Corporate diversity and management

Résumé du document

One of the main challenges companies have to face is with regard to the management of a multicultural workforce in the general context of increasing globalization. The potential benefits of such diversity, when properly used, have been widely recognized and numerous companies have tried or are trying to build internal structures allowing the inclusion of such diversity and exploring its full potential. These initiatives are classified under the name of "diversity management". There is also abundant literature dedicated to this phenomenon and thus is a sure clue of its complexity. By nature, any company is susceptible to welcome employees who are different from one another. In this essay, we determine the interest that they can find in the development of an operation of a diversity management system.

Extraits

[...] Encouraging diverse points of view is necessary to prevent exclusion from diversity. It helps realizing that there is no unique answer to a given problem, that not only the solution of the dominant culture is valid. This could be helped through thought groups which purpose would be to explore the best possible solutions and no longer the only valid one. Trust-based relationships should be encouraged, as well as integrity within the company. All studies show that teamwork gains efficiency when all these conditions are met. [...]

[...] Maak, 2004: “Building an inclusive Diversity Culture : Principles, Processes and Practice” In: Journal of Business ethics 129-147 P. [...]

[...] Management de la diversité - un réel défi pour l'entreprise Table des matières Generalities about diversity management 2 Diversity management in question 2 Definition 2 What necessity for the company? 3 First argument 3 Second argument 3 How to conceive a true culture of diversity in a company: an answer from research 3 Prepare the company to welcome diversity in all its forms by changing mentalities 4 Putting in place a pro-diversity culture 4 The first step in installing a culture of diversity is to bring attention to it Next step: develop a vision of diversity and its consequences in the way the company works 4 We should then think again the key principles of management, which means transpose the vision developed into principles we can apply to the company business 5 Finally, internal systems and processes need to be adapted 5 Bibliography 5 Generalities about diversity management 1 Diversity management in question One of the main challenges companies have to face is the management of a multicultural workforce in a general context of increasing globalization. [...]

[...] Starting with recruitment: take a particular attention in the candidate's aptitude to adapt and ability to work in an environment that puts diversity forward (required human qualities: listening, mind opening, respect of differences, etc Use in performance evaluation a variable that would consider how the performance was obtained and why not make remuneration partly dependant on a behavior inclusive of diversity in management practices. Bibliography J. Kujala and T. Pietiläinen: “Developing Moral Principles in the Light of Diversity : an Extension to the Multidimensional Ethics Scale” In : Journal of business Ethics, Jan 2007, vol.70, Issue p.141-150 N.M. Pless and T. [...]

[...] This argument is hard to oppose to companies that don't feel the need to value their employees' diversity. It is, as a matter of fact, hard to assess what could be improved by the full use of every potential How to conceive a true culture of diversity in a company: an answer from research A work environment allowing to include diversity is one where people from any origin and record feel respected and recognized” (Pless and Maak, 2004). These two authors have an optimistic take on the question: according to them, such an environment is a realistic target. [...]