WORKFORCE DIVERSITY

MANAGEMENT

PREPARED BY:
ANKUR AHUJA(303)
RITABRATA GHOSH(316)
M.S.DEEPAK BALAJI(339)
JIGAR SHAH(350)
MAYANK SHARMA(353)
NIKET SHERLEKAR(354)
DISHANT SIDANA(357)
 WHAT IS DIVERSITY ?
Diversity refers to the differences
between individuals.
 PARAMETERS TO GAUGE
DIVERSITY
 Region
 Gender
 Community- representing the population
 Race
 Age
 Ethnicity
 Physical abilities/qualities
 Sexual affection/orientation
 Educational background
 Income levels
 Marital status
 Parental status
 Religious beliefs
 Work experience
 WHAT IS DIVERSITY
MANAGEMENT ?
Diversity Management is a
comprehensive managerial process
for developing an environment that
works for all employees
 PRIMARY DIMENSIONS OF
DIVERSITY
Primary dimensions of diversity are
those immutable human differences
that are inborn and/or that exert an
important impact on a person’s
socialization and an impact on them
throughout their lives.
SECONDARY DIMENSIONS OF
DIVERSITY
Secondary dimensions of diversity
are those that can be changed – the
mutable differences we acquire,
discard and/or modify throughout
our lives.
 DIVERSITY
MANAGEMENT AT
HYATT HOTELS
 RECOGNITIONS
 Fortune lists Hyatt No. 19 on its list of the “50 Best
Companies for Minorities.”
 Hispanic Magazine in its February2007 issue rates
Hyatt as having one of the “Top 25 Recruitment
Programs.”
 The Black Collegian in its March 2006 issue ranks
Hyatt No. 42 in its “Top 100 Employers Survey.”
 Savoy Professional Magazine in its Spring 2007
issue includes Hyatt as one of 10 select profiles for its
feature, “Mixed Company A Short Hard Look At
Corporate Diversity.”
 DiversityInc.com listed Hyatt in its annual “Top 50
Companies for Diversity”.
 Child Magazine in its May 2007 issue ranked Hyatt
among the “Best Hotels for Families”.
HYATT DIVERSITY PLAN
 COMMITMENT
 Formation of diversity councils at the
corporate and hotel levels
 Provide scholarships for minority
students pursuing degrees in
hospitality management
 Partnerships with national minority
organizations.
 ACCOUNTABILITY
 Create action plans to increase
women and minority representation
at all management levels.
 Creating a diverse workforce is
visible in the faces of the total
workforce.
 MEASURABLE
 Hyatt Mumbai has 46% females

 At managerial position 37% are

females
 TRAINING
Training allows the employees to
work more efficiently by developing
effective management practices to
include treating others with dignity
and respect.
 COMMUNICATION
Communication through the Mélange
newsletter and online at
www.hyattdiversity.com
 THE BUSINESS OF
DIVERSITY
 Helping people connect with each other furthers
the goals of an organization, strengthens its
business partnerships and creates positive
change within the community.

 While the impetus for diversity programs begins

with desirable social and political goals, the
strategic commitment needed to make it a part of
the company’s business strategy can come only
from the highest levels of an organization.
 DIVERSITY MANAGEMENT
PRACTICES
 Supplier Diversity
 Diversity Scorecard
 Diversity Plan Update Template
 DIVERSITY
MANAGEMENT AT
RELIANCE ENERGY
LIMITED
 TRAINING AND
DEVELOPMENT
 Reliance Energy Management
Institute (REMI) looks after the
training of the managerial staff
 Versova Technical Training Centre
(VTTC) looks after the training of the
technical staff
 Managers can also have special
training programs arranged if
required by the employees.
 LABOUR UNIONS
 It forms a connecting link between
the regular workers and the upper
management.

 The contract labours have

unorganized labour unions to solve
their problems.
 Responsibilities of Labor Union
 Responsible for the protection of the
workers who are not locals.
 To improve the working conditions of
contract labors.
 Responsible for the promotion of the
temporary labors.
 To determine proper wage rate for the
employees.
 APPRAISAL SYSTEM
 For non management cadre:
• Years of service.
• Looking into Domestic Enquiry initiated/Misconduct
(if any).

 For management cadre:

• Yearly appraisal system
• Promotion generally happens once in two years
 CRITICAL EVALUATION
Reliance
 Very limited diversity management
practices
 More responsibility on labor union than
management
 Many unorganised labor unions instead of
a single authority.
 A positive aspect- clearly defined criteria
for promotion.
 CRITICAL EVALUATION
Hyatt Hotels
 Dedicated council for diversity
management.
 Proper channelization of efforts.
 Equal opportunities presented to all (Ex:
Hotel in Saudi Arabia)
 a country-specific council could be an
improvement over the existing practices.
 INTROSPECTION
 Are we accepting the uniqueness that our co-
workers and guests bring into our places of
business?
 Are we giving equal opportunities to women- or
minority-owned firms on vendor contracts for
everything?
 What are we doing to bring about the positive
changes that will ensure a steady supply of
qualified employees, loyal customers and trusted
business partners from the communities that
surround us?
THANK YOU