Workforce diversity is a reality in the UK.  Accommodation issues for our diverse workforce, such as childcare, elder care, flexible work arrangements, disability accommodation, and literacy are being addressed in the workplace.
Managing diversity is defined as "planning and implementing organizational systems and practices to manage people so that the potential advantages of diversity are maximized while its potential disadvantages are minimized," according to Taylor Cox in "Cultural Diversity in Organizations."

Why Diversity Management at the Workplace is important for your organization?

  • Managing diversity well provides a distinct advantage in an era when flexibility and creativity are keys to competitiveness. An organization needs to be flexible and adaptable to meet new customer needs.
  • Heterogeneity promotes creativity and heterogeneous groups have been shown to produce better solutions to problems and a higher level of critical analysis. This can be a vital asset at a time when the campus is undergoing tremendous change and self-examination to find new and more effective ways to operate.
  • With effective management of diversity, the organizations and businesses develop a reputation as an employer of choice. Not only will you have the ability to attract the best talent from a shrinking labor pool, you can save time and money in recruitment and turnover costs.

Diversity, Inclusiveness and Engagement

Programs of MBM

Our efforts are directed to preparing managers to be able to invest in the

concept of diversity, positively impacting not just on work issues but also

on sensitivity to customers’ needs, legal compliance, business’ ethical issues,

profitability and even social cohesion.

After a careful needs assessment and a raw of consultancy meetings with your organization, our diversity management experts will design a Diversity Management Program for your management and employees. 

Please contact us for more details on existing programs and terms of reference. 

In the workplace, gender-based occupational segregation is one of the most important factors contributing to inequality.

This manifests itself in two ways:

  • Horizontal segregation: the tendency of men and women to be employed in different occupations (e.g. construction workers or teachers);
  • Vertical segregation: the tendency of men and women to be employed in different positions within the same occupation or occupational group (e.g. the majority of school heads may be men while the majority of teachers are women). 

Gender stereotypes can also profoundly affect the occupations and sectors in which women work. Stereotypes and cultural restrictions imposed on women can also determine the jobs that women take. This results in:

- Men are mainly in charge of decision making posts, while women mainly fill subordinate and service jobs;

- The wage pyramid shows strong sex biases: different wages are paid for the same jobs.

- On average women earn much lower salaries than men do when performing the same jobs;

- Women climb the hierarchical ladder much slower than men do. They start at lower levels and advance much more slowly than men; they tend to remain longer at each post and to conclude their careers at lower levels;

- Women more often specialize in one field and are less mobile than men, both in terms of work and working location;

- Women in organisations tend to interrupt their work more often than men do due to their domestic obligations. This has negative repercussions when it comes to female promotion or performance evaluation; 

What Gender Mainstreaming Programs can we offer to your organization? 

Awareness raising and capacity building

Step-by-step sensitisation at all levels, including the building of gender analysis skills at a technical level. Working together with the Human Resources and the Gender Units of your organization we can:

• Provide backstopping to all GFP and directorates in the implementation of their gender action plans;

• Incorporate the gender policy and training in orientation of new staff;

• Hold regular workshops on gender, using the MBM Gender Mainstreaming Toolkit and other resources;

• Run online part-time courses on gender using the MBM Gender Mainstreaming Toolkit;

• Establish forums for discussions and debate.

Performance management system

MBM works in cooperation with your organization to measure performance both at an organisational and program level, as well as at an individual level. We can therefore offer tools for gender integration into new Performance Management Systems (PMS) through:

• Including gender equality indicators in job descriptions, contracts and performance assessments, particularly at management and senior levels that strategically influence organisational development and performance

• The implementation of the results of the job evaluation, as well as the upcoming skills audit.

Monitoring and Evaluation

The gender impact of results and delivery on each organization’s work could be measured through gender indicators as part of the monitoring and evaluation system. We will design with your organization both qualitative and quantitative indicators in order to keep regular, accurate and updated gender disaggregated statistics.

Methods will be provided to identify and record who is benefiting, from a gender perspective:

 • Gender sensitive indicators as an integral part of all key result areas at planning, project and program levels.

• Gender equality as a standing item on the agenda of the organizations management meetings.

Diversity Management and                    

Gender Mainstreaming Programs at the MBM TDC

Managing diversity is one of the most important challenges facing managers and their organisations. In today’s work environment co-workers are increasing likely to be of different gender, age, religion, cultural background, race and ethnicity. 

They will also differ in terms of lifestyle choice, perspectives, attitudes, value system, beliefs, behaviors, expectations, skills and experiences.


At the Fourth UN International Conference on Women in Beijing in 1995, gender mainstreaming was established as the internationally agreed strategy for governments and all kinds of organisations to promote gender equality.

Gender Mainstreaming ensures that the needs of both men and women are accommodated and this includes women’s productive capacity to alleviate poverty and maximise economic input.

Empowering women can result in poverty reduction within their homes because women tend to invest more into their family’s welfare than men.

Gender Mainstreaming at the workplace can increase women’s access to and influence on decision-makers and their ability to take full advantage of available resources.