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Diversity Management. Objectives. To provide an understanding of diversity and diversity management principles. Overview. Define Diversity and Diversity Management EEO vice Diversity Business Case for Diversity Management Barriers for Diversity Strategies for Inclusion .

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Diversity Management

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Diversity Management


To provide an understanding of diversity and diversity management principles


  • Define Diversity and Diversity Management

  • EEO vice Diversity

  • Business Case for Diversity Management

  • Barriers for Diversity

  • Strategies for Inclusion

What is Diversity?





Physical Ability

Sexual Orientation

Physical Characteristics



Marital Status

Religious Beliefs

Geographic Location

Parental Status

Personality Type

Elements of Diversity


The uniqueness of all individuals; includes everyone.

Diversity vice EEO/AA

  • EEO - Laws that guarantee all people the right to apply and be evaluated for employment, regardless of their race, color, sex, national origin, religion, age, or disability.

  • Affirmative Action - Workforce profile improvement through recruiting, retention, and promotions

  • Diversity – Represents the unique values, culture and characteristics of all individuals; includes everyone.

Three R’s

EEO = Requirements

Affirmative Action = Representation

Diversity = Relationship

Diversity Quiz

Principles of Diversity Management

  • Establish a business strategy for effectively managing a diverse workforce

  • Create a positive work environment

  • Promote personal and professional development

  • Empower all people to reach their full potential

  • Attract talent that reflects America

  • Remove barriers that hinder progress

Potential Benefits of an Effective Diversity Management Program

  • Improve organizational performance

  • Help prevent unlawful discrimination or harassment incidents

  • Improve workplace relations

  • Build more effective work teams

  • Improve organizational problem solving

  • Improve customer service

  • Enhanced recruitment efforts

Diversity Management builds upon EEO, but does not replace it

“By 2050, the U.S. population is expected to increase by 50% and minority groups will make up nearly half of the population…. The population of older Americans is expected to more than double. One-quarter of all Americans will be of Hispanic origin…. More women and people with disabilities will be on the job.”

U.S. Department of Labor, Futurework: Trends and Challenges

for Work in the 21st Century. Washington, D.D. (Labor Day 1999).

Changes in Demographics Create Tension

  • Tension challenges our conditioning and perceptions about the nature of things

  • Tension creates both dangers and opportunities

Making heads count is more important than counting heads

What are the barriers in the organization that prevent a more balanced workforce?

Possible Barriers

  • Limiting area of consideration

  • Lack of diverse applicant pool in STEM positions

  • Lack of diversity at the senior ranks

  • Categorizing people into certain positions

  • Always recruiting from same source

  • Grooming/developing only one person

  • Pre-selection

  • “Golf course” meetings

Strategies for Inclusion (Hope is not a strategy)

The Value of Mentoring

  • Without regard to race, gender, religion, national origin ….

  • Inconvenience yourself to show someone else the way

  • Unleash someone else’s potential

Recruitment Alternatives

  • Entry level – Upward Mobility Positions

  • Bridge Positions

  • Special Appointing Authorities

    • Schedule A for severe disabilities

    • Veterans Readjustment Appointment

    • Outstanding Scholar

  • Student Employment Programs

  • “All Sources” Announcements

Outreach Efforts

  • Minority Serving Institutions (MSI) Program

    • Cooperative Science Centers

    • Undergraduate & Graduate Science Programs

    • Environmental Entrepreneurship Program

  • Educational Outreach

  • Bring Your Child to Work Day

  • Community and Civic organizations

Professional Development

  • Identify training and development needs for all employees

  • Utilize Individual Development Plans

  • Rotational & Developmental Assignments

  • Rotate “acting” supervisor

Mind Your Business at the Workplace

You don’t have to endorse what you have to tolerate to create respectful workplace to get the job done.

If values clash, we can . . .

  • Celebrate

  • Tolerate

  • But not discriminate


  • Diversity management is about full utilization of people with different backgrounds and experiences.

  • Effective diversity management strategy has a positive effect on cost reduction, creativity, problem solving, and organizational flexibility.


“A Fair Way to

Manage Diversity “

61 Asians

12 Europeans

14 from the Western Hemisphere, both north and south

13 Africans

50 would be female

50 would be male

74 would be nonwhite

26 would be white

67 would be non-Christian

33 would be Christian

89 would be heterosexual

11 would be homosexual

6 people would possess 59% of the entire world's wealth and all 6 would be from the United States

80 would live in substandard housing

14 would be unable to read

33 would die of famine

1 would be near death;

1 would be near birth

7 would have a college education

8 would own a computer

If we could shrink the earth's population to a village of precisely 100 people, with all the existing human ratios remaining the same, it would look like this. There would be:

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