Cost of issuing Commercial Paper and Trade Credit

Cost of issuing Commercial Paper

Commercial paper is a commonly used type of unsecured, short-term debt instrument issued by corporations, typically used for the financing of payroll, accounts payable and inventories, and meeting other short-term liabilities. Maturities on commercial paper typically last several days, and rarely range longer than 270 days.

Commercial paper is usually issued at a discount from face value and reflects prevailing market interest rates.

  • Investments in such securities are made by institutional investors and high net worth individuals (HNI) directly & by others through mutual funds or exchange-traded funds (ETF).
  • It is not meant for the general public, and hence, there is a restriction on the advertisement to market the securities. A secondary market also exists for commercial papers, but the market players are mostly financial institutions.
  • It is issued at a discount to the face value, and upon maturity, the face value becomes the redemption value. It is issued in large denominations, e.g., $100,000.
  • The maturity of commercial paper ranges from 1 to 270 days (9 months), but usually, it is issued for 30 days or less. Some countries also have a maximum duration of 364 days (1 year). The higher the duration, the higher, is the effective rate of interest on these papers.
  • There is no need to register the papers with the Securities Exchange Commission (SEC), and hence, it helps in saving the administrative expenses
  • and results in lesser filings.

As per the Uniform Commercial Code (UCC), commercial papers are of four kinds:

Draft: A draft is a written instruction by a person to another to pay the specified amount to a third party. There are 3 parties in a draft. The person who gives the instructions is called “drawer.” The person who is instructed is called “drawee.” The person who has to receive the payment is called the “payee.”

Check: This is a special form of the draft where the drawee is a bank. There are certain special rules which apply to a check. Hence this is considered to be a different instrument.

Note: In this instrument, a promise is made by one person to pay another a certain sum of money to another. There are 2 parties in a note. The person who makes the promise and writes the instrument is called “drawer” or “maker.” The person to whom the promise is made and to whom payment is to be made is called “drawee” or “payee.” It is also known as “promissory note.” In most instances, a commercial paper is in the form promissory note.

Certificates of Deposit (CD): A CD is an instrument wherein the bank acknowledges the receipt of deposit. Further, it also carries details about maturity value, interest rate, and maturity date. It is issued by the bank to the depositor. It is a special form of the promissory note. There are certain special rules which apply to a CD. Hence this is considered to be a different instrument.

Formula for Yield Commercial Paper:

Yield = (Face Value – Sale Price/ Sale Price) * (360/Maturity Period) * 100

There are two types of commercial papers:

Secured Commercial Papers: These are also known as Asset-backed commercial papers (ABCP). These are collateralized by other financial assets. These are normally issued by creating a Structured Investment vehicle that is set up by the sponsoring organization by transferring certain financial assets. These papers are issued to keep off the instruments from the financial statement of the sponsor organization. Further, the rating agencies rate the issue on the basis of the assets kept in the Structured Investment Vehicle, ignoring the asset quality of the sponsor. During the financial crisis, ABCP holders were one of the biggest loss-makers.

Unsecured Commercial Papers: These are also known as traditional commercial papers. Most of these papers are issued without any collateral, and hence, they are unsecured. The rating of the issue depends upon the asset quality and all other aspects relating to that organization. Rating is done in the same manner in which it is done for the bonds. These are not covered by the deposit insurance, e.g., Federal Deposit Insurance Corporation (FDIC) insurance in the U.S., and hence, investors obtain insurance from the market separately as a backup.

Benefits:

  • No security is required.
  • Interest rate is typically less than that required by banks or finance companies.
  • Commercial paper dealer often offers financial advice.
  • It is a simple instrument.
  • Very less documentation between the issuer and the investor.
  • It is flexible in terms of maturities of the underlying promissory note.
  • It can be tailored to match the cash flow of the issuer.
  • A good credit rated company can diversify its sources of finance from banks to the short-term money market at a cheaper cost.
  • For the investors, higher returns obtained than if they invest their funds in any bank.
  • For the companies, they are better known to the financial world and hence placed in a better position to borrow long-term funds in future.
  • There is no limitation on the end-use of funds raised through commercial papers.
  • They are highly liquid.

