DIVERSITY MANAGEMENT PLAN

Diversity Management Plan

Diversity Management Plan

Introduction

The Management of Diversity helps and encourages companies to take an active role in social integration of foreigners, including in its methodology, the philosophy of CSR and diversity management. Diversity policies are focused on managing and valuing differences, whether in a company, school or a public utility, to give everyone the same opportunities for development and that everyone can participate fully in society. Diversity management in business organizations is something that comes from the “rules”, but also is a bet that many companies do to enhance and promote diversity in their teams for the benefits (Cox, 1991).

This paper analyzes and critiques the diversity management plan through the application of HRM workplace diversity management concepts (assisting diversity by recruiting, selecting and integrating of diverse employees) for a Quebec bank.

Discussion

The employment world is changing: there are demographic trends, several generations living together under one roof business and labor, the impact of technology, the increase in the number of women managers, etc. The workforce in Quebec has changed dramatically over the last fifteen years. The similarity or homogeneity has been replaced by the difference or heterogeneity. In turn, the effective managerial styles and behaviors in the past are no longer appropriate now to consider new values, stereotypes, prejudices and beliefs. All these developments and trends require the creation and implementation of management strategies that bring together diversity and responsive to the needs of different groups and profiles present in organizations, as well as customers and relationships with our environment (Hubbard, 2001).

Benefits of Diversity through HRM:

Within the legal framework and routine work, diversity and the challenge that is required by the management of the bank in Quebec involves going beyond the need to comply with the rules, and integrate employees of different races, genders, ages, beliefs or lifestyles. Among the benefits that Francoise' plan (diversity facilitation through HRM) can achieve are:

Helping to create links between internal and external aspects of the work of a company.

Attraction, recruitment and management of employees with different backgrounds and talented professionals.

Reduced labor costs.

Contribution to the flexibility and individual responsibility of employees.

To encourage involvement, work ethic and the "discretionary effort" of employees.

Enhance the effect of technological change and globalization.

Strengthening innovation and creativity.

Developing knowledge on how to function in diverse cultures.

Increased understanding of customer needs.

Assistance in developing new products, services and marketing strategies.

Improved image and reputation of the company externally.

Generating prospects for underprivileged crowds, and promoting social unity (Brennan, 1989).

For the bank, in Quebec diversity management is thus necessary to compete in the world and current global environment. It is also true that teams with people from different backgrounds may be more likely to get into conflicts or problems such as inter-generational issues, gender issues, etc. To reduce these risks arising from this “multiculturalism” it is necessary to establish a policy or strategy of diversity, and as in other processes of change management the role played by the leaders ...