Abstract
The paper deals with the implementation of diversity management in the Czech and Slovak organizations. The aim of the research was to find out how the concept of diversity management is accepted and applied in the Czech and Slovak companies. The scale questionnaire of the author's own construction was used for data collection. The questionnaire contained apart from the introductory classification items 25 items divided into three thematic areas: the field of inclusion and justice, the field of diversity management implementation and the field of benefits resulting from implementing diversity management. The statistically significant differences and dependencies that emerged among items in the questionnaire were examined by Kruskal-Wallis test and other statistical methods. The research survey revealed that respondents’ answers were significantly affected by factors such as the seat of the company and the working position of the respondent. The respondents from the Slovak Republic generally perceive issue of diversity management more positively compared with respondents from the Czech Republic. Also the managers perceive issue of diversity management more positively compared with employees. The research survey identified partially the existing state of implementing the concept of diversity management in organizations in the Czech and Slovak Republics.
Highlights
As a result of general changes in the society, demographic development and globalization of the labour market diversity management have become ever more important
The basis of diversity management concept can be seen in the natural substance of diversity existing in the human society where diversity of people from the point of their age, gender, race, ethnicity, mental and physical abilities, sexual orientation and other characteristics is a natural thing (Eger et al 2009; Hubbard 2004a)
The research survey was implemented with the aim to find out how the concept of diversity management is accepted and implemented in the environment of the Czech and Slovak companies
Summary
As a result of general changes in the society, demographic development and globalization of the labour market diversity management have become ever more important. The basis of diversity management concept can be seen in the natural substance of diversity existing in the human society where diversity of people from the point of their age, gender, race, ethnicity, mental and physical abilities, sexual orientation and other characteristics is a natural thing (Eger et al 2009; Hubbard 2004a). Diversity or heterogeneity may be understood from the point of view of certain criteria or dimensions In this sense we distinguish between primary and secondary diversity (Hubbard 2004a; Süß, Kleiner 2008). According to Bedrnová and Nový (2007) factors such as age, ethnicity, gender, mental and physical abilities, race and sexual orientation belong to the basic characteristics of primary diversity. Identification of key diversity dimensions enables the organisation to apply strategies, programmes and techniques for its management at all the organisation levels and it can provide a strategic advantage
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