VINIT GHOSH

Pursuing PhD , IIT

Diversity Management in
Organizations

How Diversity Emerges

Cultural Differences
Power and
Authority

Personal
Space

Body language

Competitioncooperation

Flexiblestructured

Organizational Differences
Function
al

Union

INDIVIDU
Affiliati
AL on
THEORY

Secondary
Geograph
ic
indication
s

Marital
Status

Habits

SOCIAL
ORGANIZAT
GROUP
IDENTITY
ION
THEORY Primary differences
THEORY
THEORY
Ag
e

Division
Depart
ment

Ethni
city

SOCIAL
Seniorit SOCIAL
DOMINAN
y
CE
JUSTICE
THEORY
Work
Locati
on

Gend
er

Race

Income

WorK
Conten
t

differences

Religion

Education

e
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Some Diversity Management Initiatives in

Organizations (India and Abroad)
Companies Abroad

Diversity Measures

Avon Corporation

Black and Hispanic managers Genpact

substantial authority over
inner-city markets
Integrated
cultural Dr. Reddys Lab
awareness through respect,
targeted
advertising,
bilingual salespeople,
and special events to break
down
barriers.
Increased
sales by 400% over six
years; captured more
than 50% of the Miami
Hispanic
market
(Kotkin,
1987).
Moved people who brought Wipro
different
perspectives
(women, Hispanics, Blacks)
into key positions
at Ryerson Coil Processing.
Ryerson became profitable
for the first time in its history

Toyota Dealership (Miami)

Inland Steel

Dupont

Companies in India

African American employees PepsiCo India

recently
opened
up
promising new markets for
its agricultural products
by
focusing
on
African
American farmers

Diversity Measures
Their target is to ensure that
50% of all
AVP+ hires are to be women
Almost 13% of total recruits
and 31% of campus hires
were
women
in
FY
10
(Sustainability report 2010
Dr Reddy's).

has employed over 300

people with disability and
this year it enrolled disabled
students into the Wipro
Academy
for
Software
Excellence.
Further Wipro offered jobs to
6 deaf students on Feb 2,
2012,
Created a level playing field
for HIV infected individuals
as well by
providing them equal job
opportunities as any normal
individual.

Diversity Measurement
Diversity Scales
Diversity Climate scale
(Kossek and Zonia (1993)
Organizational Diversity Inventory
(ODI)
Hegarty and Dalton (1995)
Attitudes Toward Diversity Scale
(ATDS)
Montei et al. (1996)
Diversity Perception
Scale
Mor Barak et al. (1998)
Positive Climate for Diversity Scale
HicksClarke
and Iles (2000)

Diversity Climate Scale

McKay et al. (2008)

Criteria
It measures value efforts to promote diversity, attitudes towards
qualifications of racio-ethnic minorities, attitudes toward womens
qualifications, department support for women, and department
support for racio ethnic minorities.
The five factors are
(a) Existence of Discrimination, (b) Discrimination
Against Specific Groups, (c) Managing Diversity,
(d) Actions Regarding Minorities, and (e) Attitudes Toward Religion
focuses on coworkers, supervisors, hiring and promotion decisions.

focuses on perceptions assuming that behaviour is driven by

perceptions of reality. It focuses on personal and organizational
dimensions in a diversity climate and it is convenient for determining
the overall diversity environment.
which includes questions on Policy Support (yes/no existence of
diversity practices and policies) (6 items). Equity recognition
comprised three scales: (a) Organizational Justice (8 items),
(b) Support for Diversity (5 items), and (c) Recognition for
Diversity (5 items) taken from Kossek and Zonia
(1993).
Scale items include I trust [theCompany] to treat me fairly, [The
Company]
maintains a diversity friendly work environment, [The Company]
respects the views of people like me, and Top leaders demonstrate a
visible
commitment to diversity. These items reflect the equal and fair
treatment, top leader support for diversity, and recognition of diverse
perspectives
facets of diversity climate

Future

Move beyond categorical thinking, towards holistic thinking: cultivating

"diversity of thought" at business can boost innovation and creative
problem-solving.
Encouragement of "reverse mentoring" to get a mix of perspectives.
Researches on diversity includes economical and political diversity
dimensions.
Indian firms focusing Diversity Management as not an offshoot of
affirmative actions but much beyond.