Multiplicity of thoughts, ideas and backgrounds adds meaning to our society. However they also generate multiple identities that may at times lead to disturbances. Different viewpoints, backgrounds and different approaches can lead to a better outcome. Managing Diversity is not an option, It is a business imperative for all organisation wanting to have sustainable growth in the new socio-economic order.
In the era of the diverse workforce. Multi-generational diversity is a key concern today in the workplace. To create sustainable increases in performance and profit, an organisation needs to understand how to attract, motivate and retain different generations at the work place. Each generation has a different set of values and values drive behaviour. With largely different values, conflicts tend to erupt, hampering productivity and morale. When conflicts become difficult, they move away from mere interest-based differences and into negative generational stereotypes. The challenge in organisations is to address all generations’ needs. Multinational Corporations (MNC) are working towards bridging this gap by using effective communication channels and sensitizing their employees about cross cultural behaviour.
India continues to be the one stop destination – in 2015 and coming years, it retains its leadership position with a share of 55 percent cent in the global sourcing arena. The Information Technology (IT) and Business process outsourcing (BPO) workforce are becoming increasingly culturally diverse – in terms of socio-economic, linguistic, multinational and regional backgrounds. Some of the strategies adopted by IT/ITES companies include cross cultural training, language training, encouraging employees to accept overseas assignment and preventing discrimination against employees based on religion and ethnicity. It is important for organizations to sensitize their personnel to assimilate and absorb multiple cultures into their organizational DNA and be ready to become global leaders. However if we analyze deeper, studies reveal challenges in promoting diversity and inclusion.
Only a few employees are enthusiastic to leverage the power of diversity. Discrimination, prejudice and ethnocentrism are the most prominent barriers in creating a diversity friendly culture. Critics of diversity efforts claimed that policies and programs have resulted in lowered standards for hiring and promotion as well as in quotas and reservation leads to discrimination.
The National Association of Software and Services Companies (NASSCOM) is working towards developing and building awareness on diversity through various programs. The support offered includes, role model sessions to inspire, networking sessions to increase visibility and awareness, mentoring sessions to build confidence and identify development need.
The Indian Information Technology (IT) industry has seen the number of women employed increase where they now account for close to 30 per cent of the total workforce and this is expected to go up further in the coming years. According to NASSCOM Indian IT sector will directly employ around 10 million people by 2020. Further, the NASSCOM report ‘Perspective 2020’ released in 2009 reports that 70 per cent of the workforce is in the age group of 26 – 35 years. So, it is inevitable that this growing workforce will have the presence of different age groups. There is a need to focus on what challenges and opportunities arise out of the changed demographics and the identification of different practices that can be used to address them. Managing the expectations of diverse employees and keeping them engaged is not an easy task. HR managers cannot assume and apply a common formula to attract, retain and motivate all employees in their organization.
However, that has now evolved, with almost 50% of entry level workforce in the IT/ITES companies represented by women. Over the last few years the industry has also been actively pursuing inclusion of people with disabilities as well as encouraging an overall inclusive work culture.
Managers pursue diversity initiatives in organizations for many reasons. Often, these initiatives are associated with moral imperatives where the inclusion of underrepresented groups is viewed as the right thing to do. For some, diversity strategies address earlier inequities and injustices, whereas others may seek to foster innovation and enrich internal work processes, the intra organizational environment, and culture. Organizations often seek legitimacy and a positive public image by projecting themselves as embracing diversity. Finally, legislative mandates may prompt diversity initiatives.
In a collaborative effort from industry bodies, government and corporations it becomes imperative to educate & sensitize public and employees about the relevance of Diversity and Inclusion. Effective and planned messages delivered via appropriate communication channels at the right forum helps in this direction. The communication journey in this regard starts with sensitizing the people managers. Communication department in collaboration with HR and people managers may execute series of strategically planned campaigns to educate employees. Global corporations have acknowledged the significance of effective communications in diversity management. There is a conscious effort to develop the user friendly communication channels to effectively engage with diverse pool of audience.
Diversity and Inclusion is well understood and accepted topic among industry and government bodies. There is a consistent and conscious efforts to create an inclusive culture within the organisation and society. We need to be sensitive about our colleagues and this can be done not only by framing policies and laws but also by educating people via accepted formal and informal communication channels. The workforce within the organisation are required to accept and celebrate Diversity in positive faith rather than forced by law.
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