A number of job vacancies constantly open every day and employers experience difficulties in filling particular roles. Talent retention also has a positive influence, as it becomes easier to recruit and retain employees with the skills and qualities that the Company requires, particularly if such employees are coming from under-represented groups, for example ethnic minorities, women and people with disabilities. When Diversity is managed correctly, potential benefits are gained at 360 degrees, thus holistically, that is: from enhancing the relationships with segmented clients, to the development of innovative ideas and organisational problem-solving, especially at managerial and executive levels, by giving additional different perspectives. Managing Diversity is about acceptance and respect for each individual Through their correct practice within an organisation, the Diversity initiatives are the device to leveraging the potential advantages, while the eventual disadvantages should be minimised. It aims to create a productive and consistent workforce, to achieve different goals, acquiring dynamism and creativity, entering into an untapped area of the market and to maintain a strong competitive advantage. The key point of Managing Diversity is bringing together different people, such as: those from different ethnic backgrounds, religion, sex and age. It strategically links the Human Resource Management of a business to a more positive approach to anti-discrimination, gender balance and tolerance issues. It is a clear concept that starts with the full recognition and valorization of individual differences, brought up by the principle of equal opportunities (with a particular reference to employment opportunities) however led from intrinsic variations. Managing Diversity is about acceptance and respect for each individual.

Tipbet careers