From our neighborhoods and schools to our workplaces and virtual communities, we are much more likely to interact with people who are different from ourselves. There are similarities, too, of course; yet it is the ability to discern which differences are making a difference, that is the key to fulfilling the promise of global diversity. At LCW, we define diversity as the differences that exist within us all, that bring a variety of backgrounds, styles, perspectives, values, and beliefs as assets to groups and organizations.
From our neighborhoods and schools to our workplaces and virtual communities, we are much more likely to interact with people who are different from ourselves. There are similarities, too, of course; yet it is the ability to discern which differences are making a difference, that is the key to fulfilling the promise of global diversity.
At LCW, we define diversity as the differences that exist within us all, that bring a variety of backgrounds, styles, perspectives, values, and beliefs as assets to groups and organizations. Workforce diversity includes the many dimensions in which people are different, from age, ethnicity, race, nationality, gender, religion, physical ability and sexual orientation, to belief systems and religion, role and organizational status, geographic location, native language, socioeconomics, income level, education, personality, professional experience, and work style.
The mix will be different in every organization, country and region of the world--for example, veteran status is an important aspect of diversity in the U. K but not as much so in other regions.
Our team is committed to understanding these differences on a global scale. At LCW, we define workforce inclusion as the conscious creation of an environment where colleagues feel they are respected, valued, and have the opportunity to achieve their career aspirations.
We define an inclusive culture as one where individuals choose behaviors that engage others on their own terms; where managers are held accountable to optimize the talents, diversity, and assets present; and where leaders' effectiveness measures how well diversity is leveraged to produce business results such as innovation, brand equity, employee engagement, and competitive advantage that is sustainable.
Our philosophy is that people and systems are almost! We believe that behaving inclusively is only possible when people have the tools, skills, systems—and cultural competence—to do so. We believe that an organization that uses cultural competence to embed diversity and inclusion into its people, products, and processes has a clear competitive advantage over those who do not.
Global Diversity and its correlation to culture is also a regular topic on our blog. For example, there you can explore:Diversity management has developed largely in the United States—but diversity impacts organisations across the globe. There are seven elements to an effective global diversity program.
Global Diversity Management: An Evidence Based Approach [Mustafa Ozbilgin, Ahu Tatli] on feelthefish.com *FREE* shipping on qualifying offers. It is only through understanding diversity that businesses can achieve equality and cohesion in the workplace.
Ozbilgin and Tatli's Global Diversity Management focuses extensive original research through a critical approach and arrives at a 5/5(2).
With increased globalization of the competitive business environment, companies must adjust their operating practices to accommodate the cultural styles, norms, and preferences of the regions of the world in which they operate. This chapter reviews theories and research related to global diversity management (GDM).
In addition, a framework for studying the meaning, operation, and management . Global diversity management needs an organisational culture that recognises, respects, values, and embraces cultural differences.
It must encourage the expression of unique cultural identities and . As the marketplace for goods and services becomes increasingly global, businesses must understand and embrace diversity in their brands as well as in their work forces.
Simply having a diverse. Global Diversity Management provides a rigorous and methodological toolkit for assessing diversity management techniques and strategies.
The multi-layered and multi-level global approach contextualizes the issues and provides a comprehensive understanding of diversity management as a feelthefish.com: Mustafa Ozbilgin.