WORKFORCE DIVERSITY WORKFORCE DIVERSITY MANAGEMENTMANAGEMENT

PREPARED BY:PREPARED BY:ANKUR AHUJA(303)ANKUR AHUJA(303)

RITABRATA GHOSH(316)RITABRATA GHOSH(316)M.S.DEEPAK BALAJI(339)M.S.DEEPAK BALAJI(339)

JIGAR SHAH(350)JIGAR SHAH(350)MAYANK SHARMA(353)MAYANK SHARMA(353)

NIKET SHERLEKAR(354)NIKET SHERLEKAR(354)DISHANT SIDANA(357)DISHANT SIDANA(357)

WHAT IS DIVERSITY ?WHAT IS DIVERSITY ?

Diversity refers to the differences Diversity refers to the differences between individuals. between individuals.

PARAMETERS TO GAUGE PARAMETERS TO GAUGE DIVERSITYDIVERSITY

RegionRegion GenderGender Community- representing the populationCommunity- representing the population RaceRace AgeAge EthnicityEthnicity Physical abilities/qualitiesPhysical abilities/qualities Sexual affection/orientationSexual affection/orientation Educational backgroundEducational background Income levelsIncome levels Marital statusMarital status Parental statusParental status Religious beliefsReligious beliefs Work experienceWork experience

WHAT IS DIVERSITY WHAT IS DIVERSITY MANAGEMENT ?MANAGEMENT ?

Diversity Management is a Diversity Management is a comprehensive managerial process comprehensive managerial process for developing an environment that for developing an environment that works for all employeesworks for all employees

PRIMARY DIMENSIONS OF PRIMARY DIMENSIONS OF DIVERSITY DIVERSITY

Primary dimensions of diversity are Primary dimensions of diversity are those immutable human differences those immutable human differences that are inborn and/or that exert an that are inborn and/or that exert an important impact on a person’s important impact on a person’s socialization and an impact on them socialization and an impact on them throughout their lives.throughout their lives.

SECONDARY DIMENSIONS OF SECONDARY DIMENSIONS OF DIVERSITYDIVERSITY

Secondary dimensions of diversity Secondary dimensions of diversity are those that can be changed – the are those that can be changed – the mutable differences we acquire, mutable differences we acquire, discard and/or modify throughout our discard and/or modify throughout our lives.lives.

DIVERSITY DIVERSITY MANAGEMENT AT MANAGEMENT AT

HYATT HOTELSHYATT HOTELS

RECOGNITIONSRECOGNITIONS FortuneFortune lists Hyatt No. 19 on its list of the “50 Best lists Hyatt No. 19 on its list of the “50 Best

Companies for Minorities.”Companies for Minorities.” Hispanic MagazineHispanic Magazine in its February2007 issue rates in its February2007 issue rates

Hyatt as having one of the “Top 25 Recruitment Hyatt as having one of the “Top 25 Recruitment Programs.”Programs.”

The Black CollegianThe Black Collegian in its March 2006 issue ranks in its March 2006 issue ranks Hyatt No. 42 in its “Top 100 Employers Survey.”Hyatt No. 42 in its “Top 100 Employers Survey.”

Savoy Professional MagazineSavoy Professional Magazine in its Spring 2007 in its Spring 2007 issue includes Hyatt as one of 10 select profiles for its issue includes Hyatt as one of 10 select profiles for its feature, “Mixed Company A Short Hard Look At feature, “Mixed Company A Short Hard Look At Corporate Diversity.”Corporate Diversity.”

DiversityInc.comDiversityInc.com listed Hyatt in its annual “Top 50 listed Hyatt in its annual “Top 50 Companies for Diversity”. Companies for Diversity”.

Child MagazineChild Magazine in its May 2007 issue ranked Hyatt in its May 2007 issue ranked Hyatt among the “Best Hotels for Families”. among the “Best Hotels for Families”.

HYATT DIVERSITY PLANHYATT DIVERSITY PLAN

COMMITMENTCOMMITMENT

Formation Formation of diversity councils at the of diversity councils at the corporate and hotel levelscorporate and hotel levels

Provide scholarships for minority Provide scholarships for minority students pursuing degrees in students pursuing degrees in hospitality managementhospitality management

Partnerships with national minority Partnerships with national minority organizations. organizations.

ACCOUNTABILITYACCOUNTABILITY

Create action plans to increase Create action plans to increase women and minority representation women and minority representation at all management levels.at all management levels.

Creating a diverse workforce is Creating a diverse workforce is visible in the faces of the total visible in the faces of the total workforce. workforce.

