Introduction / Research Objectives:简介
Diversity Management has been defined as accepting that the workforce consists of diverse individuals. Diversity could be on the basis of work-style, age, background, sex, race, disability, personality (Kandola & Fullerton, 1998). A productive environment could be created by embracing these differences where everyone is contributing at their highest potential and feel appreciated while they achieve company goals and objectives (Kandola & Fullerton, 1998).
The organisation for primary data collection is from the Pharmaceutical sector having 40% stake in the market and an annual turnover of ￡21 Million (Fig.1.1). With over 160 types of medicine production, this company is Britain's 3rd largest Medicine Producer. 300 employees work between 3 sites of manufacturing, packaging and the corporate office. About 150 employees, most of whom are either African or White work at the main manufacturing site; at the second packaging site there are about 130 employees of mixed origins contribute while at the corporate office, out of 30 people, most are women, of Indian origin except one and also most employees are below the age of 40 (Fig.1.2). The company vision is to maximize inclusion to drive greater business results and sustainable competitive advantage (BL, 2004). This would be achieved by fostering a culture that embraces differences and drives innovation thereby, achieving a skilled, high-performance workforce that reflects the global market place.
Research Aims and Objectives:
The main purpose of this dissertation is to research people's perception of diversity and the effects it has on the workforce of a company. This will be investigated with the help of a questionnaire, interview and a tracking log conducted among the employees of the company from all designations.
It would be imperative to research the positives of having a diverse workforce and how they contribute in achieving the company objectives, differently. The trials and tribulations faced by them owing to their diversity will be looked into and methods to tackle them will be discussed.
Open questions in the survey would include: Share an experience where the organisation supported your religious needs?
Through this research, old theories of diversity will be revised, extended and applied to creating new knowledge which would have theoretical and/or practical application. It will not only simplify and add meaning to existing definitions but also create new understandings of diversity.
Considering the industry sector at the time of recession, many people have lost their jobs, mainly those who are not British nationals. Hence, the question is: how will an organization create profits if all the diverse individuals who contribute to the company objectives have been dismissed. Therefore, in this project, the question addressed is: What are people's perspectives of Diversity and how does it affect an organisation.
Diversity – definitions:
This section covers some of the theory and research on Workplace Diversity which is of particular relevance to this research. It is important to define "diversity" for the purpose of this project. CEO of Proctor & Gamble, Alan Laffey said that 'A diverse organisation will out-think, out-innovate and out-perform a homogenous organisation every single time' (P&G, 2009; Skinner, 2001).
Diversity can be defined as a mixture of people with different group identities within the same social system (Fleury, 1999). There are many definitions to diversity, in essence it includes culture, race, geographic origin, ethnicity, gender, n