Cost of issuing Trade Credit

A trade credit is an agreement or understanding between agents engaged in business with each other that allows the exchange of goods and services without any immediate exchange of money. When the seller of goods or services allows the buyer to pay for the goods or services at a later date, the seller is said to extend credit to the buyer.

Trade credit is usually offered for 7, 30, 60, 90, or 120 days, but a few businesses, such as goldsmiths and jewelers, may extend credit for a longer period. The terms of the sale mention the period for which credit is granted, along with any cash discount and the type of credit instrument being used.

Classification of Investments

Invest means owning an asset or an item with the goal of generating income from the investment or the appreciation of your investment which is an increase in the value of the asset over a period of time. When a person invests, it always requires a sacrifice of some present asset that they own, such as time, money, or effort.

In finance, the benefit from investing is when you receive a return on your investment. The return may consist of a gain or a loss realized from the sale of a property or an investment, unrealized capital appreciation (or depreciation), or investment income such as dividends, interest, rental income etc., or a combination of capital gain and income. The return may also include currency gains or losses due to changes in the foreign currency exchange rates.

Low-Risk Investments

Low-risk investment plans, essentially are those in which there are approximately zero risks involved. These low-risk investment plans usually provide consistent and reliable growth of value, with minimal losses. Such types of investment include:

  • Public Provident Fund (PPF)
  • Post Office Monthly Income Schemes
  • Senior Citizen Savings Scheme (SCSS)
  • Employee Provident Fund (EPF)
  • Sukanya Samriddhi Yojana
  • Tax Saving FDs
  • Sovereign Gold Bonds
  • Life Insurance
  • Bonds

Medium Risk Investments

Investments plans classified as medium or moderate risk options not only provide opportunities t avail of diversified and balanced investment returns but also help you accept a certain level of market volatility. These medium-risk investment options, thus help diversify your investment portfolio by including a mix of equity and debt instruments, which then generates stable returns with minimal risks. Examples of these medium risk investment plans include:

  • Hybrid debt-oriented funds
  • Arbitrage funds
  • Monthly Income Plans

High-Risk Investments

Investment plans categorized as high-risk are suitable for investors who wish to sustain long-term capital growth. While most of these high-risk investment plans are likely to incur fluctuations throughout the investment tenure, they provide ample opportunities to create substantial returns. These high-risk investment plans usually include:

  • Direct equities
  • Unit Linked Insurance Plans
  • Mutual Funds

Stocks

Investments in equity markets or stocks provide avenue for wealth creation over a long period of time. It takes a great deal of research and prudence to identify the right stocks to invest in. You also need to time your entry and exit prudently, and it involves continuous monitoring of investments. Capital appreciation happens over long period of time and is dependent upon market volatility. The good news is that in the long run, some of the stocks has been shown to deliver greater inflation-adjusted returns when compared with many other classes of assets.

Bonds

Bond is one of the types of debt investments available in India. Investors lend money to the issuer company in exchange of a bond and in return of the bond, the issuer is obliged to pay interest on the principal amount. The issuer is required to repay money borrowed along with a fixed rate of interest on the amount borrowed. Nowadays, variable rate of interest is also quite common.

Certificate of Deposit

Certificate of Deposit is a money market instrument which is issued against the funds deposited by an investor. It is invested with the bank in a dematerialized form for a certain period of time. Certificate of Deposit is issued by Federal Deposit Insurance Corporation (FDIC) and regulated by the Reserve Bank of India (RBI).

Real Estate

Investing in real estate involves purchasing residential or commercial properties to allow your capital to appreciate or to generate regular rental income. This way, you get to enjoy a steady stream of income in the form of rent. Another strategy is to purchase real estate units, hold them, and then sell them at a later point in time for a higher price, thus earning a significant return on your initial investment.

Mutual Funds

Mutual funds (MFs) invest in market-linked instruments such as stocks, bonds, or a mix of both equity and debt instruments. You can choose between equity funds, debt funds, and balanced funds depending on your financial goals and requirements. Furthermore, you can also invest small amounts periodically in MFs using a Systematic Investment Plan (SIP).