MEASURABLEMEASURABLE

Hyatt Mumbai has 46% femalesHyatt Mumbai has 46% females

At managerial position 37% are At managerial position 37% are femalesfemales

TRAININGTRAINING

TrainingTraining allows the employees to allows the employees to work more efficiently by developing work more efficiently by developing effective management practices to effective management practices to include treating others with dignity include treating others with dignity and respect.and respect.

COMMUNICATIONCOMMUNICATION

CommunicationCommunication through the through the Mélange Mélange newsletter and online at newsletter and online at www.hyattdiversity.comwww.hyattdiversity.com

THE BUSINESS OF THE BUSINESS OF DIVERSITYDIVERSITY

Helping people connect with each other furthers Helping people connect with each other furthers the goals of an organization, strengthens its the goals of an organization, strengthens its business partnerships and creates positive business partnerships and creates positive change within the community.change within the community.

While the impetus for diversity programs begins While the impetus for diversity programs begins with desirable social and political goals, the with desirable social and political goals, the strategic commitment needed to make it a part of strategic commitment needed to make it a part of the company’s business strategy can come only the company’s business strategy can come only from the highest levels of an organization. from the highest levels of an organization.

DIVERSITY MANAGEMENT DIVERSITY MANAGEMENT PRACTICESPRACTICES

Supplier DiversitySupplier Diversity Diversity ScorecardDiversity Scorecard Diversity Plan Update TemplateDiversity Plan Update Template

DIVERSITY DIVERSITY MANAGEMENT AT MANAGEMENT AT

RELIANCE ENERGY RELIANCE ENERGY LIMITEDLIMITED

TRAINING AND TRAINING AND DEVELOPMENTDEVELOPMENT

Reliance Energy Management Reliance Energy Management Institute (REMI) looks after the Institute (REMI) looks after the training of the managerial stafftraining of the managerial staff

Versova Technical Training Centre Versova Technical Training Centre (VTTC) looks after the training of the (VTTC) looks after the training of the technical stafftechnical staff

Managers can also have special Managers can also have special training programs arranged if training programs arranged if required by the employees.required by the employees.

LABOUR UNIONSLABOUR UNIONS

It forms a connecting link between It forms a connecting link between the regular workers and the upper the regular workers and the upper management. management.

The contract labours have The contract labours have unorganized labour unions to solve unorganized labour unions to solve their problems.their problems.

Responsibilities of Labor UnionResponsibilities of Labor Union

Responsible for the protection of the Responsible for the protection of the workers who are not locals.workers who are not locals.

To improve the working conditions of To improve the working conditions of contract labors.contract labors.

Responsible for the promotion of the Responsible for the promotion of the temporary labors.temporary labors.

To determine proper wage rate for the To determine proper wage rate for the employees.employees.

APPRAISAL SYSTEMAPPRAISAL SYSTEM

For non management cadre:For non management cadre:• Years of service. Years of service. • Looking into Domestic Enquiry initiated/Misconduct Looking into Domestic Enquiry initiated/Misconduct

(if any).(if any).

For management cadre:For management cadre:• Yearly appraisal systemYearly appraisal system• Promotion generally happens once in two yearsPromotion generally happens once in two years

CRITICAL EVALUATIONCRITICAL EVALUATION

RelianceReliance Very limited diversity management Very limited diversity management

practicespractices More responsibility on labor union than More responsibility on labor union than

managementmanagement Many unorganised labor unions instead of Many unorganised labor unions instead of

a single authority.a single authority. A positive aspect- clearly defined criteria A positive aspect- clearly defined criteria

for promotion.for promotion.

CRITICAL EVALUATIONCRITICAL EVALUATION

Hyatt HotelsHyatt Hotels Dedicated council for diversity Dedicated council for diversity

management.management. Proper channelization of efforts.Proper channelization of efforts. Equal opportunities presented to all (Ex: Equal opportunities presented to all (Ex:

Hotel in Saudi Arabia)Hotel in Saudi Arabia) a country-specific council could be an a country-specific council could be an

improvement over the existing practices.improvement over the existing practices.

INTROSPECTIONINTROSPECTION Are we accepting the uniqueness that our co-Are we accepting the uniqueness that our co-

workers and guests bring into our places of workers and guests bring into our places of business? business?

Are we giving equal opportunities to women- or Are we giving equal opportunities to women- or minority-owned firms on vendor contracts for minority-owned firms on vendor contracts for everything? everything?

What are we doing to bring about the positive What are we doing to bring about the positive changes that will ensure a steady supply of changes that will ensure a steady supply of qualified employees, loyal customers and trusted qualified employees, loyal customers and trusted business partners from the communities that business partners from the communities that surround us? surround us?

THANK YOU