouped into two broad categories: 1) those over which we have little or no control, 2) those over which we have more control

DIVERSITY TYPES AT WORKPLACES

HOW DIVERSITY INITIATIVE GAINED MOMENTUM

Diversity management developed as a philosophy in the late 1980s in North America with the publication of Workforce 2000 In the 1990s, the concept gained popularity as a new management approach in the UK

WHOSE RESPONSIBILITY IS IT?

Where the Diversity Initiative is housed in organizations depends upon the structure of the organization itself

IMPACT OF DIVERSITY AT WORKPLACE: OPPORTUNITIES AND CHALLENGES TO THE ORGANIZATION

INCREASING DIVERSITY PRESENTS A DOUBLE-EDGED SWORD; HENCE THE CHALLENGE OF MANAGING DIVERSITY IS TO CREATE CONDITIONS THAT MINIMIZE ITS POTENTIAL TO BE A PERFORMANCE BARRIER WHILE

MAXIMIZING ITS POTENTIAL TO ENHANCE ORGANIZATIONAL

PERFORMANCE.

THE POSITIVE IMPACT

DIVERSITY ENHANCES CUSTOMER RELATIONS AND INCREASES MARKET SHARE
DIVERSITY ENHANCES EMPLOYEE RELATIONS AND REDUCES THE COST OF LABOUR DIVERSITY IMPROVES WORKFORCE QUALITY AND PERFORMANCE IN TERMS OF DIVERSE SKILLS, CREATIVITY, PROBLEM-SOLVING AND FLEXIBILITY

THE NEGATIVE IMPACT

WORKFORCE DIVERSITY ISNT A COMPETITIVE ORGANIZATIONAL STRENGTH UNLESS ITS

EFFECTIVELY MANAGED. JUST HAVING DIVERSITY

DOES NOT BY ITSELF GUARANTEE GREATER BUSINESS

SUCCESS NOR DOES IT GUARANTEE QUALITATIVE SOCIAL AND

CREATIVITY IMPROVEMENTS.

THE NEGATIVE IMPACT

DIVERSITY IN GENDER, RACE OR AGE MAY LEAD TO HIGHER TURNOVER RATES. DIVERSITY MAY CREATE DISCOMFORT FOR INDIVIDUAL MEMBERS OF A WORKFORCE AND RESULT IN LOWER ORGANIZATIONAL INTEGRATION AND ATTACHMENT. EVEN IF DIVERSITY FOSTERS BETTER PERFORMANCE, THE COSTS OF COORDINATING DIVERSE WORKFORCES CAN IMPEDE ITS ADVANTAGES DIVERSITY CAN CREATE INTERNAL PROCESSES THAT SLOW DECISION MAKING AND KEEP MEMBERS FROM CONCENTRATING ON THE TASK.

WHY PAST EFFORTS HAVE FAILED

FAILURE TO EMBRACE DIVERSITY SUCCESSFULLY

WRONG APPROACH
MISUNDERSTANDING OF THE LEARNING CURVE

MEASURING DIVERSITY
COLLECT BASELINE DATA :
COLLECTING EXISTING ORGANIZATION DATA EEO COMPLAINTS AND GRIEVANCES TURNOVERS AND ABSENTEEISM STATISTICS ATTRITION RATES

MEASURING DIVERSITY

EXISTING EMPLOYEE SATISFACTION SURVEY RESULTS

DIVERSITY SURVEY RANDOM OR ALL EMPLOYEES

FOCUS GROUPS

MANAGING DIVERSITY: TO LEVERAGE FROM IT & NOT JUST DO WITH IT

Get executive commitment
Having commitment from the top sends a very clear message about the seriousness and business relevance of diversity

Articulate the desired outcomes

Be specific about how support and commitment are to be shown and from who it is expected.

Assess the climate, needs and issues at your organization

Collect information from employees about their perception of diversity
issues, also collect information to determine where your organization is on the diversity continuum.

MANAGING DIVERSITY: TO LEVERAGE FROM IT & NOT JUST DO WITH IT

CREATE AND MAINTAIN OPEN CHANNELS OF COMMUNICATION
WITH EMPLOYEES AT THE LAUNCH OF THE DIVERSITY INITIATIVE AND THROUGHOUT THE PROCESS.

CONSIDER THE FORMATION OF A DIVERSITY TASKFORCE

THIS TEAM CAN HELP ANALYZE ASSESSMENT DATA AND MAKE RECOMMENDATIONS TO TOP MANAGEMENT.

DEVELOP A MECHANISM FOR DEALING WITH SYSTEMIC CHANGES AND PROCEDURAL PROBLEMS
OBSTACLES AND PROBLEMS MUST BE ADDRESSED IN ORDER FOR A DIVERSITY INITIATIVE TO SUCCEED.

MANAGING DIVERSITY: TO LEVERAGE FROM IT & NOT JUST DO WITH IT

DESIGN RELEVANT, INTERACTIVE APPLICABLE TRAINING
EFFECTIVE TRAINING WILL INCREASE AWARENESS AND UNDERSTANDING ABOUT DIVERSITY AND WILL DEVELOP CONCRETE SKILLS THAT EMPLOYEES CAN USE TO DEAL WITH WORKPLACE DIVERSITY,ITS IMPLEMENTATIONS & ITS EFFECTS.