Fixed Deposits (FD)

Mutual funds (MFs) invest in market-linked instruments such as stocks, bonds, or a mix of both equity and debt instruments. You can choose between equity funds, debt funds, and balanced funds depending on your financial goals and requirements. Furthermore, you can also invest small amounts periodically in MFs using a Systematic Investment Plan (SIP).

Public Provident Fund (PPF)

Considered to be one of the safest types of investment in India, Public Provident Fund (PPF) is an instrument backed by the government. You can invest in PPF by opening an account with any bank or post office. While opening the account, the minimum investment amount is as low as Rs.100 in some of the banks (can vary for every bank). Thereafter, the annual limits for PPF deposits range from a minimum of Rs.500 to a maximum of Rs.1.5 lakh. The amount invested in your PPF account comes with a lock-in period of 15 years and is eligible for tax deductions under section 80C of the Income Tax Act, 1961.

Unit Linked Insurance Plans (ULIP)

Unit Linked Insurance Plans (ULIPs) are among types of investments that come with tax benefits as well. It’s an instrument that offers you the advantage of investment combined with insurance. The premium you pay to remain invested is divided into two portions. One part goes towards providing you a protective life cover, while the other is invested in market-linked instruments or funds. ULIPs also provide deductions under Income Tax Act 1961 as per prevailing tax laws, since the premium paid is deductible, and the maturity benefits and long-term capital gains are tax-free.

National Pension System (NPS)

The National Pension System (NPS) is another investment plan backed by the government of India. It’s a product that focuses on saving for the long term, making it the perfect addition to your retirement investment plan. The amount you park in this scheme is invested in a variety of other investment vehicles like equity, deposits, government securities, corporate bonds, and other funds. You can remain invested till you reach the age of 60.

Senior Citizens’ Savings Scheme

Senior Citizens’ Savings Scheme (SCSS) is one of the types of investments backed by the Government of India. Indian residents over 60 years of age can open an SCSS account and invest in this scheme for a block of 5 years. Thereafter, the investment can be extended by another 3 years, if needed. You can deposit up to Rs.15 lakh in your SCSS account in multiples of Rs.1,000 only. Deposits up to Rs.1 lakh can be made in cash. However, deposits over Rs.1 lakh need to be made using a demand draft or cheque. Investments in SCSS also qualify for deduction under section 80C, up to a limit of Rs.1.5 lakh.

Financial Management in Banking Sector

Economic management of the country is possible through its monetary and financial controls which need to be properly planned, monitored and controlled. Financial planning brings about synchronization between the use of human resources and other resources in the country.

Banking management is one of the important tools for identification and implementation of monetary policy. Analysis of banks performance and implementation of monetary policies show us what policies are working and what policies are not and then put them on the table of bank managers and financial institutions.

A bank is a financial institution licensed to receive deposits and make loans. Two of the most common types of banks are commercial/retail and investment banks.  Depending on type, a bank may also provide various financial services ranging from providing safe deposit boxes and currency exchange to retirement and wealth management.

Above all, central banks are responsible for currency stability.  They control inflation, dictate monetary policies, and oversee money demand and supply in the market.  Commercial or retail banks offer various services including, but not limited to, managing money deposits and withdrawals, providing basic checking and saving accounts, certificates of deposit, issuing debit and credit cards to qualified customers, supplying short-and long-term loans such as car loans, home mortgages or equity line of credits.  Investment banks gear their services toward corporate clients.  They provide services such as merger and acquisition activity and underwriting among other investment services.

Addressing this basic need is the main motivation behind establishing this department at Avicenna University. This may help knowledge development at the country’s monetary and financial institutions addressing needs of banks, monetary and financial institutions in private and public sectors that need quality human resources.

