Diversity Management

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This slide depicts a diversity council meeting in progress with male and female employees sitting around a round table.

This slide describes primary and secondary dimensions of diversity. Primary dimensions of diversity are income, age, gender, etc. Secondary dimensions, however, are those relate to family status, work styles, demographic location, etc.

This slide provides information regarding the purpose and definition of D and I policies in the organization. It states that respecting diversity and inclusivity is a competitive advantage

This slide explains the process model of diversity showing the dimensions that diversity can assume as it gets more common. The major dimensions are Interpersonal Processes and Group Dynamics Task oriented processes and Decision Making, with the expected outcomes, interpersonal processes and group dynamics, task-relevant processes and decision making, and the expected outcomes.

This slide covers the benefits of introducing diversity and inclusion management within the company on various elements such as innovation and creativity, organizational flexibility, employee turnover, job satisfaction, profits, etc. Presenting organizational diversity and inclusion preferences benefits of diverse workplace mockup pdf to provide visual cues and insights. Share and navigate important information on ten stages that need your due attention. This template can be used to pitch topics like increased creativity, higher innovation, faster problem solving, increased profits, higher job satisfaction. In addtion, this PPT design contains high resolution images, graphics, etc, that are easily editable and available for immediate download.

This slide demonstrates the quantitative data on organizational D and I globally. D and I in organizations across the world is a key indicator of the ground that still remains to be covered. As you can see, 8 of 10 employees feel a lack of diversity at their workplaces.

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This slide represents the D and I data for various job profiles such as Top Executives, Senior Managers, Managers, Professionals, and Support Staff in the USA. It is important to know what message data gives us on the extent of D and I implementation across US organizations and their comparison with the world.

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This slide mentions the details about oversight and administration of D and I policy. D and I officers are in charge of enforcing this policy and general monitoring and governance of the ERG. The goal of an ERG is not to represent or serve as an employee advocacy group on employment terms and conditions.

The four pillars framework of D and I is discussed here, with the broad area being engaging and sustaining D and I, and then bringing accountability and metrics to their implementation. The four pillars are Retention and Advancement, Leadership Commitment, Recruitment, and Inclusive Culture.

This slide explains the role of employees in implementation of D and I Policy. It specifically mentions that all individuals must show inclusive behavior at work and all employees must attend yearly awareness development programmes.

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