EVALUATE & MEASURE EACH COMPONENT OF YOUR DIVERSITY INITIATIVE.

EVALUATE THE RESULTS OF YOUR INITIATIVE AND MEASURE PROGRESS. SET MEASURABLE CRITERIA AND DETERMINE WHAT YOU WOULD LIKE TO ACCOMPLISH AND HOW YOU WILL GATHER THE DATA .

ENSURE INTEGRATION AND ACCOUNTABILITY.

INTEGRATE YOUR DIVERSITY EFFORTS INTO THE CULTURE OF THE ORGANIZATION AND HOLD SENIOR MANAGEMENT ACCOUNTABLE FOR PUSHING DIVERSITY DOWN INTO THE ORGANIZATION. THIS STEP WILL MAKE DIVERSITY AN INTEGRAL PART OF THE ORGANIZATION, ITS OPERATIONS, SYSTEMS AND POLICIES.

EMPLOYEES OPINION SURVEY

Objective:
- Examine perceptions in relation to Managing Diversity at the workplace. - Identify issues that need to be addressed

Methodology:
Employees from our Project: Vindhyachal Super Thermal Power Project as well as from other projects, across various levels participated in the survey

EMPLOYEES OPINION SURVEY

Response Rate:
The questionnaire was distributed to an employee strength of n = 250 of our project and employee strength of n = 100 of other projects of NTPC. A total of 142 employees from the project and 47 employees responded to the questionnaire from other projects, thus providing a response rate of 56.8% for local employees and 47% for employees from other projects.

BACKGROUND INFORMATION OF RESPONDENTS

GENDER(% N)

MALE
93.6% LENGTH OF SERVICE( % N) Less than 1 year 13.7% O&M 60.3% Disability (% of n) Yes 3.1%(6) 1 to 10 years 33.8%

FEMALE
6.4% 10 to 20 years 35.9% Non-O&M 39.7% No 96.9%(183) 20+ years 16.4%

Department (% of n)

PERSONAL OPINION
PERSONAL OPINION

NT PC w ould be a better place if it assimilated into one culture.

S ome groups are more suited for or talented at certain jobs.

Workforce diversity is under-represented at higher levels of the organization.

People should leave their differences at home and confirm to organizational standards at w ork.

Diversity brings creativity and energy to w orkgroup.

20

40 %

60

80

100

Disagree/ No

Agree/ Yes

Not Related/ Don't Know/ Can't Say

TRAINING AND DEVELOPMENT

TRAINING & DEVELOPMENT

I have actively sought training and development opportunities There is fair and equal access to training and development opportunities for all employees. The organization would benefit from the provision of training on managing diversitiy/equal opportunities

20

40 %

60

80

100

Disagree/ No

Agree/ Yes

Not Related/ Don't Know/ Can't Say

HUMAN RESOURCES PROCESSES Recruitment and selection

RECRUITMENT AND SELECTION
Favouritism (based on affinity to diverse groups) is widespread in the organization. Anyone has the opportunity to progress as long as they have the ability.

The recruitment and selection process is fair and objective.

10 20 30 40 50 60 70 80 90 100 %

Disagree/ No

Agree/ Yes

Not Related/ Don't Know/ Can't say

HUMAN RESOURCES PROCESSES FEEDBACK

FEEDBACK
The organization recognizes my involvement in committees/fund-raising/other organization -related activity.

The organization values my contribution to the job.

10

20

30 %

40

50

60

Disagree/ No

agree/ Yes

Not Related/ Don't Know/ Can't Say

DISCRIMINATION
Have you personally experienced discrimination on the following grounds?
Any Othe Reason Marital Status Disability age Religious Belief Gender 0 2 4 % Yes 6 8 10

DISCRIMINATION
DISCRIMINATION
T here is an adequate procedure for reporting incidents of harassment/ bullying. Discrimination of any kind w ould not be tolerated in this organization..

particular language is know n to offend others e.g. sw earing, slang terms, this w ould be actively discouraged by others.

Are you familiar w ith the complaints procedure?

If yes, w ere you satisfied w ith how it w as handled?

If so, did you complain?

Do you think there is discrimination w ithin this organization?

20

40

60

80

10

FLEXIBILITY
People who work on a contract basis do not receive the same terms and conditions (such as holidays) as full-time staff. Availing of flexible work arrangements limits your chances of progression in this organization. If you avail of flexible work options, unfavourable assumptions are made about your commitment to the organization. Were possible, flexible work options are open to all employees who want them.?

Has the physical work environment been adapted for those with special needs e.g. ramps, wide doors, adapted toilets? Are you aware of policies/procedures with regard to career breaks/special leave? Are flexible work options available e.g. job-sharing, part-time work, home-working, flexi-time, working?