Financial management banking is a field where students will get familiar with the analytical and descriptive aspects of money, banking, basics of management, financial and human resources management, legal discussions and accounting. The graduates of this field has various kinds of employment opportunities in banks and furthermore they will also be working in the national banking (financial and monetary planning, organizational structure, management of branches, credits, information, investment, public relation, and other services and also international banking (imports, credits, documents, arbitrages and other affairs).

Students of this field can use series of decision-making models and quantitative methods like statistics ad researches to determine policies and strategic programs for success of financial institutions.

According to the finance and development department of the International Monetary Fund (IMF), financial services are the processes by which consumers or businesses acquire financial goods.1 For example, a payment system provider offers a financial service when it accepts and transfers funds between payers and recipients. This includes accounts settled through credit and debit cards, checks, and electronic funds transfers.

Companies in the financial services industry manage money. For instance, a financial advisor manages assets and offers advice on behalf of a client. The advisor does not directly provide investments or any other product, rather, they facilitate the movement of funds between savers and the issuers of securities and other instruments. This service is a temporary task rather than a tangible asset.

Financial goods, on the other hand, are not tasks. They are things. A mortgage loan may seem like a service, but it’s actually a product that lasts beyond the initial provision. Stocks, bonds, loans, commodity assets, real estate, and insurance policies are examples of financial goods.

Financial Management and Banking Field Objectives

  • Training and developing the capacities of human resources in the area of financial management and banking.
  • Developing technical capacities of human resources for addressing the needs of market, institutions and banks at the private and public sector.
  • Preparation of students for higher education including master and PHD degree in the relevant field.

Some of the reasons why banking tops the list of pillars required in financial literacy.

  • Safeguard your cash.
  • Facilitate financial transactions.
  • Insure your liquid assets.
  • Earn interest.
  • Borrow loans.
  • Invest your money.
  • Use debit and credit card services.
  • Receive your paycheck quickly using direct deposit.
  • Manage your finances; Record keeping and budgeting.
  • Establish a credit history to generate a FICO credit score instrumental in borrowing funds and building wealth.

Sensitivity Technique

Sensitivity analysis helps a business estimate what will happen to the project if the assumptions and estimates turn out to be unreliable. Sensitivity analysis involves changing the assumptions or estimates in a calculation to see the impact on the project’s finances. In this way, it prepares the business’s managers in case the project doesn’t generate the expected results, so they can better analyze the project before making an investment.

When cash inflows are sensitive under different circumstances more than one forecast of the future cash inflows may be made. These inflows may be regarded on ‘Optimistic’, ‘most likely’ and ‘pessimistic’. Further cash inflows may be discounted to find out the net present values under these three different situations. If the net present values under the three situations differ widely it implies that there is a great risk in the project and the investor’s is decision to accept or reject a project will depend upon his risk bearing activities.

Example

Mr. Aap is considering two mutually exclusive project ‘X’ and ‘Y’. You are required to advise him about the acceptability of the projects from the following information.

Project X Rs. Projects Y Rs.
Cost of the investment 1,0,0000 1,00,000
Forecast cash inflows per annum for 5 years
Optimistic 60,000 55,000
Most likely 35,000 30,000
Pessimistic 20,000 20,000

(The cut-off rate may be assumed to be 15%).

Solution

Calculation of net present value of cash inflows at a discount rate of 15%. (Annuity of Re. 1 for 5 years).

For Project X

Event Annual cash Inflow Rs. Discount factor @ 15 % Present value Rs. Net Present value Rs.
Optimistic 60,000 3.3522 2,01,132 1,01,132
Most likely 35,000 3.3522 1,17,327 17,327
Pessimistic 20,000 3.3522 67,105 (32,895)

For Project Y

Event Annual cash Inflow Rs. Discount factor @ 15 % Present value Rs. Net Present value Rs.
Optimistic 55,000 3.3522 1,84,371 84,371
Most likely 30,000 3.3522 1,00,566 566
Pessimistic 20,000 3.3522 67,105 (32,895)

The net present values on calculated above indicate that project Y is riskier as compared to project X. But at the same time during favourable condition, it is more profitable also. The acceptability of the project will depend upon Mr. Selva’s attitude towards risk. If he could afford to take higher risk, project Y may be more profitable.

