Managing Workplace Diversity

Topics: Management, Human resource management, Employment Pages: 62 (16439 words) Published: July 17, 2013
MANAGING WORKPLACE DIVERSITY

A toolkit for organisations

NATIONAL N I TEGRATION O W RKING GROUP FOR WORKPLACES

CREATING INCLUSIVE & HARMONIOUS WORKPLACES

MANAGING WORKPLACE DIVERSITY

A toolkit for organisations

CONTENTS

i ii iii iv

Introduction 3 Why should I care about managing diversity? 4 How is my organisation managing diversity? 8 How do I build an inclusive and harmonious 10 workplace? Establish business case Management commitment Build team of champions Reinforce employee competencies Recruitment Learning & Development Performance Management Actively facilitate inclusiveness Workplace activities Workplace design Buddy system Employee networks Awards & recognition Manage grievances Communicate effectively Evaluate effectiveness 12 14 17 18 20 21 25 26 27 28 29 32 34 35 38 42 44 46

v Additional resources vi Appendices

i. Introduction

S

ingapore’s workforce has become increasingly diverse over the last decade. Employees from different generations, gender, nationalities and cultures often work together in the same organisation.

With such workforce diversity, it becomes important for organisations to put in place policies and practices to build an inclusive and harmonious workplace. An inclusive and harmonious workplace is one that appreciates differences amongst workers and works towards maximising their potential. This toolkit aims to help organisations: Understand why managing workplace diversity is important; Assess how your organisation is managing diversity; Implement practices and policies to manage diversity and build an inclusive and harmonious workplace.

HowdoIusethistoolkit?

1 2

Take the self-assessment on page8to understand how your organisation is managing diversity. The section “How do I build an inclusive and harmonious workplace” on page10 outlines practices which organisations can put in place to manage diversity. Select the practices most applicable to your organisation.

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ii. Why Should I Care About Managing Diversity?

I

n the study on Inclusive and Harmonious Workplaces conducted by the Ministry of Manpower (MOM) in 2010, 87% of companies surveyed agreed that workplace harmony was important to business outcomes.

Research has shown that well-managed diverse teams outperform homogeneous teams as they tend to be more creative, and effective at problem solving. However, when diverse teams are not managed well, communication and trust can break down, resulting in lower performance.

A Toolkit for Organisations4

ii. Why Should I Care About Managing Diversity?
You should care about managing diversity because: i. Organisations which create an inclusive and harmonious environment enhance their reputation with job seekers, allowing them to attract the best workers in the market. Employees who feel included, valued and rewarded are more engaged and motivated. In a worldwide survey1 of 3 million employees on diversity, employee satisfaction and organisational performance, it was found that creating an inclusive and harmonious environment was a key driver in employee engagement and commitment.

ii.

iii. Greater employee engagement leads to reduced turnover. A 2008 study2 by Gallup Management Group in the United States revealed that engaged employees had 51% lower turnover on average.

1:David Pollitt, Diversity is About More Than Observing the Letter of the Law: A Climate of Inclusion Benefits Business Performance Human Resource Management International Digest, Volume 13, (2005) 2: Dernovsek, Darla, ‘Engaged Employees’ Credit Union Magazine 74(5) p. 42, (2008)

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How Han’s has benefited from managing workplace diversity Han’s F&B Pte Ltd (Han’s) operates a chain of bakeries, full-service restaurants and cafes. In response to labour shortages and other operational challenges, Han’s started diversifying its workforce in 2006 with the...
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