However diversity management is viewed more as an organizational imperative. Though the objective of diversity management is also the utilization of all available talents it is said that there is a shift in the orientation of this policy from the concept of equal opportunities. Nevertheless the concept diversity management as an emerging aspect of Human Resources Management (HRM) is occupying a central place in the recent periods. In this context this paper presents an overview of the conceptualization of diversity management, the issues connected therewith and presents an evaluation of some of the ways in which the present day organizations can improve upon their policies on managing diversity to make it more effective.
"Managing diversity effectively follows on from, and expands on equal opportunities"(NCVO) Equal opportunities is about keeping within the law and the decisions about the payment of wages, recruitment and promotional policies are to be framed on the basis of the capabilities of the individuals to perform their functions effectively. This requires a systematic policy approach to all facets of personnel management and such policies are framed by a pre-empting discrimination.
"Diversity is a more wide-reaching approach to equal opportunities work. It incorporates the principle that all workers should receive equal rights but, rather than ignoring the differences between people in terms of their gender and race, this diversity should be recognised and respected." (NCVO) Diversity management works on the basis of a valuation of the varying aptitudes and skills that different workers bring along with them to be utilized by the organizations. Under this concept the managers arrive at a working environment where all the workers are valued on the basis of their individual skills and expertise and also such skills and expertise are utilized to the fullest extent.
The idea of 'diversity management' is not a new one and has been found in existence even from late 1980s. All the three concepts of Diversity Management, Human Resources Management, and Total Quality Management are having the central idea of improving the business efficiency and make it result to produce more economic gain in the form of enhanced profits. But the concept of diversity management has been found to be deviating in orientation from that of equal opportunities, as observed by Thompson (1997) "The concept of 'managing diversity' is one that has grown out of Human Resources management and is also a movement away from traditional equal opportunities policies and practices. It is premised on recognition of diversity and differences as positive attributes of an organisation, rather than as problems to be solved."
However the phenomenon of diversity management finds itself conceptually similar to that of HRM as evidenced by the work of Storey (1995) "A distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an array of