Capital Rationing Meaning, Advantages, Disadvantages, Practical Problems

Capital Rationing is a strategy used by companies or investors to limit the number of projects they take on at a time. If there is a pool of available investments that are all expected to be profitable, capital rationing helps the investor or business owner choose the most profitable ones to pursue.

Companies that employ a capital rationing strategy typically produce a relatively higher return on investment (ROI). This is simply because the company invests its resources where it identifies the highest profit potential.

Types of Capital Rationing

Soft capital rationing

In contrast, soft capital rationing refers to a situation where a company has freely chosen to impose some restrictions on its capital expenditures, even though it may have the ability to make much higher capital investments than it chooses to. The company may choose from any of a number of methods for imposing investment restrictions on itself. For example, it may temporarily require that a project offer a higher rate of return than is usually required in order for the company to consider pursuing it. Or the company may simply impose a limit on the number of new projects that it will take on during the next 12 months.

Hard capital rationing

Hard capital rationing represents rationing that is being imposed on a company by circumstances beyond its control. For example, a company may be restricted from borrowing money to finance new projects because it has suffered a downgrade in its credit rating. Thus, it may be difficult or effectively impossible for the company to secure financing, or it may only be able to do so at exorbitant interest rates.

Advantages:

More Stability

As the company is not investing in every project, the finances are not over-extended. This helps in having adequate finances for tough times and ensures more stability and an increase in the stock price of the company.

Fewer Projects

Capital rationing ensures that less number of projects are selected by imposing capital restrictions. This helps in keeping the number of active projects to a minimum and thus manage them well.

Budget

The first and important advantage is that capital rationing introduces a sense of strict budgeting of the corporate resources of a company. Whenever there is an injunction of capital in the form of more borrowings or stock issuance capital, the resources are properly handled and invested in profitable projects.

Higher Returns

Through capital rationing, companies invest only in projects where the expected return is high, thus eliminating projects with lower returns on capital.

No Wastage

Capital rationing prevents wastage of resources by not investing in each new project available for investment.

Disadvantages

Intermediate Cash Flows

Capital rationing does not add intermediate cash flows from a project while evaluating the projects. It bases its decision only on the final returns from the project. Intermediate cash flows should be considered in keeping the time value of money in mind.

Un-Maximizing Value

Capital rationing does not allow for maximizing the maximum value creation as all profitable projects are not accepted and thus, the NPV is not maximized.

Efficient Capital Markets

Under efficient capital markets theory, all the projects that add to company’s value and increase shareholders’ wealth should be invested in. However, by following capital rationing and investing in only certain projects, this theory is violated.

Small Projects

Capital rationing may lead to the selection of small projects rather than larger-scale investments.

Cost of Capital

In addition to limits on budget, capital rationing also places selective criteria on the cost of capital of shortlisted projects. However, to follow this restriction, a firm has to be very accurate in calculating the cost of capital. Any miscalculation could result in selecting a less profitable project.

XBRL Introduction, Advantages and Disadvantages, Features and Users

XBRL (eXtensible Business Reporting Language) is a freely available and global framework for exchanging business information. XBRL allows the expression of semantic meaning commonly required in business reporting. The language is XML-based and uses the XML syntax and related XML technologies such as XML Schema, XLink, XPath, and Namespaces. One use of XBRL is to define and exchange financial information, such as a financial statement. The XBRL Specification is developed and published by XBRL International, Inc. (XII).

XBRL is a standards-based way to communicate and exchange business information between business systems. These communications are defined by metadata set out in taxonomies, which capture the definition of individual reporting concepts as well as the relationships between concepts and other semantic meaning. Information being communicated or exchanged is provided within an XBRL instance.

Advantages:

XBRL offers major benefits at all stages of business reporting and analysis. The benefits are seen in automation, cost saving, faster, more reliable and more accurate handling of data, improved analysis and in better quality of information and decision-making. All types of organisations can use XBRL to save costs and improve efficiency in handling business and financial information. Because XBRL is extensible and flexible, it can be adapted to a wide variety of different requirements. All participants in the financial information supply chain can benefit, whether they are preparers, transmitters or users of business data.

