Diversity Management Practices and it's Consequences in Governmental Organizations

All organizations encounter diversity in human resources (HR) to some extent that requires effective management. Diversity management (DM) practices play an important role in reducing the negative effects of diversity and increasing its positive effects. Therefore, the present research was conducted to explain the DM practices and consequences in the top governmental organizations in Iran, using thematic analysis. In this regard, interviews were conducted with 18 HR managers and executives in seven top governmental companies. MAXQDA software was used to analyze the collected data. The results of the research showed that diversity and equality management practices include the main themes of human resource management practices with an equality and justice approach (inclusion and equality in providing services to employees; equality in training courses; employment process with an equality approach; equality in employee performance evaluation; equality of pay, reward and promotion policies) and human resource management practices with diversity management approach (compensation for services with diversity management approach; diversity-oriented recruitment, selection and hiring process; performance evaluation in the field of diversity; diversity management training). Moreover, the consequences of diversity management includes two main themes of consequences at the individual level (empowering human resources; improving job response) and consequences at the organizational level (improving organizational performance, reducing organizational conflict and protests).