1. Challenges And Solutions In The South Pacific MBA-423 HRM Group 5 November 2013

2. Amrish Narayan S11005566 Chaminda Wanninayake S11105205 Freda Wickham S11082416 Stuart Gow s11100919 3. Scope Diversity in the Workplace Benefits of Diversity Challenges in PICs Management of Diversity Recommendations Solutions 4. What IS it? 5. Definition Diversity is defined as a difference or unlikeness 6. Diverse workplace Includes people with different Ethnicities Races Age groups Sexes & Gender Religions Cultural beliefs Values 7. Perceptions Peoples perceptions of themselves and others affect all their interactions (Stone, 2013) 8. Diversity will increase soon... Successful organisations = proactive Address Diversity NOW! 9. Better Suited to Global Diverse Workforces better understand: Legal Political Social Economic Cultural environments More importantly: They gain competitive advantage from this understanding! 10. Can You Risk it? If you embrace diversity, you risk workplace conflict, but if you avoid diversity, you risk loss of competitiveness 11. More Effective Execution Lead and inspire all Human Capital Leads to most efficient level and profitability. Fully execute Organizations Strategy Produces increased productivity Leading to higher profit 12. Variety Of Viewpoints Larger pool of experiences and ideas Meet big picture business strategy needs Diversity of perspective Drives creativity Opens minds to new possibilities & ideas 13. Global Market More & better targeted services When HC has: large collection of skills and experiences cultural and religious understanding languages 14. Challenges in the South Pacific 15. Communication Critical to cross barriers to gain benefits: Cultural barriers Perceptual barriers Language barriers Lack of communication: Confusion Lack of teamwork Low morale 16. Case Study: EU in Solomon Islands Freda Wickham 12 year in EU office Different languages: Spanish, Italian, Irish, English, Belgian, French, German, Pidgin Challenge both spoken and written 17. Resistance To Change 4 types of Organisation: Negative Minimalist Compliant Comprehensive & proactive 18. Implementation Into Workplace Policies Getting into Policies a challenge Maximise the effects of diversity in the workplace After a assessment After research MOVE SLOWLY! Build custom strategy 19. FNU Values On Diversity Diversity And Inclusiveness: The University Practices Diversity And Inclusiveness In Its Campus Learning And Living And Fosters A Community And Collegiate Spirit Among Staff And Students. Policies: Equal Employment Policy Recruitment Policy Discrimination And Harassment Policy Workplace Bullying Policy Drugs, Alcohol And Kava Policy Whistleblower Protection Policy 20. Fiji Solomon Islands LEGAL ASPECTS OF WORKPLACE DIVERSITY 21. Fiji Legislation Employment Relations Promulgation 2007 (ERP) Part 9 Equal Employment Opportunities Move to Good Faith Employers to remove all instances and mentions Great opportunity now! ethnic origin, colour, place of origin, gender, sexual orientation, birth, primary language, economic status, age, disability, HIV/AIDS status, social class, marital status (including living in a relationship in the nature of a marriage), employment status, family status, opinion, religion or belief. 22. Fiji National University EEO Policy The ultimate outcome of our policy (EEO) shall be changes in attitudes to an organisational culture which values a diverse workforce. This will include an appreciation and understanding of different blends of values, cultures, ethnicity and genders. 23. Solomon Islands Legislation Currently no laws for EEO committed to promoting gender equality Constitution officially guarantees women equal rights Laws remain... Still male-dominated culture 24. Solomon Islands Gender Distribution (PS) 0 2000 4000 6000 8000 10000 12000 Management Technicians Skilled Services Female Male 25. Diversity management A process of management, particularly HRM, underpinned by a set of values which recognise differences between people as strengths for management. 26. A Plan is Needed Training not only answer Policies not only answer Specific strategy Create an : Organisational Culture of Diversity 27. Managing Diversity Plan 28. 1. Initial Assessment supports people willingness to consider diversity HRM Policies central Simple employee satisfaction survey Initial assessment of diversity in the workplace 29. 2. Development of a Plan Comprehensive information Start with survey results Should be SMART: Specific Measurable Achievable Realistic Time limited 30. 3. Implementing the Plan Personal commitment of all executive & managerial teams Incorporate diversity policies into every department Many resources 31. 4. HRM Leads & Tracks the Change HRM lead agency Lead the change Once established: tracked measured 32. 5. Advocate to Board & to Employees Policy not in isolation Needs top-level support Needs Operational Management support Needs full workforce support 33. Diversity Major contributor to Human Capital Competitive Advantage Global reach Innovation & Creativity 34. Recommendations Immediately include Diversity Strategic HRM Organisations Strategy Leads to: better productivity Achieving organisations strategic goals 35. Recommendations 5 Steps 1. Initial assessment of diversity in the workplace 2. Develop a Specific Diversity in the Workplace Plan 3. Implement the Plan 4. Lead the change as HRM 5. Advocate Diversity to Board & Employees 36. References Course/ Student Study Guide, MBA 423 HRM, Prof. Dr. K C. Patrick Low , (PhD (UniSA) & Chartered Marketer) Managing Human Resources; 4th edition; Raymond J. Stone (2013); John Wiley & Sons Australia Ltd; Sydney Fiji National University OHS Policy, 2013 FNU OH&S Modules I and II, LINK YouTube videos 37. Amrish Narayan S11005566 Chaminda Wanninayake S11105205 Freda Wickham S11082416 Stuart Gow s11100919 38. Challenges And Solutions In The South Pacific MBA-423 HRM Group 5 November 2013