Global Diversity Reading Room

Resources that address issues that global organizations face when addressing diversity.

Bernard Hodes Group
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Spotlighted Articles

  • Diversity: think globally for local success

    by Peggy Hazard Simmons Associates

    Global HR practices are becoming increasingly important to organizational success.

    Review of The Diversity Recruitment Advertising Toolkit Directory
    by Advanced Online Recruiting Techniques Blog

    I love it when a publication actually lives up to its title. If you are looking for diversity outlets, this is a great reference tool to get you started. Also useful are the various checklists for diversity advertisers, things to avoid that can get you into legal hot water, and the various ways that editor Tracey de Morsella cross-indexes the listings are convenient. I didn't have too much to recommend to her to improve the next edition.

    Reviewed by Glenn Gutmacher Recruiting researcher for Microsoft and author of Advanced Online Recruiting Techniques Blog Click here to read the rest of this review.

    As professionals forge ahead, they have encountered one of the fundamental challenges of a multinational enterprise: determining the balance between global continuity and local flexibility. Introducing a country-centric strategy without considering the unique needs of other locations leads to pushback, lack of buy-in, and in some cases resentment. But determining the solutions – what is truly global and what must be local – can be difficult.

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  • In recent years the term “diversity,” as it applies to people and culture, has grown in prominence and appears to have taken on a life of its own, it is used with the assumption that everyone knows what it means, and that it resonates with every culture. The reality however, may be very different. In some countries, the term does not exist in the language. In others, the focus of diversity on respect for difference and individualism may be at odds with more homogeneous cultural bases and attitudes. In other countries, diversity may just not feature at all. We can only achieve an integrated and holistic approach to diversity when we are clear about what it means and are sure that our understanding takes cognisance of local cultures and environments.

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  • Expatriates and foreign nationals who relocate to the United States to live and work often have mixed perceptions about this young nation. Those feelings are probably best described by the late Irish poet and playwright, Oscar Wilde, who referred to America as a land of unmatched vitality and vulgarity." While most Americans rarely think of their country as "foreign," the fact is that non-Americans who relocate to the United States to do business and "do lunch" are often surprised to find they experience a severe case of "corporate culture shock."

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  • Helping Global Teams Deliver

    by Robin Schneider and Vivianne Näslund

    Many businesses are now operating globally and it is now common practice to bring together teams with members from a number of different countries. What is less common, however, is for these teams to deliver consistently high quality results, and some flop spectacularly. This article is about what HR Directors can and should consider to ensure that their teams capitilise on their cultural differences as a vehicle for opening up thinking and coming up with innovative solutions … and do not find that misunderstandings and the constraints imposed by virtual working cause these teams to fail.

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  • The bottom-line business benefits of diversity and inclusion are increasingly well-established in global companies, including: Attraction and retention of top talent through employer-of-choice reputation around the world; Improved morale among employees worldwide; Cost savings due to better leveraging of strengths and skills within the organization; Stronger relationships with global partners and customers; Increased productivity of diverse and globally dispersed teams. As diversity and inclusion become more strategic components of achieving business results, the need to deal with these issues in a globally appropriate way increases.

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Research Desk

  • Towers Perrin Global Workforce Study

    Winning Strategies for a Global Workforce,Attracting, Retaining and Engaging Employees for Competitive Advantage:

    Towers Perrin's Global Workforce Study is a comprehensive study involving 86,000 workers in 16 countries - provides a rich vein of data and insight to draw in shaping an engaging work experience and investing in programs that will make a material difference to a company's strategic and financial results.

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  • A 26 slide presentation that addresses the following: globalization, the influence of culture and values, an analysis of the Towers Perrin Global Diversity Study and the impact of corporate efforts on global diversity. It also includes a cultural differences quiz, graphs and charts.

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