IMPORTANTS ABOUT HRM. (Chapter- 10)

Diversity and Inclusion.

The inclusion and diversity (I&D) function deals with the qualities, experiences and work styles that make individuals unique (e.g., age, race, religion, disabilities, ethnicity) as well as how organizations can leverage those qualities in support of business objectives. It also includes matters that focus on diversity-related careers, communications, legal and regulatory issues, technology, metrics, outsourcing, effective diversity practices, and global diversity issues. It touches on but does not primarily deal with federal, state and local equal employment opportunity (EEO) laws. These are encompassed under the EEO topic within both the staffing management function (for EEO matters arising in the pre-employment context) and the employee relations function (for EEO matters arising within the employer-employee relationship).

Studies show that teams or organizations made up of individuals with a diverse mix of qualities, experiences and work styles tend to have available a richer set of ideas, perspectives and approaches to a business issue. See 6 Steps for Building an Inclusive Workplace.

This overview covers the following major topics:

• Relationship with equal employment opportunity and affirmative action.
• The business case for I&D.
• Designing an I&D initiative.
• Elements of an I&D initiative.
• Diversity recruitment and sourcing.
• Change management as it relates to I&D.
• Careers in diversity.

Diversity

Diversity has many definitions. Organizations frequently adapt the definition to their specific environment. Generally, diversity refers to the similarities and differences among individuals accounting for all aspects of their personality and individual identity. Some of the common dimensions of diversity are shown below, with a sampling of related content:

• Age. See How Attracting and Retaining Older Employees Can Help Your Business.
• Disability. See How can HR help introduce more people with disabilities into the workforce?
• Ethnicity/national origin. See Asian Americans Face Violence, Workplace Discrimination.
• Family status.
• Sex. See Bridging the Gender Divide.
• Gender identity or expression. See Employing Transgender Workers.
• Generation. See Harnessing the Power of a Multigenerational Workforce.
• Language. See Viewpoint: The Silencing of ESL Speakers.
• Life experiences. See Viewpoint: The Forgotten Dimension of Diversity
• Neurodiversity. See How to Attract and Support Neurodiverse Talent.
• Organizational function and level.
• Physical characteristics.
• Race/color. See More Racial Diversity at Tech Companies Can Help Eliminate Biased Products.
• Religion, belief and spirituality. See Prayer and Meditation Rooms Can Increase Inclusion.
• Sexual orientation.
• Veteran status. See Building and Sustaining a Veteran-Informed Culture: A Guide for HR Professionals.
  

Inclusion

"Diversity is being invited to the party. Inclusion is being asked to dance." —Vernā Myers

Diversity provides the potential for greater innovation and creativity. Inclusion is what enables organizations to realize the business benefits of this potential.

Inclusion describes the extent to which each person in an organization feels welcomed, respected, supported and valued as a team member. Inclusion is a two-way accountability; each person must grant and accept inclusion from others. In such an environment, every employee tends to feel more engaged and is more likely to contribute to the organization's business results. This type of environment requires people from diverse backgrounds to communicate and work together, and to understand one another's needs and perspectives—in other words, to demonstrate cultural competence. See Inclusion: Out of the Training Room and into Employees' Hands and Want a Diverse and Inclusive Workplace? Work on Your Culture.

For Human Resource Management (HRM), diversity and inclusion (D&I) mean creating a workplace where all employees feel valued, respected, and have equal opportunities, regardless of their background, fostering a more innovative and engaging environment. 

 the difference between equality, diversity, and inclusion is that equality means making sure everyone can access the same opportunities, whereas diversity means valuing the differences between people, and inclusion is a measure of how safe and welcome people feel in their environment.

diversity is any dimension that can be used to differentiate groups and people from one another.

Diversity allows for the exploration of these differences in a safe, positive, and nurturing environment. It means understanding one another by surpassing simple tolerance to ensure people truly value their differences. This allows us both to embrace and also to celebrate the rich dimensions of diversity contained within each individual and place a positive value on diversity in the community and in the workforce.

Inclusion is an organizational effort and practice in which different groups or individuals having different backgrounds are culturally and socially accepted and welcomed.

 

These differences could be self-evident, such as national origin, age, race and ethnicity, religion/belief, gender, marital status, and socioeconomic status or they could be more inherent, such as educational background, training, sector experience, organizational tenure, and even personality, such as introverts and extroverts.

  

Conflict Resolution.

Conflict resolution poses a significant challenge for HR due to its complexity and the potential impact on workplace dynamics. Conflicts can arise from various sources, including disagreements between employees, interpersonal issues, differing work styles, or employee-manager misalignment.

