Description
Scitus Academics LLC Research Handbook of International and Comparative Perspectives on Diversity Management by Arlo Sudworth
People are different in not only gender, culture, race, social and psychological
characteristics but also in their perspectives and prejudices. Society had
discriminated on these aspects for centuries. Diversity makes the work force
heterogeneous. In current scenario, employing diversified workforce is a necessity
for every organization but to manage such diversified workforce is also a big
challenge for management. This paper critically analyses the workforce diversity
and its impact on productivity of an organization. Scholars have produced much
literature in the field of DM. Affirmative action occurs when an organization attempts
to ensure there is no discrimination in education and that equal opportunity exists.
Human resource management (HRM) involves planning, integration, and actions to
achieve effective management of all employees. In addition, diversity management
(DM) includes planning and executing practices of human resource management to
maximize the potential advantages of diversity and minimize its disadvantages. In
this approach, diversity can be included in the set of human management practices,
guaranteeing an alignment between the strategies of human resources and
diversity management goals. Discrimination occurs when individuals, institutions,
or governments treat people differently because of personal characteristics such as
race, gender, or sexual orientation instead of their ability to perform their jobs,
including when such actions have a negative impact on access to jobs, promotions,
and compensation. However, DM is a strategic approach to human resource
management, and is supported by some programs, activities and tools, directed
towards integration and development of diversity, both physical and job-related,
exhibited by members of an organization. In this focus, the concept of DM practices
is characterized as the set of formalized practices developed and implemented by
organizations. In the text, diversity related human resource management statements
and diversity management statements are taken into account and interpreted.
Research Handbook of International and Comparative Perspectives on Diversity
Management examines how the various actors react, adopt and manage the
different dimensions of diversity, from a multitude of approaches, from national to
sectoral and from tribes to trade unions, but always with a comparative,
multi-country perspective. It covers age, gender, ethnicity, disability, sexual
orientation, national origin and the intersection of various dimensions of diversity.
The book will be of particular interest to both scholars and postgraduate students
in addition to public policy-makers, industry practitioners, top leadership, middle
managers and HR managers.