Managing Diversity and Inclusion in the workplace
1. Introduction
These days most of the organizations are considering diversity and
inclusion in their workplace. As per the Josh Bersin diversity and inclusion is
a very hot topic (Bersin, 2018). The management of diversity and inclusion
relies on the proposition that everybody should be valued a person and treated
fairly no matter their race, level of disability, gender, religion,
etc.
Source: Youtube.com
Word leading multinational companies such as Unilever, Nestle takes a lot of steps to maintain diversity in the organization. Because over 180 countries in the word business doing by them and the total workforce consist of more than 177 nationalities. As per the statement of the CEO of Unilever company, the success of the company depends on diversity and inclusion in the workplace (Unilever, 2020) .
Some countries such as Saudi Arabia providing separate working facilities for girls helps to beat legal and cultural restrictions about male and feminine interaction. In India, providing safe transport to and from work can promote greater female participation within the workplace.
Not only multinational companies also some local organizations such as Keels, Envision Circle, Infomate, Talentversity are started to provide job opportunities for the differently able persons (Express Jobs, 2020).
The World Bank provides Female labor force participation rate in Sri Lanka from 1990 to 2019. The average value for Sri Lanka during that period was 36.83% with a minimum of 32.89% in 2012 and a maximum of 45.51% in 1990. The latest value from 2019 is 34.76%, the world average in 2019 based on 181 countries is 51.81% (Global Economy.com, 2020).
Female labor force participation rate in Sri
Lanka
Source: Global Economy.com
All companies facing a lot of difficulties when implementing D&I policy in the workplace. The following have issues and approaches of the Nissan company while managing diversity and inclusion in the company.
Not only multinational companies also some local organizations such as Keels, Envision Circle, Infomate, Talentversity are started to provide job opportunities for the differently able persons (Express Jobs, 2020).
The World Bank provides Female labor force participation rate in Sri Lanka from 1990 to 2019. The average value for Sri Lanka during that period was 36.83% with a minimum of 32.89% in 2012 and a maximum of 45.51% in 1990. The latest value from 2019 is 34.76%, the world average in 2019 based on 181 countries is 51.81% (Global Economy.com, 2020).
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| Female labor force participation rate in Sri
Lanka Source: Global Economy.com |
 |
Source: Nissan Motor Corporation
|
2. How to manage D&I
in the workplace.
The only way to manage diversity and inclusion in the workplace by
changing culture in the workplace. By following the below steps we able to
change workplace culture in order to manage D&I in the workplace.
 |
| Source: Author Develop |
HR
department shall redevelop its policies such as recruitment and selection,
training and development, etc. in accordance with diversity and inclusion
policy in the facility. after that all relevant employees including managers
shall training on new policies and through HR audit facility shall ensure that
all processes are aligned with the company procedures.
D&I was one of the major factors of the organization success and most of the company in the world have been developed a method which is most suitable for their company in order to maintain D&I in the workplace.
HR
department shall redevelop its policies such as recruitment and selection,
training and development, etc. in accordance with diversity and inclusion
policy in the facility. after that all relevant employees including managers
shall training on new policies and through HR audit facility shall ensure that
all processes are aligned with the company procedures.
D&I was one of the major factors of the organization success and most of the company in the world have been developed a method which is most suitable for their company in order to maintain D&I in the workplace.
D&I was one of the major factors of the organization success and most of the company in the world have been developed a method which is most suitable for their company in order to maintain D&I in the workplace.
3 References
Armstrong.M, 2006. In: A Handbook of Human Resource
Management Practice. s.l.:Kogan Page, p. 982.
Bersin, J., 2018. Josh
Bersin. [Online]
Available at:
https://joshbersin.com/2018/08/diversity-and-inclusion-is-a-business-strategy-not-an-hr-program/[Accessed 28 3 2020].
Nestle, 2020. Nestle. [Online]
Available at: https://www.nestle.lk/jobs/diversity-inclusion [Accessed 11 4 2020].
