Diversity in Erisson

Submitted by:
Kshitij Gupta (27)
Puspinder singh (43)
Rishaba Jain (46)
Rohtashva Gupta (47)
Shubham sogani (53)
Sunny Gupta (57)
Table of contents
Introduction
Literature review
Company overview
Research
Questionnaire
References
Diversity:
The concept of diversity encompasses acceptance and respect.
It means that each individual is unique,
and recognizing our individual differences. These can be among race, ethnicity,
gender, sexual orientation, socio-economic status, age, physical abilities,
religious beliefs, political beliefs, or other ideologies. It is the exploration
of these differences in a safe, positive, and nurturing environment.

Diversity at Ericson is a major concern for the company, Ericson has many
policies and programmes for diversity and equality. They celebrate October as
Diversity awareness month.

diversity creates innovation, it creates a base for good decision making, it

creates the best of decision making, and of course it creates a company that
really reflects our society- Hans Vestberg, CEO and President, Ericsson
Literature Review:

Levels of diversity

Surface level diversity:

Differences that people see when they look to someone. That means differences
in easily perceived characteristics such as gender, race, ethnicity, age or
disability , that do not necessary reflect the ways people think or feel but that
may activate certain stereotypes.

Deep level diversity:

When people got to know one another, they become less concerned about
demographic differences if they see them common more important
characteristics such as values, personality and work preferences. Research
suggests that deep level similarities leads to a great bonding between them.

Diversity at work

Dimensions of diversity.

The case for actively managing diversity.

Managing diversity approaches.

 Dimensions of diversity

It can be divided into four layers.

Personality

Internal dimensions

External dimensions

Organizational dimensions

Personality dimension
It defines persons likes, dislikes, beliefs and values of an individual.
Personality of a person depends upon its upbringing, educational background. It
is the most important dimension as it influences the other three dimension layer
throughout persons lifetime.

Internal dimension

This dimension defines what first information we get when came across an
individual such as race, gender, age, sexual orientation, ethnicity and physical
ability on which we make many assumptions and base judgements.

Race

Gender

Age

Sexual orientation

Ethnicity

Physical ability

External dimension

This dimension includes those aspects of our lives which we can change over
time. This dimension determines what we want to do, with whom we want to be
with etc.

Geographic location

Income

Personal habits

Recreational habits

Religion
 Educational background

Work experience

Appearance

Parental status

Marital status

Organizational dimension

Management status

Union affiliation

Work location

Seniority

Division / department group

Work content / field

Functional level

Cases for actively managing workplace diversity

Business case

Ethical case

Legal case

Business case
A workforce drawn from a range of backgrounds working in a diversity
sensitive organization.

Provides a wide range of skills beneficial to the organization some of which

may be very scare.

Helps the organization develop creative ways of solving intractable problems.

Provide better access to multicultural and gender markets.

Assist an organization to make good impression in front of employees,

customers and stakeholders leading to:

Enhanced employee satisfaction.

Lower employee turnover rate.

Improved customer loyalty.

Ethical Case

Ethical case rests on the belief that people should be valued for reasons related
to business as well as for moral and social reasons, with this lies an
organizations formal policies on:

Corporate social responsibility.

Equality and diversity.

Discipline and grievance.

Subcontractor employment practices.

Legal Case

In an ideal world universal acceptance of diversity would be the norm. But

differences lead to prejudice and in the workplace these can result in:
 Inappropriate behaviour towards others.
Unwarranted direct and indirect discrimination.
Lack of opportunity for improved pay levels and/or promotion prospects.
Provision of lower service levels.
Bullying and harassment.
For particularly bad situations legislation lays down requirements aimed at
providing better standards of treatment. Organizations and individuals risk fines
and loss of reputation for non-compliance.

Some approaches to manage diversity in an organization.