XBRL enables producers and consumers of financial data to switch resources away from costly manual processes, typically involving time-consuming comparison, assembly and re-entry of data. They are able to concentrate effort on analysis, aided by software which can validate and manipulate XBRL information.

Data Collection and Reporting

By using XBRL, companies and other producers of financial data and business reports can automate the processes of data collection. For example, data from different company divisions with different accounting systems can be assembled quickly, cheaply and efficiently if the sources of information have been upgraded to using XBRL. Once data is gathered in XBRL, different types of reports using varying subsets of the data can be produced with minimum effort. A company finance division, for example, could quickly and reliably generate internal management reports, financial statements for publication, tax and other regulatory filings, as well as credit reports for lenders. Not only can data handling be automated, removing time-consuming, error-prone processes, but the data can be checked by software for accuracy.

Data Consumption and Analysis

Users of data which is received electronically in XBRL can automate its handling, cutting out time-consuming and costly collation and re-entry of information. Software can also immediately validate the data, highlighting errors and gaps which can immediately be addressed. It can also help in analysing, selecting, and processing the data for re-use. Human effort can switch to higher, more value-added aspects of analysis, review, reporting and decision-making. In this way, investment analysts can save effort, greatly simplify the selection and comparison of data, and deepen their company analysis. Lenders can save costs and speed up their dealings with borrowers. Regulators and government departments can assemble, validate and review data much more efficiently and usefully than they have hitherto been able to do.

Disadvantages

Cost

The largest disadvantage remains cost. According to Malin, Bergquist and Company, LLP, “Although some experts say, over time, XBRL could lead to up to a twenty five percent decrease in reporting costs, some companies may find it difficult to justify the initial costs. ” Unless a company has an automated tagging process, tagging XBRL data consumes hours of labour, increasing the cost associated with using the language.

Company transparency

A big push for the use of XBRL involves financial transparency. XBRL takes away a company’s ability to “hide” financial tricks in the books. Despite the fact that XBRL’s design makes filing financial information easier, cheaper and faster, investors could find themselves digging deeper to determine the exact data reported.

Inexperienced users

Not all accountants have familiarity with XBRL; in fact, some have only heard of the language. XBRL’s complexity combined with letting inexperienced users create data for transmission increases the opportunity for errors. These errors lead to a lack of confidence in the system and by investors. Because of this reason, many companies outsource the implementation of XBRL instead of letting in-house management information systems resources (MIS) manage the implementation. This outsourcing leads to increased cost and defeats the cost-cutting benefits associated with implementing XBRL.

Security

Because XBRL data remains available at all times, it requires more security to maintain its integrity. These stricter security requirements not only affect security breaches initiated outside of the company’s database, but security breaches from within the company as well. More accurate data makes XBRL a great tool, but it also means the data must remain secure. If a data breach occurs and investors gain access to the breached data (because of its constant availability) then inaccurate investment decisions could stem from the breach.

Features

Excel Import-Export:

  • Simple import-export functionality through excel templates.
  • Download Excel templates with or without data.
  • Quickly upload or edit data by importing pre-filed excel template.

Interlinking:

  • Details furnished in one field is auto-populated in all related fields
  • Get step-by-step guidance to prepare and file the financial statement
  • Search in any page field or page from one search box
  • Facility to search with ‘tags’

Audit Trails:

  • Attach working papers in support of any field.
  • Place footnotes or sticky notes in any field.
  • Define roles and rights of users.
  • Create different level of user for better administration and control.

Simplified Work Flow:

  • Powerful dashboard to assists you in searching and controlling the clients.
  • Search companies on CIN, Name of company, PAN, etc.
  • Get instant access to records of a client pertaining to multiple years.
  • Configure email ids and send emails to the client directly from the tool.

Auto Calculation:

  • Auto calculate the fields in groups and sub-groups.
  • Get complete detail about any field by clicking on it, i.e., connected field, description, type, validation, definition, hindi translation, etc.
  • If one field is updated, all connected fields are updated automatically.

