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"Note: DIVERSITY IN ORGANIZATIONS is a comprehensive research-based text that will guide you through both the basics and details of the field. In-depth explorations of topics ranging from why diversity is important to how to become a diversity friendly employer provide practical information. You will also learn how to become a diversity-friendly employer, include workers often devalued, and how both dominant and non-dominant group members can work to effect change"

"The volume is divided into two parts. Contributions in the first section raise questions about the meanings of age and age diversity, as well as how and when age matters in organisations. The second part of the book examines the role and contribution of HR practices in forging an age-inclusive workplace."

"Berbagai isu keberagaman tenaga kerja yang masih terjadi di Indonesia perlu menjadi perhatian bagi setiap organisasi, termasuk Yayasan Wadah sebagai organisasi pelayanan kemanusiaan. Penelitian ini membahas mengenai identifikasi karakteristik keberagaman tenaga kerja, upaya pengelolaan keberagaman tenaga kerja melalui praktik manajemen sumber daya manusia di Yayasan Wadah, dan tantangan serta manfaat dari adanya upaya pengelolaan keberagaman tenaga kerja. Penelitian ini menggunakan pendekatan kualitatif dengan melakukan pengumpulan data melalui studi literatur dan wawancara 4 orang informan (2 orang anggota Departemen Sumber Daya Manusia & Umum dan 2 orang perwakilan Staf departemen lainnya) secara luring dan daring pada bulan Mei hingga Juni 2024. Hasil penelitian ini menunjukkan bahwa Yayasan Wadah mengidentifikasi karakteristik keberagaman dengan adanya perbedaan karakteristik keberagaman tenaga kerja yang diklasifikasikan menjadi tiga kategori, yakni dimensi primer (mencakup gender, etnis, dan usia), dimensi sekunder (mencakup agama, status perkawinan, latar belakang pendidikan, dan latar belakang pekerjaan), dan dimensi informasional (lama bekerja, lokasi kerja, posisi, dan gaji). Departemen SDM & Umum Yayasan Wadah melakukan upaya pengelolaan keberagaman tenaga kerja melalui kegiatan penentuan kualifikasi dan seleksi dalam aspek seleksi dan penempatan SDM (procurement) yang dilandaskan dengan nilai keberagaman sebagai budaya organisasi di Yayasan Wadah serta melalui kegiatan rekreasi sebagai kegiatan perkumpulan karyawan (gathering) yang termasuk ke dalam aspek pemeliharaan karyawan (employee maintenance) dengan tujuan untuk meningkatkan inklusi karyawan. Berangkat dari hasil temuan dan analisis penelitian, upaya pengelolaan keberagaman tenaga kerja yang dilakukan oleh Departemen SDM & Umum ditemukan berbagai tantangan yang dihadapi, seperti adanya perbedaan usia yang menghasilkan tantangan berupa perbedaan pola pikir, cara bekerja, dan kurangnya komunikasi terbuka. Kemudian, tantangan lainnya ialah pada karakteristik keberagaman posisi dimana terdapat kendala komunikasi yang terjadi dan adanya hambatan dalam pekerjaan bagi tenaga kerja yang memiliki latar belakang pendidikan yang tidak sejalan dengan pekerjaannya. Di sisi lain, terdapat pula manfaat pada beberapa karakteristik keberagaman, yakni etnis, agama, dan posisi dalam organisasi dalam meningkatkan wawasan, kemampuan, dan komunikasi yang efektif di antara karyawan.

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Various issues related to workforce diversity that still occur in Indonesia need to be a concern for every organization, including the Wadah Foundation as a humanitarian service organization. This study discusses the identification of workforce diversity characteristics, efforts to manage workforce diversity through human resource management practices at the Wadah Foundation, and the challenges and benefits of these diversity management efforts. This research uses a qualitative approach by collecting data through literature studies and interviews with 4 informants (2 members of the Human Resources & General Affairs Department and 2 representatives from other departmental staff) conducted offline and online from May to June 2024. The results of this study indicate that the Wadah Foundation identifies diversity characteristics by categorizing workforce diversity characteristics into three categories, namely primary dimensions (including gender, ethnicity, and age), secondary dimensions (including religion, marital status, educational background, and work background), and informational dimensions (length of employment, work location, position, and salary). The Human Resources & General Affairs Department of the Wadah Foundation makes efforts to manage workforce diversity through activities such as determining qualifications and selection in the aspects of human resource selection and placement (procurement) based on the value of diversity as an organizational culture at the Wadah Foundation and through recreational activities as employee gathering activities (gathering) which are included in the aspect of employee maintenance with the aim of increasing employee inclusion. Based on the findings and analysis of the research, efforts to manage workforce diversity undertaken by the Human Resources & General Affairs Department face various challenges, such as age differences resulting in challenges in terms of differing mindsets, ways of working, and lack of open communication. Other challenges include communication barriers and work obstacles for employees with educational backgrounds that do not align with their jobs. On the other hand, there are also benefits to several diversity characteristics, namely ethnicity, religion, and position within the organization in enhancing insights, capabilities, and effective communication among employees."

"International Perspectives on Equality, Diversity and Inclusion examines the complex nature of equality, diversity and inclusion in the world of work through interdisciplinary, comparative and critical perspectives. Authors are encouraged to provide cross-national and multi-dimensional insights through comparative analysis and to bring insights from across the disciplines of social sciences and humanities. The series elicits critical scholarship through its focus on structures of inequality in relations of power in exploring issues of EDI at work."

"Tesis ini membahas mengenai pengelolaan tenaga kerja penyandang disabilitas (Diversity Management) di PT. Trans Retail Indonesia. Dengan pendekatan kualitatif, pengumpulan data melalui studi literatur, wawancara dan observasi. Hasil penelitian ini menggambarkan pemahaman perusahaan mengenai tenaga kerja penyandang disabilitas, pelaksanaan pengadaan tenaga kerja, pengembangan, pemberian balas jasa dan pemeliharaan tenaga kerja. Faktor pendukung yang ditemukan yaitu kerjasama stakesholders, dukungan rekan kerja, pendampingan serta konseling kerja. Sedangkan faktor penghambatnya yaitu komunikasi, ketersediaan cabang, tenaga profesional dan produktivitas kerja karyawan penyandang disabilitas. Meskipun demikian, perusahaan dianggap telah memiliki modal yang cukup untuk menuju workplace inclusion yang terstruktur di kemudian hari.

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The focus of this study is the managing worker with disabilities as efforts to achieve workplace inclusion in PT. Trans Retail Indonesia. This research used a qualitative approach. While collecting data using literary studies, observation and in-depth interview. The result shows the knowledge level of company on worker with disabilities, the selection of employs, development of employs, the compensation and the maintain of employs. Several key factors such as stakesholders, associate support, mentoring and counseling. At the same time, the obstacles are profesional worker, communication, and productivity of disabled employs which lead to an attempt of firing. In spite of that, company has been known to have what it takes to develop organized workplace inclusion in the future."

"Organizations must learn to embrace and celebrate diversity as a business practice. But how do you ensure that your diversity programs met the demands of the global marketplace? This issue not only presents key demographic and workforce information, but gives you practical tips, techniques, and exercises that you can apply as you design the most appropriate diversity training program for your organization."