Major challenges faced by HR Industrialists with regard to managing diversity and increasing inclusion.

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Major challenges faced by HR Industrialists with regard to managing diversity and increasing inclusion.
HR (Human resource) sector evolves everyday thus there are many challenges faced by HR professionals very often and when it comes to managing diversity and increasing inclusion it is the same scenario. 
What is Diversity and inclusion? 
"It means understanding that each individual is unique, and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies."
- https://www.qcc.cuny.edu/diversity/definition.html
"These generations view diversity as a representation of fairness and protection to all, regardless of gender, race, religion, ethnicity, or sexual orientation. Inclusion for boomers and gen-Xers is the business environment that integrates individuals of all of the above demographics into one workplace"
-https://www.fastcompany.com/.../millennials-have-a-different-definition-of-diversity

Major Challenges for Diversity and inclusion?
Diversity is complex and subjective, however, in summary there are some major challenges:
·  Gender: the biggest challenge for gender lies within education systems (this is for those countries where an equal percentage of girls have access to education as boys). With fewer girls entering into the Science, Technology, Engineering, and Mathematics (STEM) subjects than boys, this has a long term impact on their career options and on companies who operate in these industries being able to attract. The future landscape is technology, we should be encouraging schools to include this as a mandatory subject just as important as Reading, Writing and Mathematics. For countries where access to education for girls is still a challenge, the biggest threat is within cultural norms where women are expected to stay at home, however more and more young women are starting to challenge these norms.

·  Generations: we are still looking at the employee life cycle in many companies in the same way as we did 20 years ago. It is not for me to say whether the research is right or wrong on generational theory but either way, we need to provide more flexible career options where we invest quickly in young talent to accelerate their careers and continue to invest in talent into and beyond the typical retirement age.         

·  Inclusion: many organisations continue to invest and push more for the diversity of employees than they do for investment in inclusion. Inclusion is difficult to measure and ultimately linked to the culture of the organisation and diversity is more tangible. If you invest in diversity without inclusion, your investment will not be sustainable. 

 By Tyron Sneviratne.
          

Comments

  1. UnknownNovember 11, 2017 at 9:31 AM

    Can you explain with your current organisation.

    ReplyDelete
  2. tyronsenNovember 11, 2017 at 10:30 PM

    Well as far as SLA is concerned, We are some what there. Male dominant positions are slowly marked by Female presence.Gender based Discrimination has been proven overrated and we know that by practice.Female presence and domination has been always there in hospitality /office side of the airline.Now there is a significant increase in female presence in operations as well.For example there are some Female aircraft maintenance technicians ,Female aircraft maintenance Engineers,and many Female pilots(Captains/First officers). If you closely monitor cadet pilots, Its all most 50/50.Thanks ruchira for the idea, I would do a separate blog on it in the future.

    ReplyDelete
  3. randolljamesNovember 13, 2017 at 10:45 PM

    The diversity issue starts at the very beginning of of the education life of a child in Sri Lanka. The society molds the mindset of them saying certain professions would be successful only for males, and certain professions would be good only for females. Due to this mindset, very few females enter the technological/mechanical professions, and very few males enter the textile/garment professions. First of all, such mindsets should be changed in the society. Proper rules and regulations should be implemented by the government to absorb males and females both with equal opportunities into any organization in the country, in order to address the diversity issues in organizations in the country.

    ReplyDelete
  4. NeoshineNovember 15, 2017 at 10:33 AM

    Next to education it is the social cultural aspects that is limiting female presence in certain job roles. Even within the organizations where male female representation is more or less equal it is quite noticeable that female representation on managerial level job roles is less.
    When it comes to Generations I totally agree with you. Organizations needs to understand the shortened employee life cycles and build up strategies to get the best out of new recruits within 2-3 years.

    ReplyDelete
  5. Danushka De AlwisDecember 7, 2017 at 9:55 PM

    Happy to read SLA gender diversity is evolving. Reading your blog and reading the same point about the culture perspective of women being more domestic (which is still present as evident by recent news from Google diversity issue), makes me wonder whether it applies to Sri Lankan culture where we were one of the first to have a female president. Interestingly, reading Neoshine's comment, management levels having less female presences further adds to my wonder whether female inclusion in decision making roles, is seen by males as a threat to their traditional narrow views (i.e. male ego). Point being apart from views of female gender being seen as a more domestic role, I believe there are other subtle factors playing (i.e. ego etc.).

    ReplyDelete

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