Users

Ethical and Legal Issues in Managing Diversity

Diversity and ethics in the workplace strive to make people of all socio-economic background feel comfortable working within the organization. It further promotes equal opportunities among all employees or prospective employees to be hired and promoted based on merit not race, gender or creed. A small organization diversity program maintains non-discrimination standards and enforces penalties for non-compliance. Beyond the legal compliance issues explored in workplace diversity, organizations can benefit from encouraging more than just tolerance but also an embrace of differences. In doing so, new horizons can be opened with new customer demographics, business partners and internal performance methods. Even a small organization is exposed to many different cultures; ethnicity and education levels and can improve future organization opportunities by managing diversity and ethics in the workplace.

The main contribution to knowledge from this research will be the positioning of knowledge with regard to diversity and ethical issues within the organization as well as the behavior of the people. The framework will highlight strategies on how diversity and ethics are perceived at different levels in an organization and how employees and managers’ views differ. When societal diversity and ethics are unmanaged in an organization, there will be obstacle in achieving organizational predetermined goals which will lead to poor organizational performance.

An organization known for its ethics, fair employment practices and appreciation for diverse talent is better able to attract a wider pool of qualified applicants. Other advantages include loyalty from customers who choose to do business only with companies whose business practices are socially responsible.

Diversity is a set of conscious practices that involve:

  • Understanding and appreciating interdependence of humanity, cultures, and the natural environment.
  • Practicing mutual respect for qualities and experiences that are different from our own.
  • Understanding that diversity includes not only ways of being but also ways of knowing.
  • Recognizing that personal, cultural and institutionalized discrimination creates and sustains privileges for some while creating and sustaining disadvantages for others.
  • Building alliances across differences so that we can work together to eradicate all forms of discrimination.

Discrimination and Harassment

Laws require organizations to be equal employment opportunity employers. Organizations must recruit a diverse workforce, enforce policies and training that support an equal opportunity program, and foster an environment that is respectful of all types of people.

Toxic Workplace Culture

Organizations helmed by unethical leadership are more often than not plagued by a toxic workplace culture. Leaders who think nothing of taking bribes, manipulating sales figures and data or pressuring employees or business associates for “favors” (whether they be personal or financial), will think nothing of disrespecting and bullying their employees. With the current emphasis in many organizations to hire for “cultural fit,” a toxic culture can be exacerbated by continually repopulating the company with like-minded personalities and toxic mentalities.

Unrealistic and Conflicting Goals

Your organization sets a goal it could be a monthly sales figure or product production number that seems unrealistic, even unattainable. While not unethical in and of itself (after all, having driven leadership with aggressive company goals is crucial to innovation and growth), it’s how employees, and even some leaders, go about reaching the goal that could raise an ethical red flag.

Workforce Diversity Management for Creativity and Innovation

Diversity is quickly becoming a key practice among organizations looking to establish more ethical and all-inclusive working environments that more effectively represent modern time. While these diverse hiring methods allow for organizations to genuinely reflect their own respective values, developing a diverse workforce can also help businesses work towards continual success and longevity in over-competitive markets.

Innovation is about the execution of creative ideas that generate value to our customers’ business or life in a new, simple way. Diversity increases your chances to understand your customers and what value means for them.  At the same time, it provides different points of view to promote creative breakthroughs.

However, for all its advantages, its benefits are being overlooked. According to one recent survey, 35% of companies reported that ensuring workplace diversity was their top inclusion priority.

Not surprisingly, our workplaces tend to mirror the sociocultural dynamics at play in our lives outside work. Having built and scaled a multinational enterprise over nearly two decades, I’ve learned that diversity in the workplace is an asset for both businesses and their employees, in its capacity to foster innovation, creativity and empathy in ways that homogeneous environments seldom do. Yet it takes careful nurturing and conscious orchestration to unleash the true potential of this invaluable asset.

