Applying the Concept of Diversity Management in IT and Robotics Organisations

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Jazyk výsledku

angličtina

Název v původním jazyce

Applying the Concept of Diversity Management in IT and Robotics Organisations

Popis výsledku v původním jazyce

The monograph entitled "Application of the concept of diversity management in IT and robotics organisations" focused on social diversity within the work environment/work team. As part of the theoretical part, the term "diversity" was first defined. It has been found to be a term that refers to the diversity of a particular social group or a particular part of the human population. In simple terms, it is the variability (diversity) of a particular group of people. However, this may be a diversity based on many different measures. This concept is often linked to the working environment. The diversity of the work team is dealt with in the second chapter of the theoretical part of the monograph. A socially diverse workplace can be defined as an organisation that intentionally employs a workforce composed of individuals who possess a variety of characteristics, such as gender, religion, race, age, ethnicity, sexual orientation, education, and others. The individual forms of diversity in the workplace are then dealt with in individual chapters. The third chapter of the monograph deals with the concept of "corporate culture". Corporate culture is a set of uniform and enduring beliefs, customs, traditions, and practices shared and maintained by the employees of a corporation. These shared beliefs define the core characteristics of an organisation and create an attitude that sets it apart from all others. The fourth chapter deals with the different methods of diversity management that are currently applied by companies. The fifth chapter focuses on the term inclusion, which is closely related to the concept of diversity. Inclusion refers to "the act or practice of accommodating people who have historically been excluded from society/work environments (because of their race, gender, sexuality or ability). The last chapter of the theoretical part then focuses on the description of the IT and robotics sectors, as these sectors have become the object of interest in the practical part of the monograph. The chapter focused not only on the definition and enumeration of the specifications of these sectors, but also on the diversity in the work collectives operating in these areas. These are industries that have historically been associated with the emergence of all-male collectives. The practical part of the monograph was divided into three individual researches. The first research was a questionnaire survey in which 25 entities active in IT and robotics participated. These entities answered 35 questions about diversity. It is clear from the results that Czech companies have more male employees. Employees in these fields are mostly younger (under 30 years of age) and come from the Czech Republic. Only a few entities showed that they also employ people from different cultures. This confirms the assumption that the Czech environment is rather racially homogeneous. Most entities perceive diversity as an advantage, but then most entities add that they have no diversity management strategy in place. The following research comprised semi-structured interviews involving two companies. The first company was organisation X, as a representative of the IT sector, and the second company was company Y, as a representative of the robotics sector. Both organisations are very open and modern in their approach and see diversity as a positive opportunity that can only contribute to society if properly managed. Pre-established policies and statutes govern both companies and employ highly diversified work teams. The last segment of the monograph is based on the results of the questionnaire survey and semi-structured interviews and seeks to create an optimal company that is on the one hand highly diversified, but pays considerable attention to diversity management and considers it an essential part of the corporate culture. The monograph brings a lot of novelty to diversity in the workplace. Above all, this is one of the few monographs to deal with diversity in the IT and robotics workplace to such an extent. In reading many hundreds of articles and books dealing with this issue, the author of the monograph came across one methodological problem, namely that there are not many scholarly sources that deal with diversity in the workplace as a whole. Each scientific article or other type of publication always deals with only one form of diversity, or diversity in general, but not in great detail. For this reason, the author of the monograph undertook to look at the term "diversity in the workplace" from all angles. The results of the research in the practical part of this monograph may point out that although the Czech environment is becoming more and more globalised and there are more and more individuals of other races and cultures in it, the Czech companies pay little attention to the concepts of diversity management. Many of the facilities interviewed stated that their work teams are homogeneous and therefore do not have to worry about diversity and its management. Thus, there is a lack of awareness of this issue among employees and senior staff, which may again bias their subsequent actions (such as recruitment). Individuals who are not familiar with the concepts of "diversity" and "inclusion" will not actively work to recruit new employees with differences in their ranks. In the end, these differences could be of great benefit to them. Instead, these individuals will remain uneducated, fearing the unknown that comes with different employees. The last segment of the practical part is a list of guidelines that companies can incorporate into their diversity management concepts. For those companies that are just becoming familiar with the term "diversity", it can help to get the new concept for diversity management right. Based on the findings, the author of the monograph believes that research on diversity in the workplace should continue to focus more closely on specific conditions related to diversity in the workplace within the Czech companies. Although some multinational companies or companies operating abroad may be familiar with the concept of a "diversified workplace", the Czech environment is still dominated by companies that take a more traditional approach. Rather, these companies are reluctant to adopt new approaches and concepts into their business system that could ultimately help them. They think they do not need new concepts, nor do they ultimately need more diversified work teams. Attention should be paid to why this is the case and how it would be more appropriate to introduce such companies to the concept of diversified workplaces and the benefits such workplaces can bring. Similarly, more research should be carried out that is primarily interested in the real and actual diversity in the Czech companies.