Make sure that organisational policies related to discipline and grievance

are clearly understood.
For all employees particularly to new recruits, make sure that written and
unwritten diversity policies are understood and acted upon.
Maintain open communication to locate possible issues before they
become problems.
Learn how to understand the views of all staff members and encourage
open approaches.
Be prepared to listen to vary methods of solving work based problems.
Acknowledge all contributions to improve working environments.
Know your own cultural diversity biases and work at not letting them
affect the work place.

Company overview

Ericsson is a Swedish multinational company which deals in communication

technology and services. The company offers services, software and
infrastructure in information and communications technology for telecom
operators and other industries, including networking equipment, mobile and
fixed broadband, operations and business support services, cable TV, IPTV,
video systems, and an extensive services operation. Ericsson was Founded in
1876 by Lars Magnus Ericsson, the companys headquarter is in Stockholm,
Sweden.

The company current employee is more then 1, 15,000 and net sales was 228
(billion in 2014).its current president and ceo is Hans vestberg.

Ericcson provides more than 1000 solution and operates in more than 180
countries. Ericsson is also the worlds 5th largest software supplier in the world.

Research

In Ericsson there are more than 1, 50,000 people with distinct

experiences, views and ideas. It is the diversity that integrates us together
and helps us make a difference.

The employees focuses on innovation, communication and connectivity

all around the world. The personal strengths of employees makes
companys strengths and it is ericssons mission is to ensure that diversity
and inclusion are some of the most important building blocks of the
company
Ericsson believes that in order to achieve success in this dynamic, multi-
faceted, global and competitive market diversity is the main central
component. Ericsson has made improvements but when it comes to
diversity Ericsson believes that there is much scope of improvement.in
order to progress towards better gender balance, ericsson have a goal that
by 2020 women representation to be increased up to 30% of the total
employee population.

Commitment to diversity

Ericsson focuses on equal opportunity in employment, compensation and

development avoiding all types of discrimination such as by race,
 religion, national origin, gender, sexual orientation, age, marital status or
disability.
Ericsson promote development, promotion of diverse talent and retention
Ericsson helps in awareness among its employees about diversity and
helps in developing the leadership skills which is required to manage a
diverse workforce.
Ericsson is implementing diversity plans worldwide and locally , which
involves action and targets to develop their management of diversity
Ericsson helps employees to point out any behavior which is not in
accordance with Ericssons values.

Managers reponsibility towards diversity management-

Mangers responsibility is to attract wide range of talents in organization,

so that their talents can turn into effective functioning of the organization.
Specific training is offered to develop their skills and in return achieve
business objectives or targets.
Secondly, environment of the organization plays a vital role in the
functioning, so its managers responsibility to create an environment that
value peoples- beliefs, values and perspective.
Next managers main focus should be on diversity related goals and
objectives, that how to start off with, what to do and how to do? When
targets are set and are implemented I is important to take feedbacks from
the employees of the organization from different background, gender,
age.
 Employees responsibility is to respect differences at the workplace they
should interact, communicate and work with the other people of the
organisation there should be no discrimination at the workplace.

Approach and challenges to Diversity-

Ericssons approach to global diversity management is Transversal-

Transverse management is essential in organizations where cooperation and
responding collectively are responsible to get the work done
Ericssons prioritize-

To achieve a representative percentage of women at all levels of management

and increase the proportion of people from different backgrounds among its top
200 executives globally.

Process-
Global challenges and national priorities are established by country managers
across the branch network. And locally, each Country Manager defines country
diversity priorities in accordance with national circumstances and legislation.

