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Casual Articles - Diversity Success Strategies
Due to increases in global markets, mass media and international travel, companies are facing a constant battle to maintain their market share and keep their once loyal consumers happy. Even the small locally based companies with small national outlets are feeling the pressure from the global giants that encroach upon their territory. In his book, Key Management Ideas, Stuart Crainer writes, “Currently, some 37,000 parent companies control over 200,000 subsidiaries abroad. Some 40% of the total assets of the world’s 100 largest companies are already located outside their home countries.” As such, companies of all sizes are finding that in order to stay ahead of the competition and to keep up with shifting customer demands and loyalties, a program of continuous organisational change is necessary.However despite such necessity many attempts at change have been fraught with failures. During the 1980s an
This means that managing global diversity effectively is imperative for businesses that want to be faster, better, and more cost effective in the chaotic and complex global marketplace.
During my informal chat with Celia Oke, I finally came up to the following 7 conclusions for a successful diversity success strategy:
1. Where the head directs, the body follows: Global Business thinkers recognise that implementing a diversity success strategy is a business and social oppo
Franchising research is a dangerous business for potential Franchisees. The Franchisor can hold all the cards….unless you see the relationship for what it is!I’ve set out below 4 rules that I go into in more depth in my book. Ignore these at your peril, but take them into account and you and the Franchisor can have discussions with the deck not stacked against you.1) The Franchisor is wishing to enter into a contract with you that will enable him to grow his business. The relationship that you develop is based around MUTUAL benefit. In the light of this, there is no need to feel that you have to impress the Franchisor or that when you meet with them you are applying for a job.2) The purchase price of the Franchise should be in proportion to the rewards that are realistically on offer. Don’t forget, every penny spent in the purchase of the Franchise is one less going into the development of the Fran
By 2010, 50% of the UK workforce in urban areas will come from diverse backgrounds. With the word ‘Global’ following the word ‘Economy’ in almost every business case, diversity a key government initiative companies cannot afford anymore. The following are constantly a reminder of why diversity is key to the success of every business in the UK today:
1. Age discrimination
2. Bullying and harassment
3. Disability
4. Equal pay
5. Ex-offenders
6. Race discrimination
7. Religious discrimination
8. Sex discrimination
9. Sexual orientation
Here at Diversity Success, we focus on developing and equipping people from diverse backgrounds with the soft skills required to help employers gain a competitive edge in today’s global economy while helping employers understand the following:
1. Diversity and the business background 2. Understanding diversity and its effects on employers 3. The impact of diversity on business performance 4. The consequences of failing to manage workforce diversity 5. Key factors that influence the effects of diversity 6. Diversity and the business case 7. Understanding and implementing diversity measures 8. Successfully measuring the impact of diversity to make progress. 9. And using diversity to gain a competitive edge over competitors.
For example, Halifax Building Society increased profits by ?130,000 at six branches trialling an older workforce and Nationwide Building Society saved ?7million in staff turnover costs by widening the recruitment age.
I met up with Celia Oke, one of UK’s leading Diversity & Equality consultants for the Job Centre Plus and after hours of sharing ideas and opinions, we came up with a number of critical points to implementing a successful diversity and equality strategy.
It is not ground breaking news that we are in the people business and people buy into people before they buy from them. Global diversity has come of age and in today's constantly changing business environment, a multicultural Britain with different cultural values, beliefs and standards, if you are not recruiting the right people, i.e. people who understand your customers, then you are not ready to succeed in a global and diversified business economy.
In order to increase sales, improve customer loyalty and satisfaction then employers must be proactive in adapting a workforce that spans across time, space, cultures, and geographies.
This means that managing global diversity effectively is imperative for businesses that want to be faster, better, and more cost effective in the chaotic and complex global marketplace.
During my informal chat with Celia Oke, I finally came up to the following 7 conclusions for a successful diversity success strategy:
1. Where the head directs, the body follows: Global Business thinkers recognise that implementing a diversity success strategy is a business and social oppor
We may not be too far form a time when there is very little point in holding a conference for large numbers of delegates simply to relay information, because data will be disseminated in a variety of other ways on personal communication systems. There will be no need to have a conference to exchange information.Now the third millennium is here, we might legitimately ask ourselves how we should best communicate with large numbers of people if data can be sent so cheaply and easily around the world. There are still vast conference centers being built both by governments and commercial groups. What sort of conferences do they think they will attract in this new age of instant, reliable communication?The future of conferences must surely lie in how they are used. Perhaps promoting attitude change, creating group loyalty and rewarding positive behavior could be the answer. In the future, attending a con
4. Equal pay
5. Ex-offenders
6. Race discrimination
7. Religious discrimination
8. Sex discrimination
9. Sexual orientation
Here at Diversity Success, we focus on developing and equipping people from diverse backgrounds with the soft skills required to help employers gain a competitive edge in today’s global economy while helping employers understand the following:
1. Diversity and the business background 2. Understanding diversity and its effects on employers 3. The impact of diversity on business performance 4. The consequences of failing to manage workforce diversity 5. Key factors that influence the effects of diversity 6. Diversity and the business case 7. Understanding and implementing diversity measures 8. Successfully measuring the impact of diversity to make progress. 9. And using diversity to gain a competitive edge over competitors.
