“Without mutual knowledge there can be no mutual understanding; without understanding, there can be no trust and respect; without trust, there can be no peace, only the danger of conflict. This means we have to be willing and able to familiarize ourselves with the way people of other cultures think and perceive the world around them, but without losing our own standpoint in the process.”
-Roman Herzog, President of Germany
What is Diversity Management?
Diversity Management is a strategy which aims to promote the perception, to acknowledge and implement the diversity in organizations and institutions. Diversity Management aims to foster and maintain positive workplace environment and to promote recognition and respect for the individual differences round among a group of employees.
Human beings differ in age, social and national background, gender, sexual orientation, physical and mental ability, not to mention religious belief and their different worldview.
This management style encourages employees to be comfortable with diversity in their workplace and to develop an appreciate for differences in race, ethnic, gender, background, sexual orientation or any other factors that may not be shared by others working in the same area of the company.
The core essence of this training is to enable human resources managers or management to ensure that diversity is made visible and fruitful. This way, individual and structural representation of perception and appreciate will be reflected upon. This way employees and employers are motivated to question social, institutional and personal views.
The bottom line of the principles of diversity is acceptance. While individuals retain their own sense of values and ethics, diversity management encourages them to recognize that not everyone is alike.
It encourages healthy space to be availed instead of people being intimidated or prejudiced by those differences enabling them to accept the fact that there are diverse interests, diverse values and diverse physical and emotional characteristics present within the office environment.
Promoting diversity tolerance in the office does not in any way hamper productivity or credit conflict; on the contrary, it helps to attribute the attainment of the goals and objectives of the department. This way you are playing a major role in defusing the negative and rigid stereotype views of people or group of persons which may deprive this group or person’s equal opportunities. With diversity management you will be reducing discrimination and promoting equal opportunities.
The implantation of a diversity management program successfully is not an event, it’s a process. Often the process of fostering an acceptable work environment will take time and dedication. With time, structured efforts and education of employees, diversity management policy and program will eventually make a huge difference in the communication amongst employees and the general productivity of the departments.
For more best practices, mentoring, diversity councils and generational communications please contact Elizabeth Horlemann who will be happy to offer you a tailormade training programSocial tagging: age > diversity > ethnic > gender > management > national background > sexual orientation > social > training