A reported 85% of employees experience some form of conflict at work, showing this is no small problem. Left unaddressed, these conflicts can escalate, leading to increased turnover and decreased morale and productivity. Unresolved conflicts can also create a toxic work environment, which negatively impacts the culture and reputation of the organization.

Improving conflict resolution in the workplace hinges on open communication and transparency. In this, HR takes the lead by facilitating dialogues between conflicting parties, offering a safe space for expression. Through active listening and dialogue, HR professionals can identify conflict root causes, collaborating with employees to find solutions, through mediation or training programs. This is why it’s important to invest in ongoing training for managers, as they play a crucial role in addressing conflicts within their teams. By focusing on communication and emotional intelligence, HR empowers managers to prevent conflicts from escalating and promotes a fair and consistent approach to conflict resolution, ultimately fostering a more harmonious workplace culture.

Effective conflict resolution is crucial for maintaining a productive and harmonious workplace in Sri Lanka. Human Resources (HR) professionals play a pivotal role in managing and resolving disputes.

How to Resolve Workplace Conflict with Conflict Resolution Strategies

Workplace conflict resolution can feel like lion taming, but without the benefit of tame lions. Half of HR workers report spending one to five hours a week on workplace conflict resolution, which demonstrates how persistent it is. Whether you’re an HR department of one or you manage a whole team, managers and employees turn to you when they need help mediating and resolving workplace conflicts. Much is at stake; employees may threaten to quit or even sue. You need to go in armed with effective conflict resolution strategies to de-escalate tension, get opposing sides to compromise, and remedy hurt feelings.

In this chapter of the HR 101 Guide, we’ll go over conflict management strategies so you can increase employee engagement and retention, eliminate distractions, and support a healthy work culture. Specifically, we’ll discuss how to create a clear strategy to prevent conflict and a plan for conflict resolution to empower you and your team to act decisively and consistently when situations arise. We’ll go over the steps to take when you do have to mediate a conflict between employees. We’ll discuss ways to build a clear culture of understanding, open communication, and collaboration. Lastly, we’ll address training managers and employees on these same skills to improve their conflict resolution skills.

Developing these conflict resolution skills will go a long way towards making everyone feel safe and cared for at your organization. When conflicts arise, as they inevitably do, you want people to trust they will be heard and that someone’s on top of the issue.

Develop Clear Policies and Procedures: Establish comprehensive conflict resolution policies that outline the steps for addressing disputes. This ensures consistency and fairness in handling conflicts. Regularly communicate these policies to all employees to promote awareness and understanding.​

Encourage Open Communication: Foster a workplace culture where employees feel comfortable voicing concerns without fear of retaliation. Open dialogue can prevent misunderstandings from escalating into more significant issues.​calhr.ca.gov+1Fair Work Ombudsman+1

Implement Mediation Programs: Utilize mediation as a tool for resolving disputes. Mediation involves a neutral third party facilitating discussions between conflicting parties to reach a mutually acceptable solution. This approach is voluntary and focuses on collaboration rather than confrontation. In Sri Lanka, community-based mediation has been effective in resolving disputes at the grassroots level. ​

Provide Training on Conflict Resolution: Equip HR personnel and managers with training in conflict resolution techniques. This prepares them to handle disputes effectively and empathetically, ensuring that resolutions are achieved amicably. Training can include skills such as active listening, negotiation, and problem-solving.​

Utilize External Resources When Necessary: For complex disputes, consider engaging external mediators or legal experts familiar with Sri Lankan labor laws and cultural nuances. This can provide an impartial perspective and facilitate fair resolutions.​

Document All Proceedings: Maintain thorough records of all conflict resolution processes. Documentation provides a clear account of the steps taken and can be invaluable if further action is required.

REFERNCE

• https://www.achievers.com/blog/hr-challenges/#:~:text=Conflict%20resolution,%2C%20or%20employee%2Dmanager%20misalignment.
• https://www.bamboohr.com/hr-101-guide/chapter-10-conflict-resolution#:~:text=A%20key%20step%20in%20conflict,before%20meeting%20together%20for%20mediation.
• https://www.bamboohr.com/hr-101-guide/chapter-10-conflict-resolution#:~:text=A%20key%20step%20in%20conflict,before%20meeting%20together%20for%20mediation.
• https://www.itagroup.com/insights/employee-experience/hr-professionals-guide-diversity-and-inclusion
• https://globaldiversitypractice.com/what-is-diversity-inclusion/#:~:text=In%20a%20nutshell%2C%20it's%20about,%2C%20education%2C%20and%20national%20origin.
• https://www.shrm.org/topics-tools/tools/toolkits/introduction-to-human-resources-discipline-diversity-equity-inclusion#:~:text=The%20inclusion%20and%20diversity%20(I%26D,in%20support%20of%20business%20objectives.