Název v anglickém jazyce

Applying the Concept of Diversity Management in IT and Robotics Organisations

Popis výsledku anglicky

The monograph entitled "Application of the concept of diversity management in IT and robotics organisations" focused on social diversity within the work environment/work team. As part of the theoretical part, the term "diversity" was first defined. It has been found to be a term that refers to the diversity of a particular social group or a particular part of the human population. In simple terms, it is the variability (diversity) of a particular group of people. However, this may be a diversity based on many different measures. This concept is often linked to the working environment. The diversity of the work team is dealt with in the second chapter of the theoretical part of the monograph. A socially diverse workplace can be defined as an organisation that intentionally employs a workforce composed of individuals who possess a variety of characteristics, such as gender, religion, race, age, ethnicity, sexual orientation, education, and others. The individual forms of diversity in the workplace are then dealt with in individual chapters. The third chapter of the monograph deals with the concept of "corporate culture". Corporate culture is a set of uniform and enduring beliefs, customs, traditions, and practices shared and maintained by the employees of a corporation. These shared beliefs define the core characteristics of an organisation and create an attitude that sets it apart from all others. The fourth chapter deals with the different methods of diversity management that are currently applied by companies. The fifth chapter focuses on the term inclusion, which is closely related to the concept of diversity. Inclusion refers to "the act or practice of accommodating people who have historically been excluded from society/work environments (because of their race, gender, sexuality or ability). The last chapter of the theoretical part then focuses on the description of the IT and robotics sectors, as these sectors have become the object of interest in the practical part of the monograph. The chapter focused not only on the definition and enumeration of the specifications of these sectors, but also on the diversity in the work collectives operating in these areas. These are industries that have historically been associated with the emergence of all-male collectives. The practical part of the monograph was divided into three individual researches. The first research was a questionnaire survey in which 25 entities active in IT and robotics participated. These entities answered 35 questions about diversity. It is clear from the results that Czech companies have more male employees. Employees in these fields are mostly younger (under 30 years of age) and come from the Czech Republic. Only a few entities showed that they also employ people from different cultures. This confirms the assumption that the Czech environment is rather racially homogeneous. Most entities perceive diversity as an advantage, but then most entities add that they have no diversity management strategy in place. The following research comprised semi-structured interviews involving two companies. The first company was organisation X, as a representative of the IT sector, and the second company was company Y, as a representative of the robotics sector. Both organisations are very open and modern in their approach and see diversity as a positive opportunity that can only contribute to society if properly managed. Pre-established policies and statutes govern both companies and employ highly diversified work teams. The last segment of the monograph is based on the results of the questionnaire survey and semi-structured interviews and seeks to create an optimal company that is on the one hand highly diversified, but pays considerable attention to diversity management and considers it an essential part of the corporate culture. The monograph brings a lot of novelty to diversity in the workplace. Above all, this is one of the few monographs to deal with diversity in the IT and robotics workplace to such an extent. In reading many hundreds of articles and books dealing with this issue, the author of the monograph came across one methodological problem, namely that there are not many scholarly sources that deal with diversity in the workplace as a whole. Each scientific article or other type of publication always deals with only one form of diversity, or diversity in general, but not in great detail. For this reason, the author of the monograph undertook to look at the term "diversity in the workplace" from all angles. The results of the research in the practical part of this monograph may point out that although the Czech environment is becoming more and more globalised and there are more and more individuals of other races and cultures in it, the Czech companies pay little attention to the concepts of diversity management. Many of the facilities interviewed stated that their work teams are homogeneous and therefore do not have to worry about diversity and its management. Thus, there is a lack of awareness of this issue among employees and senior staff, which may again bias their subsequent actions (such as recruitment). Individuals who are not familiar with the concepts of "diversity" and "inclusion" will not actively work to recruit new employees with differences in their ranks. In the end, these differences could be of great benefit to them. Instead, these individuals will remain uneducated, fearing the unknown that comes with different employees. The last segment of the practical part is a list of guidelines that companies can incorporate into their diversity management concepts. For those companies that are just becoming familiar with the term "diversity", it can help to get the new concept for diversity management right. Based on the findings, the author of the monograph believes that research on diversity in the workplace should continue to focus more closely on specific conditions related to diversity in the workplace within the Czech companies. Although some multinational companies or companies operating abroad may be familiar with the concept of a "diversified workplace", the Czech environment is still dominated by companies that take a more traditional approach. Rather, these companies are reluctant to adopt new approaches and concepts into their business system that could ultimately help them. They think they do not need new concepts, nor do they ultimately need more diversified work teams. Attention should be paid to why this is the case and how it would be more appropriate to introduce such companies to the concept of diversified workplaces and the benefits such workplaces can bring. Similarly, more research should be carried out that is primarily interested in the real and actual diversity in the Czech companies.

Druh

B - Odborná kniha

CEP obor

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OECD FORD obor

50204 - Business and management

Projekt

—

Návaznosti

N - Vyzkumna aktivita podporovana z neverejnych zdroju

Rok uplatnění

2023

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

ISBN

978-619-245-317-6

Počet stran knihy

217

Název nakladatele

The Bulgarian Academy of Science, Professor Marin Drinov Publishing House of Bulgarian Academy of Sciences

Místo vydání

Sofia

Kód UT WoS knihy

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