Abstract
Diversity refers to any perceived difference among people: age, race, religion, functional specially, profession, sexual orientation, geographic origin, and lifestyle, tenure with the organization or position and any other perceived difference. Diversity is more than equal employment and affirmative action. Diversity management is ensuring that factors are in place to provide for and encourage the continued development of a diverse workforce by melding these actual and perceived differences among workers to achieve maximum productivity. Diversity management involves creating a supportive culture where all employees can be effective. In creating this culture it is important that top management strongly support workplace diversity as a company goal and include diversity initiatives in their companies' business strategies. It has grown out of the need for organization to recognize the changing workforce and other social pressures that often result. Showing ongoing organizational developments, makes it obvious that diversity management is not really a matter of decision but a matter of fact, thus, "no organization is free of the impact of demographic changes and globalization" (Agars/Kottke 2006: 55).
This research paper is an attempt to understand the different dimensions of diversity and cultural differences that pertain at workplace and how do the organizations manage them. For better understanding and interpretation, a comparative analysis amongst the diversity practices of three organizations is taken. These organizations represent different industrial sectors as such it will also help us to understand how diversity practices are managed in that particular industry. The three organizations are- Amul, Pyramid IT Consulting Pvt. Ltd. and American Tower Corporation.
Keywords: Diversity, Cultural, Cultural Differences, Policies, Organisation, Practices, Equal Employment etc.
