Dear Friends,
Not just a gender balance!
The mandate for the future ready organizations is that they have to build their work culture around diversity, equity and inclusion. It will not be an option any more. They need to read and understand the writing on the wall. While it is encouraging to observe that many organisations have already moved forward in this direction and are making efforts to build a culture where diverse views are heard, encouraged and given space for acquiring more strength in managing the businesses, still there are cases where DEI has either not been understood in right perspective or unconscious biases of managers create barriers in accepting and implementing it.
Research studies have repeatedly revealed that the organisations that have worked tirelessly towards achieving DEI, have demonstrated improved performance. It has been possible for such organisations because of not simply implementing some initiatives in pieces but going deeper.
In spite of realizing the benefits of having diversity, equity and inclusion in the organisations, there are bitter realities that pose big challenges especially in manufacturing organisations. Service industry and manufacturing industry have some basic differences. It may be easy for service sector to build and nurture DEI culture but for manufacturing, they need to resolve many issues before stepping forward in this direction. The challenges are like remote place infrastructure facilities, shift working, continuous working conditions, sexual harassment issues, maternity benefits etc. Manufacturing sector has to resolve such issues before effectively moving to DEI. The real DEI culture would be where people from different walk of life, race, religion, physical disablement and differently sexually oriented are brought in main stream, provide them equal opportunities for skilling and training, giving respect and protected where needed.
When it comes to religion, the growing intolerance about a minority in the society will be a great challenge for business organizations to overcome. Studies have pointed out that there is express reluctance among many employers regarding providing employment opportunities to persons belonging to a specific minority class in the country. The biases have become so strong that even if there are efforts to break such taboos, managers and peers make it difficult for acceptance. HR has to consistently find ways to diffuse such situations and effective communication plays an important role in it.
DEI is not just about a gender balance or putting a recruitment strategy that encourage women employment and engagement. It is more than that. Organistions need to move from talk to action.
This edition cover story is an attempt to understand the diversity, equity and inclusion in its entirety, practical problems and impediments organisations face in building such work culture and how to move forward through the experiences of the experts sitting at the helm of affairs.
regds,
Anil Kaushik,
Business Manager - HR Magazine
B-138, Ambedkar Nagar, Alwar - 301001 (Raj.)
Mob. : 9785585134
www.businessmanager.in
From India, Delhi
181Not just a gender balance!
The mandate for the future ready organizations is that they have to build their work culture around diversity, equity and inclusion. It will not be an option any more. They need to read and understand the writing on the wall. While it is encouraging to observe that many organisations have already moved forward in this direction and are making efforts to build a culture where diverse views are heard, encouraged and given space for acquiring more strength in managing the businesses, still there are cases where DEI has either not been understood in right perspective or unconscious biases of managers create barriers in accepting and implementing it.
Research studies have repeatedly revealed that the organisations that have worked tirelessly towards achieving DEI, have demonstrated improved performance. It has been possible for such organisations because of not simply implementing some initiatives in pieces but going deeper.
In spite of realizing the benefits of having diversity, equity and inclusion in the organisations, there are bitter realities that pose big challenges especially in manufacturing organisations. Service industry and manufacturing industry have some basic differences. It may be easy for service sector to build and nurture DEI culture but for manufacturing, they need to resolve many issues before stepping forward in this direction. The challenges are like remote place infrastructure facilities, shift working, continuous working conditions, sexual harassment issues, maternity benefits etc. Manufacturing sector has to resolve such issues before effectively moving to DEI. The real DEI culture would be where people from different walk of life, race, religion, physical disablement and differently sexually oriented are brought in main stream, provide them equal opportunities for skilling and training, giving respect and protected where needed.
When it comes to religion, the growing intolerance about a minority in the society will be a great challenge for business organizations to overcome. Studies have pointed out that there is express reluctance among many employers regarding providing employment opportunities to persons belonging to a specific minority class in the country. The biases have become so strong that even if there are efforts to break such taboos, managers and peers make it difficult for acceptance. HR has to consistently find ways to diffuse such situations and effective communication plays an important role in it.
DEI is not just about a gender balance or putting a recruitment strategy that encourage women employment and engagement. It is more than that. Organistions need to move from talk to action.
This edition cover story is an attempt to understand the diversity, equity and inclusion in its entirety, practical problems and impediments organisations face in building such work culture and how to move forward through the experiences of the experts sitting at the helm of affairs.
regds,
Anil Kaushik,
Business Manager - HR Magazine
B-138, Ambedkar Nagar, Alwar - 301001 (Raj.)
Mob. : 9785585134
www.businessmanager.in
From India, Delhi
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Leaders Must Widen Diversity, Inclusion Initiatives.pdf
Generational Diversity.ppt