Managing Diversity
What is diversity? In short, diversity means differences. The challenge of a company includes managing a diversified workforce. Workforce diversity means employees are different in culture, age, gender, skills, abilities, religion, sexual orientation etc.
In Singapore, many companies have diversified workforce, consisting of:
a. Different nationalities, since 30% of the workforce in Singapore is made up of foreigners
b. Different age group, about one-quarter of older workers (aged 50 and above) are still working
c. Different races, though population in Singapore is mainly Chinese, there are different races (eg Malay, Indians, Eurasian and others) living in harmony.
d. Employees with other commitments. Many working women are also mothers with heavy household responsibilities.
Why managing diversity is important?
A diversified workforce is like a two-edged sword. If a company knows how to harness the power of the diversified workforce, it can bring great benefits to the company. If not managed properly, it can be a great source of conflict.
Benefits of a diversified workforce includes:
1. More ideas generated. Great ideas can lead to improved quality of product and improved process.
2. Better customer service, eg in service industry, staff able to speak different languages and dialects can serve customers from diversified background.
3. Support round the clock operation, eg during Chinese New Year, non-Chinese can work.
One way in which company can manage diversified workforce is by encouraging employee participation.
We will examine how a restructured hospital with a diversified workforce encourage employee participation.
Alexandra Hospital (AH) is a 400-bed hospital located in the West of Singapore. Founded in the 1930s as British Military hospitals, it has grown to be one of the biggest public hospital in the 70s.
The present staff strength of AH includes:
Medical Staff Over 150
Nursing Staff Over 400
Allied Health Staff Over 150
Ancillary Staff Under 280
Clerical Staff Under 80
Administrative Staff Under 80
In 2000, the management of Alexandra Hospital from the Ministry of Health to the National Healthcare Group (NHG) Pte Ltd took place. The hospital was restructured to give better service to the public. Restructuring also means that employees get to participate more in the management of the hospital.
Employee Participation in AH
In this section, Employee Participation is divided into company initiated programme and staff initiated programme.
Company Initiated Employee Participation Programme:
1. Exit Interview
Every staff who resigned from service will have to attend an exit interview conducted by Human Resources Department. The aim of the exit interview is not only to find out why the staff is leaving, more importantly, it is to find out what can prevent the staff from leaving.
A majority of the staff who resigned are working mothers, who find that coping with full time work and family responsibilities are emotionally and mentally draining.
The result was collated and send to Ministry of Health. As a result, the Straits Times of 17 February 1993 reported that Ministry of Health initiated a part time and flexi-hours work arrangement to 1400 staff who had left the service.
2. Activities
The management of Alexandra Hospital believed strongly in building up a strong team. Besides having an annual family day, dinner and dance, the activities included:
a. A car-free day 4 km walk to work. The Straits Time of 20 April 2001 reported that about 400 staff from AH took part in this walk.
b. Volunteer Programme. The Straits Time of 17 August 2004 reported that Alexandra Hospital's staff can get up to 14 days' leave a year to participate in community service projects approved or supported by the hospital.
3. Various form of Staff Suggestion Scheme
The staff in AH is very active in contributing to the various form of Staff Suggestion Scheme. Likewise, the management team is very active in implementing the suggestions. As a result, AH has grown to become one of the most family friendly company to work in. Benefits include:
Competitive performance based pay
Flexi-work arrangements
Childcare facilities
Competitive leave benefits
Subsidised health screening programmes
Medical dental and group term life insurance benefits
Family friendly practices
Staff Initiated Employee Participation Programme:
1. "No One Dies Alone (Noda)"
23 December 2006 of The Straits Times carried a report about the staff initiated movement "No One Dies Alone (Noda)" in AH. The report said "Six Alexandra Hospital staff members volunteered to work in pairs after their office hours to befriend the lonely, terminally-ill patients who have no friends or relatives to visit them in their dying hours."
2. Recycling and Landscaping Programme
AH has one of the most beautiful gardens among the hospitals in Singapore. The Straits Times of 7 November 2001 reported "The metamorphosis began a year ago when the hospital's chief occupational therapist, Mrs Rosalind Tan, 61, roped in her husband, Mr Tan Wee Lee, 67, a retired architect, and other hospital staff to plant more trees and shrubs to improve the environment." Since then, many staff has volunteered their time to participate in tree-planting and various gardening activities.
Linked to the landscaping activities is the recycling activities. The same Straits Times articles continued "The hospital has also started recycling aggressively.
It built a wooden hut in May to house a compost unit that recycles dead leaves, leftover vegetables from patients' meals, cut grass and fallen leaves. Each batch of refuse takes about three months to be converted into organic fertiliser."
As a result, AH gains several awards in 2006. These are some of the awards achieved:
Renewal of Singapore Quality Class
Strong Believer Award (Job Recreation Programme Awards)
Workplace Health Promotion Programme
Feedback Session for Yishun residents
Nurse Helper Bed Sensor
Cisco Clinical Connection Suite
AH@Yishun public viewing
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