20

40 %

60

80

100

LEVERAGING DIVERSITY TO FURTHER COMPANYS PROSPECTS

Personal Opinion
- Maintain appropriate standards of ethical behaviour, conduct and performance and focus on areas where our diverse backgrounds, may be of value to the working environment - Display a positive commitment to workplace diversity and encourage and support staff in managing their work and personal life style commitments

LEVERAGING DIVERSITY TO FURTHER COMPANYS PROSPECTS

Training and Development - Encourage small group discussion. The small group process can enhance cross-cultural communication and acceptance. - A belief in sharing responsibility for change is also promoted so that, for example, Hindi-speaking employees should be as willing to acquire facility in speaking Tamil or Telugu &vice-versa. - Included also is awareness training to encourage individuals to acknowledge how their stereotypes can impact decision-making actions toward others.

- In order for those in positions of authority to walk the talk, and to avoid unintentional discrimination, they must ask themselves questions such as: Am I considering all of our talent in hiring, promotions, and project assignments?

LEVERAGING DIVERSITY TO FURTHER COMPANYS PROSPECTS

Human Resource Processes Promote workplace diversity, comply with relevant legislation and remain proactive in eliminating all forms of discrimination, harassment and bullying in the workplace

Integrate the principles of workplace diversity into business and human resource management policies, practices and systems. - Ensure staff and those seeking employment with the department receive fair and equitable treatment in accessing employment opportunities, - Use the performance management process to draw on the diverse backgrounds to develop these qualities in the workplace

LEVERAGING DIVERSITY TO FURTHER COMPANYS PROSPECTS

COMPLY WITH ANTI-DISCRIMINATION LEGISLATION TO HELP PREVENT AND ELIMINATE ANY EMPLOYMENT RELATED DISADVANTAGE
ENSURE SELECTION COMMITTEES: - ARE AWARE OF AND CONSIDER THE BENEFITS OF MOVING TOWARDS A MORE DIVERSE WORKFORCE; - CONSIDER THE INTERESTS OF APPLICANTS WHO MAY POSSIBLY BE SUBJECT TO EMPLOYMENT-RELATED DISADVANTAGE BECAUSE OF ETHNICITY, RACE, GENDER OR DISABILITY; - FOCUS ON ANY SPECIAL FACILITIES THAT AN APPLICANT MAY REQUIRE TO PARTICIPATE IN A SELECTION PROCESS (E.G. WHEEL CHAIR ACCESS, PROVISION OF INTERPRETERS); - BASE THEIR EMPLOYMENT DECISIONS ON MERIT

LEVERAGING DIVERSITY TO FURTHER COMPANYS PROSPECTS

DISCRIMINATION - ENSURE STAFF IS NOT SUBJECTED TO DISCRIMINATION OR UNFAIR

TREATMENT IN THE WORKPLACE ON GROUNDS SUCH AS ETHNICITY, RACE, GENDER, AGE, PHYSICAL OR MENTAL DISABILITY OR PERSONAL LIFE-STYLE RESPONSIBILITIES
- PROMOTE THE DEPARTMENTS ACTION PLAN WHICH AIMS TO ENSURE THAT UNLAWFUL DISABILITY DISCRIMINATION IS REMOVED FROM THE ADMINISTRATION OF POLICIES, FACILITIES, SERVICES AND PROGRAMS AND WHICH INCLUDES SPECIFIC MEASURES TO PROVIDE EMPLOYMENT EQUITY FOR PEOPLE WITH DISABILITIES.

LEVERAGING DIVERSITY TO FURTHER COMPANYS PROSPECTS FLEXIBILITY

-PROVIDE FOR STAFF TO BALANCE THEIR WORK AND PERSONAL LIFE-STYLE RESPONSIBILITIES. - CONSULT WITH STAFF IN DEVELOPING AND MAINTAINING WORKPLACE PRACTICES THAT PROVIDE FLEXIBILITY FOR STAFF TO BALANCE THEIR WORK AND PERSONAL LIFE-STYLE COMMITMENTS;

FINAL WORDS

THE CHALLENGE OF DIVERSITY IS NOT SIMPLY TO HAVE IT BUT TO CREATE CONDITIONS IN WHICH ITS POTENTIAL TO BE A PERFORMANCE BARRIER IS MINIMIZED AND ITS POTENTIAL TO ENHANCE PERFORMANCE IS MAXIMIZED.

FINAL WORDS
COMPANIES ARE BEING FORCED TO DEAL WITH EMPLOYEE RELATIONS OR SIMPLY LOSE CUSTOMERS AND THUS PROFITS
ITS NOT ESTABLISHED OUT OF LEGAL OBLIGATION OR ALTRUISM, BUT BOTTOM-LINE COMMON SENSE

FINAL WORDS
GET IT WRONG AND YOUR BUSINESS WILL SUFFER BOTH FROM INTERNAL CONFLICT AND FAILURE TO GET THE BEST FROM YOUR POTENTIAL WORKFORCE. GET IT RIGHT AND THE BUSINESS SHOULD BENEFIT FROM GREATER CREATIVITY, INNOVATION, AND COHESION, AS WELL AS A BETTER UNDERSTANDING OF THE NEEDS OF AN INCREASINGLY DIVERSE CUSTOMER BASE.