The dawn of the era of liberalisation and globalisation along with the advancements in informational technology has changed the world around us. This has led to the global integration of business, which in turn has a great influence not only on labour markets and staffing requirements but also on the HR practices around the world.
A new era of diversity management is posing challenges especially because globalisation has transformed society, economics and politics. Workplace diversity refers to the variety of differences between people in an organisation. Diversity encompasses race, gender, ethnic group, age, personality, cognitive style tenure, organisational function, education, background and more.
Some of the statistics to state the importance are as follows-
According to most of the studies encompassing the workforce diversity, it has been found that for every 1 per cent of the increase in gender diversity, the company’s revenue upsurges to around 3 per cent and exceeding levels of ethnic diversity increases revenue enormously by 15%.
According to Glassdoor, 67% of active and passive job seekers say that when evaluating companies and job offers, it is important to them that the company has a diverse workforce.
As per certain findings from the Society of Human Resource Management (SHRM) in the year 2011, as a part of globalisation procedure, multinational organisations need to build up international teams to pool global talent, meet organisational objectives and execute complicated and big commercial strategies. A worldwide point of view implies incorporating all socially assorted and topographically scattered representatives into one brought together group, team or unit. It implies creating acknowledgement of personality, holding a worldwide character in corresponding to a nearby/public personality.
Diversity not only involves how people perceive themselves but how they perceive others. For a wide assortment of employees to function effectively as an organisation, human resource professionals need to deal effectively with issues such as communication, adaptability and change. Successful organisations recognize the need for immediate action and are willing to spend resources on managing diversity in the workplace. One best illustration here is Johnson and Johnson which has pumped in a lot of financial resources in order to ensure that all its human resources are employed to create an inclusive environment. The company’s global Diversity and Inclusion vision are “to maximise the global power of diversity and inclusion, to drive superior business results and sustainable competitive advantage.”
Johnson and Johnson‘s employee resource assemblies, mentoring programmes and ‘Diversity University, which is basically an energetic website helps employees to understand the aids of working collaboratively. The Chief Diversity Officer also reports directly to the Chief executive director and Chairman of Johnson & Johnson, meaning that the whole operation is being supervised and monitored by top-level management. The company recently ranked second position in the Thompson Reuters diversity and Inclusion Index and was also ranked 1st in the Diversity Index in the year 2018 in the top fifty globally trade companies.
Numerous other rewards and recognition the company has received include being recognised by U.S. Veterans Magazine as the “Best of the Best” for treads made in diversity exertions and being one of only two companies that have been on the Working Mother 100 Best list for the past twenty-eight years. Today around 46 per cent of the employees working there include women that also including Wanda Bryant Hope, Johnson and Johnson’s chief diversity and inclusion officer who has largely comprehended the relevance of giving impetus to a corporate culture that supports every employee in the best possible manner. In her statement, she has specifically mentioned that once the right talent is correctly pooled, employee engagement and figuring out the manner in which solutions can be delivered in order to suffice the diverse and multi-cultural group of employees and customers is of utmost importance. At Johnson and Johnson, they have more blacks, Latinos and Asians on their Board of directors than many other companies. Johnson and Johnson's Chairman and CEO, Alex Gorsky, likewise accepted Diversity Inc's debut Global Inclusive Leader Award. He has driven the way in supporting key organization drives, similar to oblivious inclination preparing for all representatives; he's additionally driving the way remotely, for example, through his ability to stand firm for the benefit of Johnson and Johnson on issues like Syrian displaced people and marriage equity.
Author Details:
Name: Ruchi Soni
Batch: 2021-23
Well written!
ReplyDeleteProgress in diversity is the motto
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