Available at: https://www.nestle.lk/jobs/diversity-inclusion [Accessed 11 4 2020].
Nissan motor Corporation, 2020. Nissan motor Corporation.
[Online]
Available at: https://www.nissan-global.com/EN/SUSTAINABILITY/REPORT/SOCIAL/DIVERSITY_AND_INCLUSION/
[Accessed 11 4 2020].
Available at: https://www.nissan-global.com/EN/SUSTAINABILITY/REPORT/SOCIAL/DIVERSITY_AND_INCLUSION/
[Accessed 11 4 2020].
Unilever , 2020. Unilever. [Online]
Available at: https://www.unilever.com/sustainable-living/enhancing-livelihoods/opportunities-for-women/advancing-diversity-and-inclusion/
[Accessed 11 4 2020].
Available at: https://www.unilever.com/sustainable-living/enhancing-livelihoods/opportunities-for-women/advancing-diversity-and-inclusion/
[Accessed 11 4 2020].
Express
Jobs, 2020. Express Jobs. [Online]
Available at: https://xpress.jobs/home/differentlyabledfriendlyemployment
[Accessed 20 4 2020].
Available at: https://xpress.jobs/home/differentlyabledfriendlyemployment
[Accessed 20 4 2020].
Global
Economy.com, 2020. Global Economy.com. [Online]
Available at: https://www.theglobaleconomy.com/Sri-Lanka/Female_labor_force_participation/
[Accessed 20 4 2020].
Available at: https://www.theglobaleconomy.com/Sri-Lanka/Female_labor_force_participation/
[Accessed 20 4 2020].
You
Tube, 2018. You Tube. [Online]
Available at: https://www.youtube.com/watch?v=uHYuDDHvU64
[Accessed 20 4 2020].
Available at: https://www.youtube.com/watch?v=uHYuDDHvU64
[Accessed 20 4 2020].
Good job Thilina. If you can relate to local context much better.
ReplyDeleteDear Sir,
DeleteThanks for your comment and I updated content as per your comment.
The article highlights the importance given to the concept of D&I in present-day organizations along with clarifying the benefits of it. It has been argued that the culture built within an organization plays an important role in managing D&I. I too agree that in order to manage diversity and to reap out the benefits of it, importance should be given to developing a culture within the organization, which respects and accept diversity and inclusion.
ReplyDeleteThanks for your valuable comments
DeleteHi Thilina,
ReplyDeleteThis article is very important about to know the managing the diversity , but how you assume,to manage diversity and inclusion DI should change the culture work place ?
Dear Nirman,
DeleteThanks for your valuable comment. Please note that this is real steps we are practicing in our organization and no any assumption mentioned in this article
This comment has been removed by the author.
ReplyDeleteGood article thilina, your try to explains importance about managine diversity of the organization.
ReplyDeleteI am agree with you in order to manage diversity and to reap out the benefits of it, importance should be given to developing a culture within the organization.
Good article Thilina, many things to learn. Nowadays Total world is facing some critical issues with race, religion, skin colour etc. companies also must very sensitive with these important areas in order to retain skill full, talented and loyal employees,
ReplyDeleteInformative article.
ReplyDeleteWhile agreeing with the author regarding devolving policies and procedures i'd like to share my ideas as well.
Organizations that embrace diversity also need to ensure that there are policies and practices in place to protect employees’ rights and stay compliant with government regulations. It is essential for an organization to think about the impact that company policies and practices have on a diverse group of employees.
Properly documenting diversity policies is an effective means of communicating an organization’s stances on diversity. Once concrete plans are ready to be implemented, documents that outline each policy should be included in the employee handbook.
Employee handbooks should cover diversity in the following sections:
Code of conduct should outline the company’s policy toward diversity
Non-discrimination policy lets employees know about diversity
Compensation and benefits policy
Employment conditions and termination