Diversity Management-
 In the first step strategic development plans are developed, updated and
reviewed every year.
After the development of plan it is reported globally and locally at the
management platform.
Now, HR develops global framework for diversity by involving other
departments of the organization.
Priorities of the organization are based on the country level action plans.
Local unit take initiatives in implementing the process globally at the
management level where each manager promotes, manages and assures
progress in the organization.
Reporting is done on quarterly basis to unit management team and global
diversity programme director.
 Statistics of diversity in Ericson:

Employees by age and gender 2013

40000
35000
30000
25000
20000
15000
10000
5000
0
under 25 26-35 36-45 46-55 over 55
Male Female

Number of employees Under25 male are 2000 and female are 1000.And
in the age of 26-35 number of employees Male are 35000 and females are
10000.In the age of 36-45 Male are 30000 and females are 7000. And in
the age of 46-55 male are 15000 and females are 3000. Age over 55 male
are 4000 and females are 1000
The maximum number of employees in the company are in the age of 26-
35 and after that in the age of 36-45. The minimum number of employees
are in the age of under 25 .
 Female Representation (%)
30

25

20

15

10

0
2009 2010 2011 2012 2013
Overallwork force Line manager
Executive leadership team

The percentage of female representation in overall workforce is constant

from year 2009-2013. And the percentage of female representation in line
manager is also constant. But percentage of female representation in
Executive leadership team from 2009 it start increases and became
constant from 2011 till 2013.
 Nationality
35
30
25
20
15
10
5
0

Ericsson Workforce Line managers

Employees who are doing job in ericsson are from different nationality
like
Indians,Swedish,Chinese,American,Italian,Brazilian,British,Spanish,Can
adian,German and others.

The maximum number of employees do work in ericsson are from others

as shown in chart and the minimum number of employees are from
Germany.

Diversity Survey
A survey in the form of Questionnaire is conducted in the company for the
formation of policies and awareness programmes in the company:The
questionnaire is as follows:
Are you a(n): *
o Board member
o Advisor
o Staff person
o Office volunteer
o Other:

To which age group do you belong?

o 19 or under
o 20-29
o 30-39
o 40-49
o 50-59
o 60-69
o 70 and above
Are you:
o Female
o Male
o Transgender
Do you consider yourself to be:
o Heterosexual or straight
o Gay or lesbian
o Bisexual
 Please list which ethnic or cultural group(s) your ancestors belonged to
and/or which ethnic or cultural groups you identify strongly with.
For example: Canadian, French, English, Chinese, Italian, German, Scottish,
Irish, Cree, Micmac, Mtis, Inuit (Eskimo), East Indian, Ukrainian, Dutch,
Polish, Portuguese, Filipino, Jewish, Greek, Jamaican, Vietnamese, Lebanese,
Chilean, Somali, etc.

Please list all the language(s) you can speak well enough to conduct a
conversation.

What is/are your country (ies) of citizenship?

Would you characterize our organization to be a diverse and inclusive

organization? Why or why not?

Knowledge of Equality and Diversity Policies

How aware are you of Little Fully

No Some Familiar
Equality and Diversity knowled familiar
knowledge knowledge with
policies in the company? ge with
Equal Opportunities Policy

Race Equality Action Plan

Race Equality Policy

Other company equalities
policies

Confidence in dealing with Equalities issues

How confident do you feel
Very Slightly Confid Very
meeting the individual
unsure unsure ent confident
needs:
(a) Of employees?

(b) Of your colleagues/staff?

If you are aware of Equality and Diversity issues within the company,
how did you gain this awareness? Please provide details.

Attended formal training

session
Company newsletters
Equality and Diversity or HR
web site
Other (please specify)

Training
 a) Have you attended Equality and Diversity training in the last 2
years?
Please give details.
Yes
No
b) If not, why not? Please give details.
No training offered
Too busy to attend any form of
training/diary commitments
I do not feel I would learn anything
new
Other (please specify)

This survey helps the company to know their workforce and helps in
making and modifying the policies regarding diversity and equality in the
company.
This survey is conducted on regular basis in the company.

References:
http://www.ericsson.com/careers/blog/tag/global-diversity-awareness-month/
Mr. Kumad Jagota
(Operational Manager, Ecrisson India)
Mr. Vikesh Trisal
(GNOC head, Ericsson India)
Mr. Prateek Bhatnagar
(HR manager, Ecirsson India)