For example, Halifax Building Society increased profits by ?130,000 at six branches trialling an older workforce and Nationwide Building Society saved ?7million in staff turnover costs by widening the recruitment age.
I met up with Celia Oke, one of UK’s leading Diversity & Equality consultants for the Job Centre Plus and after hours of sharing ideas and opinions, we came up with a number of critical points to implementing a successful diversity and equality strategy.
It is not ground breaking news that we are in the people business and people buy into people before they buy from them. Global diversity has come of age and in today's constantly changing business environment, a multicultural Britain with different cultural values, beliefs and standards, if you are not recruiting the right people, i.e. people who understand your customers, then you are not ready to succeed in a global and diversified business economy.
In order to increase sales, improve customer loyalty and satisfaction then employers must be proactive in adapting a workforce that spans across time, space, cultures, and geographies.
This means that managing global diversity effectively is imperative for businesses that want to be faster, better, and more cost effective in the chaotic and complex global marketplace.
During my informal chat with Celia Oke, I finally came up to the following 7 conclusions for a successful diversity success strategy:
1. Where the head directs, the body follows: Global Business thinkers recognise that implementing a diversity success strategy is a business and social oppo
If you have a problem with your Hewlett Packard or IBM product in Singapore, simply take it to the Post Office and they will forward it to the repair center at no charge.When it’s repaired and ready to collect, the Post Office will return your machine to your home or office, or back to the Post Office location of your choice.You can even pay for repairs at the point of delivery if they’re not covered by the manufacturer’s guarantee.This is a good example of win–win partnership between technology companies and a government agency resulting in better service for customers like you.Watch for more ‘cross-border, cross-town’ partnerships between government, commerce, education, medicine, neighborhoods, communities and even spiritual institutions as everyone becomes more creative and customer-focused.Key Learning PointOld boundaries can become open borders for creative cooperation. I
For example, Halifax Building Society increased profits by ?130,000 at six branches trialling an older workforce and Nationwide Building Society saved ?7million in staff turnover costs by widening the recruitment age.
I met up with Celia Oke, one of UK’s leading Diversity & Equality consultants for the Job Centre Plus and after hours of sharing ideas and opinions, we came up with a number of critical points to implementing a successful diversity and equality strategy.
It is not ground breaking news that we are in the people business and people buy into people before they buy from them. Global diversity has come of age and in today's constantly changing business environment, a multicultural Britain with different cultural values, beliefs and standards, if you are not recruiting the right people, i.e. people who understand your customers, then you are not ready to succeed in a global and diversified business economy.
In order to increase sales, improve customer loyalty and satisfaction then employers must be proactive in adapting a workforce that spans across time, space, cultures, and geographies.
This means that managing global diversity effectively is imperative for businesses that want to be faster, better, and more cost effective in the chaotic and complex global marketplace.
During my informal chat with Celia Oke, I finally came up to the following 7 conclusions for a successful diversity success strategy:
1. Where the head directs, the body follows: Global Business thinkers recognise that implementing a diversity success strategy is a business and social oppo
The words that strike fear in all working people --fired, terminated, laid off, let go, restructured, dismissed, downsized, rightsized --translate into only one thing: You're back in the job market and beating the street for new employment opportunities.Don't panic or spend too much time feeling sorry for yourself. Getting right back into the job market when losing your job is hard to deal with. The best thing you can do (even if you received a severance package) is look at the firing as a chance for a better opportunity. Getting fired is no longer considered a negative on your resume. It's part of today's job arena.TIP: For every $10,000 of salary, add a month to the job search to find employment.How do you deal with being fired or downsized in terms of your resume and job-hunting? How do you get you in shape to find an even better job than the one you just lost? Decide on a career
It is not ground breaking news that we are in the people business and people buy into people before they buy from them. Global diversity has come of age and in today's constantly changing business environment, a multicultural Britain with different cultural values, beliefs and standards, if you are not recruiting the right people, i.e. people who understand your customers, then you are not ready to succeed in a global and diversified business economy.
In order to increase sales, improve customer loyalty and satisfaction then employers must be proactive in adapting a workforce that spans across time, space, cultures, and geographies.
This means that managing global diversity effectively is imperative for businesses that want to be faster, better, and more cost effective in the chaotic and complex global marketplace.
During my informal chat with Celia Oke, I finally came up to the following 7 conclusions for a successful diversity success strategy:
1. Where the head directs, the body follows: Global Business thinkers recognise that implementing a diversity success strategy is a business and social oppo
As the economy improves, so does the outlook for small business. That may mean you'll find way too many things to do and not enough time for you or your staff to complete them. Or maybe you've been solo for a while and have decided your business is growing enough to need help.What do you do? Hire full or part time employees? Outsource to an independent contractor?Before you decide, take the time to define the position. Create a job description. What do you want the person to do? What are you willing to give up total control over? What level of experience or education must the person have? Documenting the responsibilities of the position will help you decide. And it will help you hire the right person the first time.Consider the IRS' 20 point checklist when determining employee vs. independent contractor. A good interpretation of that checklist can be found at
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