Maximizing Diversity and Inclusion in Multinational Enterprises

MNE and Div

Div-

Universal inclusion encompasses any individual characteristic that affects an employee's performance in the workplace. It tries to redress the imbalance of power and addresses discriminatory practices in MNE to meet employee needs.

Equality and Div-

Equality (dimensions along which equality might be measured are culturally and contextually specific/core values of equality are fraught with difficulties/different kinds of equality/creation-opportunity-treatment-result).

Meritocracy

Equal moral and political worth of all persons. Young argued Merit principle asserts that division of labor must be questioned, no privileges. Neutrality with respect to race & gender/gender-blind/HRM decisions not influenced by race or gender/Affirmative actions-actions to affirm positions of minorities in org/Diversity is based on the idea that people should be valued as individuals/recognize people from different backgrounds/people should have the same opportunities to demonstrate potential.

Engaging with Div-

Management maximizes the ability of all employees to achieve their full potential (no matter race, gender…). Moral diversity includes respect for differences and valuing them. Benefits of Diversity (recruitment from widest pool/improved motivation and productivity/contribution from diverse team members/better partnership & customer service/compliance with legislation).

Elements-

Doing nothing, being unaware (represent ethnocentric management approach/intolerance of difference)/Adapting to minority (accepting presence of trade unions representing workforce/language and culture training/adapting skills to needs)/Making cultural allowances-measures-recognize cultural differences/allowance for religious needs/flexible hours/staff training)/Changing majority attitudes (facilitate personal contacts between majority and minority/folklore training/discussion of negative stereotypes)/Changing majority behavior-antidiscrimination training/compliance with legislation/policies for dealing with discrimination/establish an inclusive org)/Changing rules & procedures-(promotion-recruitment/inclusion of more women,.. in section boards/eliminate tests not necessary for the job)/active recruiting and promoting (social class of women “not-valued work””/promotional representation)/Relying on Diversity (being diverse)/Mainstreaming equity & Diversity (complementary approaches/share “knowledge management”/performance)/Valuing Diversity (equity in employment relationships/higher levels of competence/decrease conflict).