Management work diversity

Indeed, it has become fashionable in the present scenario to have

a diverse mix of employees far more than skin color and gender.
Diversity includes religious affiliation, age, disability status, sexual
orientation, economic class, educational level and lifestyle to
name a few.

In each of the Managerial roles, managers can promote effective

management of diversity. Vested with the formal authority
managers typically have more power and therefore more
influence than rank-and-file employees. When Managers commit
themselves to promote diversity, similar commitment could be
attained from employees through influence of managers owing to
authority and power. People are more likely to be influenced by
others of higher status. All other diversity efforts are legitimized
once managers commit to diversity. Confidence seen on managers
in the abilities and talents of diverse employees earn the
conception.
Here is the summary of ways in which Managers can be certain of
effective diversity management:
Type of role Specific role Example
Figurehead Convey that the
effective management
of diversity is a valued
goal and objective

Leader Serve as a role model

and institute policies
and procedures to
endure the diverse
Interpersonal workforce are treated
fairly
Liaison
Enable diverse
individuals to
coordinate their efforts
and cooperate with
each other

Monitor Evaluate the extent to

Informational which diverse
employees are treaty
fairly
Disseminator
Inform employees
about the diversity
policies and initiatives
and the intolerance of
Spokesperson discrimination
Support diversity
initiatives in the wider
community and speak
to diverse groups of
interest them in career
opportunities
 Entrepreneurs Negotiator Commit
resources to develop
Decisional new ways to effectively
manage diversity and
eliminate biases and
discrimination

Disturbance handler Take quick action to

correct inequalities and
curtail discriminatory
behavior.

Resource Allocator Allocate resources to

support and encourage
the effective
management of
diversity
Negotiator
Work with
organizations like
supplier and groups like
labor unions to support
and encourage the
effective management
of diversity
Managers have to take several steps to change
attitudes and values and promote the effective
management of diversity. Here is the description of
each step:
1. Obtain top management commitment- Top
management must correct ethical values and
performance or business-focused attitudes that
permit them to make proper use of their human
resources.
2. Raise the accuracy of perceptions- Managers
must intentionally try to be open to other viewpoints
and angles, seek them out push
3. Raise diversity awareness- There are programs for
diversity awareness in most organization intended
for managers and subordinates awareness of their
own attitudes, biases and stereotypes and the
differing perspectives of diverse managers,
subordinates, co-workers and customers.
4. Raise diversity skills- The focus of the endeavors
to enhance diversity skills is to improve the manner
managers and subordinates interact and work with
diverse employees. Educating members of the
organization about differences in ways of
communicating in the first step, Communication
problems and difficulties must be aired and solve to
prevent misunderstandings.
5. Promote flexibility- Managers as well as
subordinates should be open-minded on all
possibilities and ways of doing things although
personal styles must not be discouraged. There must
always be appreciation of diverse perspectives in a
patient and flexible manner.
6. Give close interest to how employees are
evaluated- If it is doable it is best to rely on objective
indicators of performance to prevent biases. If these
objective indicators are not present or not proper
managers must make certain that enough time and
attention are centered on the evaluation employees
performance and evaluators are held liable for their
assessments.
7. Reflect on the numbers- Look at the quantity of
different minority groups and women in various
positions, at various levels of the hierarchy, in
different locations and in other categories in order
for managers to acquire essential information about
probable problems and ways to resolve them.
8. Empower employees to dare discriminatory
behaviors, actions and remarks- Zero tolerance for
discrimination must be the aim of the managers. Bad
behavior must be discouraged as part of the culture.
Sharon Villaestiva
9. Reward employees for effectively managing
diversity- If effective diversity management is an
important objective of the organization, employees
should be awarded for their contributions.
10. Give training using a multi-pronged ongoing
approach- The use of films and printed materials
added to experiential exercise to disclose hidden
prejudices are approaches used by managers, as
approaches. Managers also employ group exercises,
role-playing and forum as techniques also for
diversity awareness.
11. Promote mentoring of diverse employees-
Mentoring is a process by which an experienced
member of the organization (mentor) gives advices
and guidance to the less experienced member
(protege) and helps the latter to advance his career
in the organization. Effective mentoring is offering
instructions and advice, helps in skill-building and
sharing technical expertise.