In response to the growing diversity in the workforce around the world, many companies have instituted specific policies and programs to enhance recruitment, inclusion, promotion, and retention of employees who are different from the privileged echelons of society. The privileged groups may vary from one country to the next. The workforce of the world is a dynamic environment, and in order for this dynamism to be put to use for the benefit of organizations, they must develop an effective strategy for managing diversity. Global Diversity Management refers to the voluntary organizational actions that are designed to create greater inclusion of employees from various backgrounds into the formal and informal organizational structures through deliberate policies and programs. Diversity Management is proactive and aimed at promoting a diverse and heterogeneous workforce. The goal of Diversity Management is to transform the organizational culture from a majority-oriented to a heterogeneous-pluralistic culture in which different value systems are heard and thus equally affect the work environment. Global Diversity management is entirely voluntary; self-initiated by the companies, it uses a broad and open definition of diversity which make diversity programs inclusive and reduce potential objectives from members of the majority group, it also aims at providing tangible benefits to the company; Diversity Management is seen as a business strategy aimed at tapping into the full potential of all employees in the company in order to give the company a competitive advantage. A global telecommunications company, Ericsson is studied in an extended business case by Mustapha Ozbilgin and Ferhan Karabacakoglu , as a company which has had huge success in promoting diversity in order to achieve bottom line benefits and performance improvement. The key arguments of the case study examines the benefits of Global Diversity Management for all at Ericsson, local and global priorities of the company, it also reviews the priorities and targets for Global Diversity at Ericsson and the monitoring process.
Ericsson: a global telecommunication company
Ericsson is the world’s leading provider of technology and services to telecom operators. The market leader in 2G and 3G mobile technologies, Ericsson supplies communications services and manages networks that serve more than 185 million subscribers. The Company's portfolio comprises mobile and fixed network infrastructure, and broadband and multimedia solutions for operators, enterprises among others. The Sony Ericsson joint venture provides consumers with feature-rich personal mobile devices. Ericsson is advancing “communication for all” through innovation, technology, and sustainable business solutions. With networks and customers in more than 175 countries and more than 74,000 employees in Sweden, UK, India, China, Finland, USA, etc., Ericsson was founded in 1876 and is headquartered in Stockholm, Sweden. Ericsson also manages a number of operator-owned networks with, altogether, 250 million subscribers globally. The Sony Ericsson joint venture is a major supplier of feature-rich mobile phones. Diversity at Ericsson: benefit to all
Ericsson is a global company with experience from building networks in more than 175 countries, and employees representing even more nationalities and cultures. Ericsson has a focused strategy aimed at ensuring that its employee base and leadership teams are as diverse as the world in which they operate. They respect differences and foster a workplace where individuals can freely express their opinions. Ericsson’s broad definition of diversity extends beyond gender, race, religion, ethnicity, age and other established parameters to differences in experience, personalities, thoughts, family situation etc. They believe a diverse and inclusive workforce is a strong, capable and innovative workforce, better able to respond to needs of a global customer base and...
Please join StudyMode to read the full document