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Transcript of Session 3 &4
7/21/2019 Session 3 &4
http://slidepdf.com/reader/full/session-3-4-56d9f076b0bc5 1/24
www.rsb.edu.in
Program :
Faculty :
Course :
Trimester :
Session/s :
Week :
3& 4
1& 2
PGD ! "1
Pro#$ erlin yt%ili S
PGD
7/21/2019 Session 3 &4
http://slidepdf.com/reader/full/session-3-4-56d9f076b0bc5 2/24
www.rsb.edu.in
Di'ersity anagement ()ual *++ortunities an,
-.rmati'e action T%e usiness case #or ,i'ersity
an, inclusion initiati'es inorgani0ations
Topics to be covered in this session:
Equal Employment Opportunity, Diversity
Management
7/21/2019 Session 3 &4
http://slidepdf.com/reader/full/session-3-4-56d9f076b0bc5 3/24
www.rsb.edu.in
Understand Equal Opportunities
Provide an overview of the various discrimination
legislation that exists Understand and define Managing Diversity
Explain the reasons for shift to Managing Diversity –
demographic and usiness case
Explain the existing opposition to Managing Diversity Discuss why diversity management is important and
how to institutionalise a diversity management
program
-t t%e en, o# t%is session you s%oul, e ale to :
!ession "earning O#ectives
7/21/2019 Session 3 &4
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www.rsb.edu.in
$he %onstitution of &ndia and "aour
"egislation
' (undamental )ights – *rticle + – Equality efore law
– *rticle +- – Prohiition of discrimination on grounds of religion,
race, caste, sex, or place of irth.
– *rticle +/ – Equality of opportunity in matters of pulic employment
– *rticle +0 – *olition of untouchaility
' )ight to freedom – *rticle +1
' )ight against exploitation
– *rticle 2+ – )ight to life
– *rticle 23 – Prohiition of traffic of human eings and forced laour – *rticle 2 – Prohiition of employment of children in factories etc.
7/21/2019 Session 3 &4
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www.rsb.edu.in
"egislation in &ndia
"aws related to &ndustrial )elationships $he $rade Unions *ct, +12/
$he &ndustrial Employment 4 !tanding Orders5 act +1/
&ndustrial Disputes *ct, +10
"aws related to 6ages $he Payment of 6ages *ct, +13/
$he Minimum 6ages *ct, +17
$he Payment of 8onus *ct, +1/-
"aws related to wor9ing hours, conditions of services andEmployment $he (actories *ct, +17
$he !hops and %ommercial Estalishments *ct, +1/+
7/21/2019 Session 3 &4
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www.rsb.edu.in
"egislation in &ndia contd..
"aws related to Equality and Empowerment of 6omen $he Maternity 8enefit *ct, +1/+
$he Equal )emuneration *ct, +10/
"aws related to Deprived and Disadvantaged !ections of
the !ociety $he 8onded "aour !ystem 4*olition5 *ct, +10/
$he %hild "aour 4Prohiition : )egulation5 *ct, +17/
$he %hildren 4Pledging of "aour5 *ct, +133
$he protection of civil rights act +1--
' ;uidelines for handling !exual <arassment %omplaints
7/21/2019 Session 3 &4
http://slidepdf.com/reader/full/session-3-4-56d9f076b0bc5 7/24www.rsb.edu.in
6hat is meant y Equal Opportunities=
&t is aout protecting groups of staff 4e.g.
gender, race, disaility, sexual orientation,
religion or elief5
&t is aout legal compliance
&t is the preserve of <) sections
&t involves collating statistic
7/21/2019 Session 3 &4
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6hat is discrimination=
' !ex
' Marital status
' Pregnancy
' ;ender reassignment
' )ace
' %olour
' >ationality
' Ethnic origin
' *ge
' Disaility
' )eligion and political
opinion
' )eligion
' $rade union memership
and non?memership
' %arrying out a role as a
recogni@ed trade union
representative
7/21/2019 Session 3 &4
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Protection against Discrimination
*ll equality legislation prohiits discriminationA
Direct discrimination
&ndirect discrimination
<arassment
Bictimisation
%ompensation awards are unlimited and can e made againstcompanies and individuals
? "egislation can apply efore, during and after employment
7/21/2019 Session 3 &4
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$he %ontext
!ex – more women in wor9force
Ethnic minorites ?changing demographic
trends
*ge – ageing of wor9ing population
7/21/2019 Session 3 &4
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8usiness )easons for equalityA
8etter Utili@ation of talent
&ncreased mar9etplace understanding
Enhanced creativity
&ncreased quality of team prolem solving 8readth of understanding in leadership positions
(lexile wor9force for restructuring
6or9force representative of local community
&mproved rand image with potential employees andcustomers
*ttracting ethical investors
&ntegrate equality into corporate o#ectives
7/21/2019 Session 3 &4
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%ost of &nequality
&nefficiency in use of human resources <igh staff turnover
"ow productivity
)estricted pool of talent &nflexile wor9force limiting organisational change
Poor corporate image with prospective employees
and customers
Management time spent on grievances
"osing an industrial triunal case
7/21/2019 Session 3 &4
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* shift from equal opportunities
'$here has een an increasing disillusionment. Equal
opportunities legislation is not seen as achieving the
desired outcomes.'Employers have resisted equal opportunities legislationprecisely ecause it has een imposed upon them.' Equal opportunities is seen as a negative attempt to
address issues of inequality.' Diversity policy on the other hand is more positive to theirrecognition and celeration of the characteristics of diverse
groups.
