Managing Diversity
Executive summary
In this report we will evaluate the definition of managing diversity, its importance,the consequence and some realted application towards certain organization.Managing diversity in generally talks about age and gender.but in real life,it speak broader than just that. It include more in the likes of race,culture,religion,family background,personel skill, attributes and so on.it is important to understand the dimension of diversity, in order for us to take it in a different level. As we go thru this report, it will show all the main importance, and why it is essential for an organization to capture the right condition or way to manage diversity.
1)Introduction
As we going to look further in what exactly managing diversity …show more content…
In a broader describtion,managing can best be describe as the variety of perspective and experience which comes from differences in race, culture, religion, mental or physical abilities, their heritage, age, gender, sexual orientation, gender identity and other characteristic.
In today world, with increasing globalization take place,we need more interaction among people from diverse culture, belief and background to be happen more than before. Diversity not only involves how people perceive themselves, but others as well. All these perception affect their interaction among each others. For an employees to function effectively as an organization, the human resource professional need to deal effectively with certain issue such as adaptability, change and communication.
As managing diversity is one of the essential thing to manage, there are some barriers that need to be overcome in order to executed it into the right condition. It is more than acknowledging difference in people. It involve recognizing the value of differences, combating discrimination and promoting …show more content…
At T.I,they strive to make it safe for people to talk about these differences and to educate employees about how the differences can lead to better decisions and business results.
T.I use a number of tools to educate employees about different cultures and working relationships, including the TI Diversity Network, our internal diversity Web site, workshops, newsletters, conferences, e-mails.
Additionally, the T.I diversity director is tasked with developing programs that address tough issues on managing and valuing diversity. He publishes monthly thematic "diversity tips" and writes an internal blog that covers a range of contemporary issues and topics typically considered to be taboo for discussion in the workplace. This openness has led to meaningful dialogue and improved understanding of differences throughouts the company.
In 2009, TI launched Diversity Leadership Labs for influential leaders, who in turn took key lessons back to the organizations they represent. Customized for specific business units, the workshops included:
• "Building Trust Across Differences”
• "Evidence of
In this report we will evaluate the definition of managing diversity, its importance,the consequence and some realted application towards certain organization.Managing diversity in generally talks about age and gender.but in real life,it speak broader than just that. It include more in the likes of race,culture,religion,family background,personel skill, attributes and so on.it is important to understand the dimension of diversity, in order for us to take it in a different level. As we go thru this report, it will show all the main importance, and why it is essential for an organization to capture the right condition or way to manage diversity.
1)Introduction
As we going to look further in what exactly managing diversity …show more content…
In a broader describtion,managing can best be describe as the variety of perspective and experience which comes from differences in race, culture, religion, mental or physical abilities, their heritage, age, gender, sexual orientation, gender identity and other characteristic.
In today world, with increasing globalization take place,we need more interaction among people from diverse culture, belief and background to be happen more than before. Diversity not only involves how people perceive themselves, but others as well. All these perception affect their interaction among each others. For an employees to function effectively as an organization, the human resource professional need to deal effectively with certain issue such as adaptability, change and communication.
As managing diversity is one of the essential thing to manage, there are some barriers that need to be overcome in order to executed it into the right condition. It is more than acknowledging difference in people. It involve recognizing the value of differences, combating discrimination and promoting …show more content…
At T.I,they strive to make it safe for people to talk about these differences and to educate employees about how the differences can lead to better decisions and business results.
T.I use a number of tools to educate employees about different cultures and working relationships, including the TI Diversity Network, our internal diversity Web site, workshops, newsletters, conferences, e-mails.
Additionally, the T.I diversity director is tasked with developing programs that address tough issues on managing and valuing diversity. He publishes monthly thematic "diversity tips" and writes an internal blog that covers a range of contemporary issues and topics typically considered to be taboo for discussion in the workplace. This openness has led to meaningful dialogue and improved understanding of differences throughouts the company.
In 2009, TI launched Diversity Leadership Labs for influential leaders, who in turn took key lessons back to the organizations they represent. Customized for specific business units, the workshops included:
• "Building Trust Across Differences”
• "Evidence of