Global Diversity Management at Ericsson

In recent years, diversity and inclusion have emerged as an essential business practice. Why are diversity and inclusion so critical to organizations nowadays? Do they really help organizations achieve better results? Why is it a unique issue in the 21st century workplace? To answer these questions, organizations should look into factors such as globalization. Globalization increases interactions around the world and diversifies the profile of the workforce, which also contributes to the changing composition of the current workforce. While globalization offers extensive opportunities for organizations, it also imposes many challenges that require new responses. Organizations are not only looking for ways to effectively manage a diverse workforce but also to leverage it to achieve better outcomes.

Diversity has become a major part of society in the past decade and organizations have continued to adapt to our changing world. One way that organizations provide support for human and world differences is by creating a diversity mission statements that support the company’s actions. Diversity mission statements for corporations compared to non-profit organizations are more similar than I expected since. Verizon Wireless is the corporation I chose to research due to their current market share and success of the company. Verizon (2017) stated in their diversity statement how important and vital their employee differences have contributed to their success. According to Verizon (2017), 59% is their current workforce diversity and over half of

Diversity has been a hot-button topic for many of today’s companies. Diversity programming and initiatives are regularly implemented by organizations of all types and sizes. As it relates to an organization’s human resources operation, diversity will continue to be an ever-changing term as the work towards equitable treatment for all continues.

When organizations actively evaluate their handling of workplace diversity issues, develop and implement diversity plans, several benefits are reported. For example, increased adaptability, variety of viewpoints, and a diverse collection of skills and experiences that allows a company to provide service to customers on a global basis. For this reason, organizations need diversity to become more proactive and welcomed within an organization and its employees.

Today’s workforce is a diverse mix in terms of age, gender, ethnicity, generational attitudes. It is important for an organization to adopt diversity management practices to bring this diverse mix together into a stable productive unit.

Diversity is a wonderful asset to an organization and brings with it many benefits. Employees bring in their own personal experiences and knowledge to the team (Burns & Kerby, 2012). Having diverse teams allows for the possibility to fix a problem or perfect a process by using different employee’s experiences and past knowledge to find solutions. A diverse workforce can drive economic growth and capture a greater share of the consumer market (Burns & Kerby, 2012). With diversity as a core value, the recruitment pool is widened to find the most qualified candidate and reduces employee turnover as a result. An organization can be highly competitive with a diversity initiative by adapting to a changing environment (Burns & Kerby, 2012).

The general line of reasoning is that if we learn to incorporate each other’s diverse traits and characteristics in the workplace, we can then use these differences to foster an innovative environment, which will give the company a competitive advantage over the competitors that do not accept workforce diversity. According to the Allied Academies International Conference, “Diversity is rapidly becoming a common practice among companies due to the increasing number of minorities entering the job market today. As these groups become more prevalent throughout companies, upper-level employees are facing numerous challenges when determining what changes must take place to create a positive working environment for everyone. Management is responsible for the development and implementation of effective policies directly relating to diversity to ensure the acceptance of minorities into the workplace and to aid in minorities’ success through equal opportunities and treatment.” (Marcia L. James, 2001, Academy for Studies in International Business Proceedings)

This report is an output of a project conducted for KPMG International. The objective was to design Diversity Management (DM) policy for KPMG International in China. Adopting a formal DM policy will enable organizations to effectively communicate the DM dimensions to their employees, by so doing, promoting inclusive environment and organizational performance. In this case, there will be an analysis on Western nations (UK and US) and China, bearing in mind their cultural, political, social, demographic and economic differences.

Coverage Area: 5 companies- Coca Cola, Ford, Miljoy Group,Dabbousi international company limited and Dastia Siivous Oy in Ghana and Finland are covered in this

In this era of economic globalization, many companies are making efforts to achieve workforce diversity, which aims to employ workers from different backgrounds to provide tangible and intangible benefits to the organization. Understanding the advantages of workforce diversity helps an organization to establish with a competitive edge. This can include employing workers with cultural and language skills that can lead to greater reach for the business.

In order to prepare a global workforce, particularly in the area of managing diversity, we must not only understand the details of commerce but have a more robust understanding of historical, social, cultural and regional trends. The new paradigm for global management includes creating and maintaining a diverse work environment in which cultural diversity is encourage and celebrated,

The US is one of the most culturally heterogeneous populations in the world with a current workforce of 36% individuals from different ethnic groups such as American Indian, Arab American, Asian American, Afro American and Latino American. In my opinion, globalization has greatly affected the world not only social, economical, but also human interactions. The constant change promotes diversity within companies where the importance of diversity management is extremely essential to progress. I also believe that it is not possible to have too much diversity in the workplace due to the advantages that group diversity promotes within a company’s organizational culture (Carr-Ruffino, Daniels, Radebaugh, & Sullivan, 2013).

Organizations have been becoming increasingly diverse in terms of gender, race, ethnicity, and nationality. This diversity brings substantial potential benefits such as better decision making, greater creativity and innovation, and more successful marketing to different types of customers. But, increasing cultural differences within a workforce also bring potential costs in higher turnovers, interpersonal conflicts, and communicational breakdowns. The utilities of diversity training and the essential managerial skills required for effectively managing diversity will also be discussed.

Businesses are recognizing the need and importance of investing in diversity and addition as part of their inclusive talent management practices and to frequently challenge their organizations to make the connection between those values and their group performance.. Diversity is especially fundamental in today’s global marketplace, as businesses cooperate with

The author alluded to the fact that demographic diversity has increased over the years to to advances in technology and globalization, while human resource personnel with international diversity management skills and experience is minimal. This has resulted in diversity management practices mismatch between global intergration and local open-mindedness. According to the article, it is a must for