한국 기업의 다양성관리 현황과 발전 방향

Abstract

This study reviews changes in diversity and diversity management over the past several decades in Korea and suggests ways to respond to challenges in addressing diversity. Korean firms have historically introduced management strategies, organizational structures and human resource management practices based on the homogeneity of their workforce and collectivistic culture. These traditional human resource practices have been challenged by democratization, the openness of society, and the needs of firms themselves. The recent increase in workforce diversity demands that Korean firms develop a systematic way to efficiently address the social and economic changes that come with this diversity. Most Korean firms have attempted to homogenize the differences or done the minimum to meet the legal requirements addressing discrimination and fairness. Some firms have begun to proactively utilize diversity to help them achieve their business objectives and establish social legitimacy, but true integration and learning based on respect for diversity are rare. As such, this paper suggests organizational structures, diversity-friendly HR (human resource) practices and organizational climates to help firms manage diversity within a Koran context. It also discusses the role of top-level management as well as the initiatives of leadership to facilitate diversity management. In this era of digital transformation and ESG, diversity management has a significant impact on individuals, firms and society and the co-evolution thereof, and each part has its own roles and responsibilities in that process. The limitations of this paper and future research directions are also discussed.