7/21/2019 Session 3 &4
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6hat is managing diversity=
&t is aout everyone
&t is aout recognising, valuing and harnessing the differences
that exist in ourselves and our customers
&t is aout promoting processes, practices, decision ma9ing
and ehaviours that oppose inequality, pre#udice andunethical ehaviour
>ot #ust aout numers and protection from the law – it gives
real benefits to the organisation – proactive
It is about maximisung diversity’s potential benefits whileminimizing the potential barriers
7/21/2019 Session 3 &4
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Definition
' C...the asic concept of managing diversity accepts that thewor9force consists of a diverse population of people. $hediversity consists of visile and non?visile differences that will
include factors such as sex, age, background, race, disability, personality and work style. &t is founded on the premise thatharnessing these differences will create a productiveenvironment in which everyody feels valued, where theirtalents are eing fully utilised and in which organisational
goals are met.' EOR No 86 July/August 1
7/21/2019 Session 3 &4
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Equal Opportunities vs. Managing Diversity
+.Externally initiated
2."egally driven
3.uantitative focus
.Prolem focused
-.)eactive
/.)ace, gender,
disaility
+. &nternally initiated
2. 8usiness?needs
driven
3. ualitative focus
. Opportunity focused
-. Proactive
/. *ll differences
7/21/2019 Session 3 &4
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!ix challenges in &ntegrating Diversity
in <) Practices
$he changed power dynamics
Diversity of opinions
Perceived lac9 of empathy
$o9enism, real and perceived
Participation
Overcoming inertia
7/21/2019 Session 3 &4
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Opposition to Managing Diversity
$o what extent do they actually impact on the Fottom lineG
EO and diversity policies expensive and hard to quantify
benefits
Under-resourced and criticised as limiting management
decisions
Male masculinity and womenGs wor9 and pay 6hat happens when demographic trends alter the other
%ould the usiness case actually encourage
discrimination
Managing diversity has little or no benefit at lower levels
7/21/2019 Session 3 &4
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Diversity Management Program
' Provide strong "eadership' *ssess the situation
' Provide diversity training and education
' %hange culture and management systems
' Evaluate the diversity management
program
7/21/2019 Session 3 &4
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;ender Discrimination
<istoricallyA a womanGs place is in the home. $he man as the
readwinner.
!elf perpetuating, now women expected to ta9e menial, lower
paid wor9. 6omen may even expect to e paid lessH
Massive shift of women into employment. ;rowth ofwomenGs rights movements change in the climate of
discrimination.
$he gap etween menGs pay and womenGs pay has shrun9
consideraly ut here is still along way to go.
7/21/2019 Session 3 &4
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;ender pay gap and extent of
inequality %onsiderale growth ut vertical and horizontal segregation
(emale salaries low particularly full time
UI – + of largest gender pay gaps in Europe
Examples of good practice not universal
;ender pay gap +7J
6omen must decide etween domestic or laour mar9et
career – lac9 of childcare
7/21/2019 Session 3 &4
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6hy do employers
discriminate= uman capital theory
6omen are less s9illed, they have a lac9 of
F<uman %apitalG ecause of discrimination
!rowding theory
"atriarchal and family wage theory
!ocial system ruled y men generallyaccording to their seniority.
#abour mar$et segregation theory
7/21/2019 Session 3 &4
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www.rsb.edu.in
Understand Equal Opportunities
Provide an overview of the various discrimination
legislation that exists Understand and define Managing Diversity
Explain the reasons for shift to Managing Diversity –
demographic and usiness case
Explain the existing opposition to Managing Diversity Discuss why diversity management is important and
how to institutionalise a diversity management
program
!umming up what we have learned and are now ale to doA
8efore %oncluding...
7/21/2019 Session 3 &4
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b d i
T H A N K Y O UT H A N K Y O U