PARAMETERS TO GAUGE DIVERSITY

Region Gender Community- representing the population Race Age Ethnicity Physical abilities/qualities Sexual affection/orientation Educational background Income levels Marital status Parental status Religious beliefs Work experience

PRIMARY DIMENSIONS OF DIVERSITY

Primary dimensions of diversity are those immutable human differences that are inborn and/or that exert an important impact on a persons socialization and an impact on them throughout their lives.

SECONDARY DIMENSIONS OF DIVERSITY

Secondary dimensions of diversity are those that can be changed the mutable differences we acquire, discard and/or modify throughout our lives.

DIVERSITY MANAGEMENT AT HYATT HOTELS

RECOGNITIONS

Fortune lists Hyatt No. 19 on its list of the 50 Best Companies for Minorities. Hispanic Magazine in its February2007 issue rates Hyatt as having one of the Top 25 Recruitment Programs. The Black Collegian in its March 2006 issue ranks Hyatt No. 42 in its Top 100 Employers Survey. Savoy Professional Magazine in its Spring 2007 issue includes Hyatt as one of 10 select profiles for its feature, Mixed Company A Short Hard Look At Corporate Diversity. DiversityInc.com listed Hyatt in its annual Top 50 Companies for Diversity. Child Magazine in its May 2007 issue ranked Hyatt among the Best Hotels for Families.

HYATT DIVERSITY PLAN

COMMITMENT

Formation of diversity councils at the corporate and hotel levels Provide scholarships for minority students pursuing degrees in hospitality management Partnerships with national minority organizations.

ACCOUNTABILITY

Create action plans to increase women and minority representation at all management levels. Creating a diverse workforce is visible in the faces of the total workforce.

MEASURABLE

Hyatt Mumbai has 46% females At managerial position 37% are females

TRAINING
Training allows the employees to work more efficiently by developing effective management practices to include treating others with dignity and respect.

COMMUNICATION
Communication through the Mlange newsletter and online at www.hyattdiversity.com

THE BUSINESS OF DIVERSITY

Helping people connect with each other furthers the goals of an organization, strengthens its business partnerships and creates positive change within the community.

While the impetus for diversity programs begins with desirable social and political goals, the strategic commitment needed to make it a part of the companys business strategy can come only from the highest levels of an organization.

DIVERSITY MANAGEMENT PRACTICES

Supplier Diversity Diversity Scorecard Diversity Plan Update Template

DIVERSITY MANAGEMENT AT RELIANCE ENERGY LIMITED

TRAINING AND DEVELOPMENT

Reliance Energy Management Institute (REMI) looks after the training of the managerial staff Versova Technical Training Centre (VTTC) looks after the training of the technical staff Managers can also have special training programs arranged if required by the employees.

LABOUR UNIONS

It forms a connecting link between the regular workers and the upper management. The contract labours have unorganized labour unions to solve their problems.

Responsibilities of Labor Union

Responsible for the protection of the workers who are not locals. To improve the working conditions of contract labors. Responsible for the promotion of the temporary labors. To determine proper wage rate for the employees.

APPRAISAL SYSTEM

For non management cadre:

Years of service. Looking into Domestic Enquiry initiated/Misconduct (if any).

For management cadre:

Yearly appraisal system Promotion generally happens once in two years

CRITICAL EVALUATION
Reliance

Very limited diversity management practices More responsibility on labor union than management Many unorganised labor unions instead of a single authority. A positive aspect- clearly defined criteria for promotion.

CRITICAL EVALUATION
Hyatt Hotels

Dedicated council for diversity management. Proper channelization of efforts. Equal opportunities presented to all (Ex: Hotel in Saudi Arabia) a country-specific council could be an improvement over the existing practices.

INTROSPECTION

Are we accepting the uniqueness that our co-workers and guests bring into our places of business? Are we giving equal opportunities to women- or minority-owned firms on vendor contracts for everything? What are we doing to bring about the positive changes that will ensure a steady supply of qualified employees, loyal customers and trusted business partners from the communities that