Managingb Diverdity

Merck Sharp & Dohm.

managing diversity program

The strategy revolves mainly around the diverse global groups. Each group is composed of 20 directors from around the world and is a sponsor member of the Executive Committee of the company. There are 10 of these groups: men, women, and disabilities, generational, interfaith, LGBT, Black, Latino, Asian and Native. Work as a project or temporary assignment in which members have to generate both internal and external recommendations. For example, the group of women has to generate proposals for internal actions to improve the attraction, retention and development of female talent within MSD. It must also generate external recommendations to identify women's organizations in society to be interesting to establish partnerships and propose actions to enhance the influence and reputation of the company among women worldwide. The other 9 groups work the same way.
 Managing diversity: Organisations can benefit from valuing difference and managing diversity effectively.
 Equal opportunity: Equality to all people, without discrimination of gender, race, ethnocentric, sexual orientation, disabilities, etc.
Managing diversity and Equal opportunity compared
Equal Opportunity Managing diversity
 Externally driven
 Rests on moral and legal arguments
 Perceives EO as a cost
 Focus on group discrimination
 Group initiatives
 Supported by narrow positivist knowledge base

 Internally driven
 Rests on ‘business case’
 Perceives MD (Managing Diversity) as investment.
 Focus on development for all individuals
 Universal initiatives
 Individual development
 Supported by wider pluralistic knowledge base


www.heacademy.ac.uk/.../Judith_Foreman_workshop1.pp

MSD has understood the importance of diversity management.
The groups have formed reflect the intention of increasing the potential of individuals in the organization. The main feature is to assign tasks to promote internal and external alternatives according to their focus of diversity. MDS thus seeks to conquer new markets, increase their bank of ideas and increase earnings, at the expense of managing diversity.

The reach of the diversity is quite significant because MDS is focused on internal dimension where are located the following: age, gender, sexual orientation, physical ability, race, ethnocentricity, characteristics that describe people who are part of the divers global group, which make them more competitive in terms of opportunities for human diversity.



Another benefits that are present because the managing diversity are the possibility of increases the productivity, reduce lawsuits and increase marketing opportunities, recruitment, creativity, and business image.
Negative attitudes and behaviors can be barriers to organizational diversity because they can harm working relationships and damage morale and work productivity (Esty, et al., 1995). Negative attitudes and behaviors in the workplace include prejudice, stereotyping, and discrimination, which should never be used by management for hiring, retention, and termination practices (could lead to costly litigation).

Sources


https://www.xing.com/net/erfolgdurchdiversity/opiniones-sobre-la-gestion-de-la-diversidad-387352/entrevista-con-uxio-malvido-director-de-diversidad-de-msd-28593636/28593636/.
www.heacademy.ac.uk/.../Judith_Foreman_workshop1.pp
(foto, taken October