WORKPLACE HRM TUTE
PRESENTATION
DIVERSITY Yashasvi Dhankar
22BC113
Section H
&LGBTQ
H-36
Saniya Suri
22BC166
COMMUNITY
Section H
H-36
MEANING OF
WORKFORCE DIVERSITY
Workforce diversity is a workforce consisting of broad
mix of wrokers from different region and ethnic
backgrounds of different ages and genders, and of
different domestic and national culture.
History of workforce diversity
executive order 9981
civil rights act
workforce 2000
investigation of tech companies in silicon valley
google
Diverse More complete and inventive
solutions stemming from opposing
viewpoints from a diverse workforce
Workforce: A company that promotes equal
Advantages
employment opportunity for diverse
groups will do better at attracting and
retaining a pool of skilled employees
Business with workforce Companies with effective The global market
from varied backgrounds diversity programs can demands a workforce with
can effectively serve the avoid damage to their language skills, cultural
customers who are corporate reputation or sensitivity and awareness
themselves diverse costly lawsuits of national differences
Diverse
People from diverse backgrounds
speak different languages and have
different body language cues. This
Workforce:
might result in communication
problems.
A diverse workforce might lead to
Challenges
discriminatory treatment towards
employees. It has been observed that
women are not paid equally as men for
the same work. Such practices lower
down employee morale.
There might be mistrust among The cultural differences may Some individuals may feel
different groups belonging to threatened by the idea of sharing
make an employee feel like an
power, opportunities, and
different communities, outsider. He might not feel
resources with individuals from
religions, regions etc. accepted in the organisation. diverse backgrounds.
Stonewall Workplace Equality Index
The Stonewall Workplace Equality Index (WEI) is an annual benchmarking tool used to assess and rank
organizations in the United Kingdom on their commitment to LGBTQ+ (lesbian, gay, bisexual, transgender,
and queer) workplace equality. It is managed by Stonewall, a prominent LGBTQ+ rights organization in the
UK. It aims to promote and celebrate organizations that have created inclusive and supportive
environments for their LGBTQ+ employees.
The WEI assesses participating organizations on a range of criteria, including:
Policies & Employee Leadership & External
Benefits Engagement Accountability Engagement
Equal opportunities Engage with and involve Whether there is visible Partnerships with
policies, same-sex partner LGBTQ+ employees: support and LGBTQ+ organizations or
benefits, gender transition networks, ally programs, and accountability at all levels involvement in LGBTQ+
support. participation in Pride events. of the organization. advocacy.
Companies with more diverse
workforces perform better
financially: McKinsey & Co.
In the United States, there is a linear relationship between
racial and ethnic diversity and better financial performance:
for every 10 percent increase in racial and ethnic diversity
on the senior-executive team, earnings before interest and
taxes (EBIT) rise 0.8 percent.
In the United Kingdom, greater gender diversity on the
senior-executive team corresponded to the highest
performance uplift in our data set: for every 10 percent
increase in gender diversity, EBIT rose by 3.5 percent.
The unequal performance of companies in the same
industry and the same country implies that diversity is a
competitive differentiator shifting market share toward
more diverse companies.
Challenges faced by LGBTQ
employees at work
Barriers for trans people are likely driven in large part by
the workplace environment they face. They are almost twice
as likely to hear sexist jokes about people of their gender or
to hear demeaning comments about people like themselves,
and they are more than three times more likely to feel like
they can’t talk about themselves or their life outside work.
These barriers likely contribute to the fact that trans people
are much more likely to frequently think about leaving their
company (32 percent versus 21 percent of cisgender
people), and they are more likely to expect to stay at their
current company for less than a year (18 percent versus 8
percent of cisgender people).
While there is much more that needs to be done to correct
the barriers facing trans people, there is some cause for
optimism that things may be changing: trans people are
more likely to report having been promoted in the past year
than cisgender people (25 percent versus 14 percent).
SOME REPORTS
SOME REPORTS
CASE STUDY- OECD
The Organization for Economic Co-operation and
Development (OECD) is a unique forum where the
governments of 37 democracies with market-based
economies collaborate to develop policy standards to
promote sustainable economic growth.
OECD has mentioned in its report that -The diversity of our
people is as important as ever in helping the OECD to
deliver on its mission and work to build Better Policies for
Better Lives. A diverse and inclusive workforce is
fundamental in enabling the quality and relevance of our
policy work, for our Members, Key Partners and for citizens
around the globe.
DIVERSITY
AND
INCLUSION
FRAMEWORK
- OECD
THANK YOU
