In Towards Managing Diversity, Dogra draws the inferences of western experiences in managing diversity by the organisations through extensive review of literature as well as dversity pacticing organisations in the west and that of their Strategic Business Units (SBUs) in India. It is clear that in most of the western countries the diversity not only includes gender, race, ethnicity, national origin, and religion, but also includes disability, age, marital status, immigration status, and sexual orientation. But in case of ...
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In Towards Managing Diversity, Dogra draws the inferences of western experiences in managing diversity by the organisations through extensive review of literature as well as dversity pacticing organisations in the west and that of their Strategic Business Units (SBUs) in India. It is clear that in most of the western countries the diversity not only includes gender, race, ethnicity, national origin, and religion, but also includes disability, age, marital status, immigration status, and sexual orientation. But in case of India, the main diversity categories are gender, religion, ethno-linguistic region and whether individuals belong to one of the traditionally dominant 'Forward Castes,' or one of the traditionally excluded 'Scheduled Castes' or 'Scheduled Tribes,' or the large 'Other Backward Castes' grouping. It is only through understanding diversity that businesses can achieve equality and cohesion in the workplace. Towards Managing Diversity provides a perspective of diversity in competitive organizations. Moot issue is not that of Indian Private sector refraining so far from implementing any diversity management related initiatives but need for the management of Indian private sector organizations to understand diversity related cultural imperatives in right perspective. What is most important as rightly observed by the CEO of Siemens in his foreword is that Towards Managing Diversity deliberates aptly on leveraging and using the cultural differences in people's skills, ideas and creativity to contribute towards a common goal and doing it in a right way to give organisation a competitive advantage. Chapters on Cultural Aspect of Business Environment, Need for Managing Diversity, Affirmative Action and Equal Opportunity, HR Interventions, Best Practices and the Indian Perspective heightens the awareness of various diversity issues which are important resource for the management professionals. Two chapters devoted to the behavioural aspects from individual and group perspective are also centralized from cultural perspective in this book. Particularly when diversity refers to the co-existence of employees from various socio-cultural backgrounds within the organization.
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