Diversity is becoming a key item on the agenda of leading companies as they are coming to terms with demographic change, social expectations, organisational developments new ways of employing people and organising work, and relationships with customers and other stakeholders. Diversity not only includes race, ethnicity and gender, but also ability/disability, education, age, class and many other differences.
By clearly understanding our commonalities and our differences we can support each others ; efforts to create healthy, inclusive organisations where people of different social and cultural groups, all people, feel welcomed, included, and respected so they can contribute their best work to the organisation.
Our Diversity Practitioner Programme ensures staff not only manage diversity in the broadest sense, but also understand how to get the benefits for themselves and the organisation. This programme covers a wide range of material taken from aspects of Psychology, Social Policy, current Legislative requirements, Equality, Sociology, Managerialism, Change Management and Personal Development.
This eight day programme (which is currently in the process of becoming accredited) consists of a series of assignments which help the participants gain an insight and understanding of what diversity means to their organisation. They will also carry out the design and development of a systems mapping exercise (for their organisation), which will show how elements link together (this will identify the different partners and stakeholders). One important point for this exercise is to highlight the impact of what changes need to take place in order to engage with Diversity and how changes cannot be carried out in isolation.
This programme is suitable for Human Resource professionals, anyone in a management position, people working in the voluntary of community organisations or individuals wishing to pursue a career as a Diversity Consultant.
The programme runs through out the year please contact us to book your place.
Diversity
Managing diversity is increasingly seen as a key factor in determining efficiency. The expectations of employees and the wider society are changing as new generations and groups enter the marketplace, as employees, customers and suppliers.
In our present climate companies face challenges to
- Recruit and retain talented people.
- Innovate products, services and market approaches.
- Open and expand new markets.
- Create responsive cultures and teams.
- Operate effectively across borders and cultures.
- Enhance brand reputation and value.
- Meet new regulatory and social responsibilities.
These challenges are faced almost regardless of size, product or geographical location. The ability of individuals and organisations to meet these challenges has direct links to the creation and management of diversity of the workforce and other stakeholders. In a marketplace where knowledge and intellectual capital cannot be bounded by factors that exclude potential employees, customers and stakeholders Diversity cannot be ignored.
Whilst legislation drives many companies to change an increasing number are starting to explore diversity as series of actions that support organisational development, especially in today’s marketplace.
Surveys of current experience suggests that there are qualitative and quantitative benefits to be gained from understanding the need to effectively manage diversity, for example:
- Increase overall market shares due to selling more products to more clients.
- Decrease in recruiting costs.
- Full utilisation of the personal potential of individual employees.
- Increased team effectiveness.
- Improved personnel retention.
- Reduce operating costs
- Easy entrance to additional and niche market segments.
- Improved image and reputation.
- Improved customer satisfaction
- Access untapped reserves of talent.
- Enhanced creativity and innovation.
- Increased staff motivation.
- More openness to change.
- Easier integration of new staff.
- Better management of crisis or risk situations.
- Optimising of TQM, Re-Engineering and other processes
- Improve operational efficiency, improve efficiency and service delivery.
- Minimise litigation
- Enhance reputation and loyalty both internally and from external stakeholder and customers.
- Build brand loyalty and distinctiveness by valuing all customers, employees and stakeholders.
The model we use is as follows:-
