October 2008


Business Case for Diversity & Cultural Diversity Quiz

Luke Visconti is one of the co-founders and partner of the DiversityInc Magazine. In the following video he makes his business case for Diversity. I unfortunately cannot upload the video from this site to the blog and hence here is the URL to it:

http://video.on.nytimes.com/?fr_story=b818dca85a72c3ef4e33ec2120ba58f73007e5cb

Cultural Diversity Quiz

Interested in knowing some of the cultural differences that exist in our world? Here’s a link to a fun and yet an educating quiz on cultural differences.

http://www.fekids.com/img/kln/flash/DontGrossOutTheWorld.swf

Diversity Management

The more I read & observe, I realize how essential and happening Diversity Management is for organizations today. In order to understand this management concept, we first take a look at its definition.

Diversity includes characteristics or factors such as personality, work style, religion, race, ethnicity, gender, sexual orientation, having a disability, socioeconomic level, educational attainment, and general work experience. Diversity refers to all of the characteristics that make individuals different from each other. (1)

Diversity is about understanding, valuing and making the most of the individual differences found in each and every person. (2)

Diversity is a universal phenomenon. That means that we can apply techniques for its management to any set of differences, similarities or tensions in the midst of any collective mixture. (3) The ultimate objective is to become diversity capable, which means to get skilled in making quality decisions in spite of the differences, similarities and tensions.

Important to note that Diversity is not Affirmative Action or Equal Employment Opportunity; these are laws and policies.

Here’s my image to the definition of diversity 🙂

References

1. http://www.hr.com/sfs?t=/contentManager/onStory&e=UTF-8&i=1116423256281&l=0&ParentID=1195136163728&StoryID=1182830058081&highlight=1&keys=Diversity&lang=0&active=no (HR.com registration required and its free)

2. http://www.nwlink.com/~donclark/leader/diverse.html

3. http://www.amanet.org/performance-profits/editorial.cfm?Ed=218

HR Cred = HR with an Attitude

My HR Daily Advisor Tip for today was all about ‘HR Cred’. To begin with the six core competency domains’ for HR managers were highlighted as identified by the University of Michigan Business School. Being a visual person, I made an image of the domains which can be seen below.

From all the above ‘Credible Activist’ is said to be the most important of all for HR Managers. So let us see the meaning of the above term in the form of a mathematical equation:

Credible (respected, admired and listened to) + Activist (offers a point of view, takes a position and challenges assumptions) = Credible Activist = HR with an Attitude

+ Credibility – Activist = No activist results in HR managers only being admired, but having little impact

Credibility + Activist = No credibility results in great ideas being ignored and not listened to

Some ways in which HR managers can lose their credibility included; answering questions without facts, showing a lack of business acumen, failing to start any big picture HR projects, sharing confidential information, failure to train etc.

References:

Cf: http://archives.subscribermail.com/msg/eac636e96fbf4a73a160f53c33025f7a.htm