Managing a Diverse Workforce

Managing a Diverse Workforce

Diversity at

IBM

Procurement Department

Introduction:

Diversity and inclusion is all about attracting people from a wide range of backgrounds and perspectives, and making the company a place where everyone feels confident and able to contribute to their full potential. Diversity has direct impact on the company’s ability to serve client needs and deliver results.

Diversity is described as people with different ethnic backgrounds, nationalities, age, religion, social class, gender, economic class, marital status, sexual orientation, education level, disability, physical condition and so on.

Diversity can influence an organisation’s objectives in both positive and negative ways, diversity research is mainly focused on identifying the conditions under which the potential advantages of diversity can best be exploited while at the same time minimising the negative effects. The effects of diversity however seem to be not very unequivocal.

The purpose of this assignment is to analyze the diverse workforce and its outcomes at IBM, under the procurement department.

This paper includes a deeply analyses from inside and outside due to I’m part of a minority group working at IBM. Firstly I’m going to provide an overview of diversity workforce importance and its models and how it matched IBM practices. Secondly I’m going to analyze the diverse workforce practices at IBM, including my inside experiences and interview. And the last part of my paper, but not the least, I will provide my conclusions and recommendations.

Models:

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IBM Follows the strategy web, the mosaic model and the soft/human models mentioned above. IBM organizes its operations to take advantage of the diversity of their employees and/or to better match their customers. IBM tailors its managerial style to better match individual and group cultural diversity characteristics.

Diversity and inclusion are important aspects of...