Abstract
Purpose – The main objective of the following article is to present issues associated with managing diversity in the context of demographic changes. The aim of this paper is to offer concrete suggestions on how organizations can overcome demographic changes and tap the business potential of diversity management. Design/Methodology/Approach – The authors’ approach is based on the literature, statistic data and authors’ own research. The empirical part was developed on the basis of survey research titled “Diversity Management in the V4 Countries as an Answer to Demographic Changes”. The research was quantitative, implemented through the computer-assisted personal interviewing (CAPI) technique on a group of 101 respondents. The research study was conducted in 2016–2017. Findings – According to the research, knowledge and practice of diversity management is not very widespread in the Czech Republic. The research has shown that according to the opinion of the respondents from organisations, they recognize differences in motivation factors for specific groups of employees. The majority of respondents see the values and benefits of different groups of employees, as well as their specific needs. The majority of respondents know that specific groups can be the objects of various types of discrimination. Practical implications – Changes taking place on the labour market and globalization – and in particular the demographic changes in the Czech Republic – have evoked a necessity of searching for new strategies of management. Contemporary human resources management strategies should take into account social and demographic changes and the influence of those changes on customer purchase behaviour and requirement. Therefore, knowledge of diversity management and practical applications should be reflected in strategies of organizations. Results of the study provide general guidelines for determining the direction of how important diversity management should be in organizations. Originality/value – The research concerns diversity management in the Czech Republic with respect to demographic changes.
Highlights
As a result of globalization, labour market changes, changes in society, or demographic development, diversity management has become ever more important for the wholeS society and business
Demographic changes will have a key impact on the labour market over the two decades, both in Poland and in the rest of Europe
The term “diversity management” has been used for the first time in the United States in the 1980s, but only in the 1990s did the concept find its reflection in the activities undertaken by organisations
Summary
As a result of globalization, labour market changes, changes in society, or demographic development, diversity management has become ever more important for the wholeS society and business. As a result of globalization, labour market changes, changes in society, or demographic development, diversity management has become ever more important for the whole. Demographic changes will have a key impact on the labour market over the two decades (and later), both in Poland and in the rest of Europe. The demographic trends presented above will have serious consequences for organisations and managers in the decades to come. C for a better understanding and awareness of different social groups and appreciating how diversity can bring benefits for organisations. This does require flexibility at work, while ensuring quality work through creating non-discriminating environments inside organisations and a better integration between life-work balance. Maximising and tapping into diversity in the workplace is an important issue for the quality of managing human resources
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