In this era of globalization, diversity in the business environment is about more than gender, race and ethnicity. It now includes employees with diverse religious and political beliefs, education, socioeconomic backgrounds, sexual orientation, cultures and even disabilities. Companies are discovering that, by supporting and promoting a diverse and inclusive workplace, they are gaining benefits that go beyond the optics.

Business has the transformative power to change and contribute to a more open, diverse and inclusive society. We can only accomplish this by starting from within our organizations. Many of us know intuitively that diversity is good for business. The case for establishing a truly diverse workforce, at all organizational levels, grows more compelling each year. The moral argument is weighty enough, but the financial impact as proven by multiple studies makes this a no-brainer.

Innovation

Most employers understand that diversity is good for promoting innovation in the workplace, but they don’t understand why. However, thanks to a recent Harvard-funded survey, the impact that diversity has on innovation in the workplace is now measurable.

The nationally representative survey helped to measure diversity’s impact on innovation by determining two types of diversity needed for success inherent and acquired. As established by the survey, inherent diversity includes traits individuals are inherently born with. For example, a person’s ethnicity and sexual orientation would be considered inherent diversity. Whereas, acquired diversity involves traits individuals gain from experience like living abroad, higher education, previous job occupations and so on.

 The study encourages companies to work towards establishing two-dimensional diversity, which can be done by creating leadership teams that demonstrate an even mixture of inherent and acquired diversity. Two-dimensional diversity encourages free-associative thinking, innovation and a safer workplace where differences are showcased and embraced. Companies exhibiting two-dimensional diversity are more likely to report market share growth than companies lacking diversity. These same companies are also better able to develop compelling and innovative ideas to serve underrepresented, and previously underserved, markets.

Disruption and innovation

The coming together of people of different ethnicities with different experiences in cities and societies is a key driver of innovation. The food that we eat every day is a result of this blending of cultures. The most successful musical genres, such as jazz, rock’n’roll or hip-hop, are the products of cultural amalgamation.

Diversity and Business performance

There is substantial research to show that diversity brings many advantages to an organization: increased profitability and creativity, stronger governance and better problem-solving abilities. Employees with diverse backgrounds bring to bear their own perspectives, ideas and experiences, helping to create organizations that are resilient and effective, and which outperform organisations that do not invest in diversity.

Ways to Use Diversity to Drive Innovation

You’ve developed a diverse workforce, and now you want to maximize your innovation. Here’s a four-step plan to help you do it.

Promote Inclusion

A diversity of ideas and viewpoints can lead to creative ideas to fuel innovation. Therefore, to take advantage of what diversity has to offer, minorities need to feel that they are heard and encourage to celebrate the differences, to feel that their opinions matter and therefore will bring their ideas to the table.

Provide a safe environment

Protect the budding innovation in your organization by focusing on promoting a safe environment to make decisions and make mistakes. There is no way to get to an innovative idea out without trying ideas that do not work. This is important regardless of the makeup of your workplace but much more important when you are in a diverse workforce where minorities already have the burden of thinking they have to be better than their white male counterparts. Be purposeful about providing permission to fail.

Encourage Decision-Making

When you have workers from many different training and cultural backgrounds, you’re naturally better-able to draw on different ideas and come up with unique solutions. Enhance this by using innovative techniques to brainstorm like diverge/converge techniques so the decision-making is as horizontal as possible. This process will promote independent thinking and encourage better decisions within your company. It’s also a great way to foster innovation faster.

Boosting your Culture

Workplace diversity has historically been a soft-sell, but now is the time to use it to promote higher returns on equity. When you onboard a diverse team that’s unified around sales goals, understands your customer and has a vibrant innovative environment is a good sell to your customers as much as to attract talent. Use it boost your company into the stratosphere.

Role of Technology in Handling Workforce Diversity

Being diversity-friendly is not just about changing the processes and support systems in the workplace. It requires a deeper-level mindset change a move towards unbiased acceptance of diverse individuals as equals in the workplace. This means CHROs must look at every HR intervention with a new lens if diversity is to be adopted as a business priority.

Technology is making it easier than ever to improve diversity levels and reduce discrimination, through providing greater transparency and insight. When an organisation adopts innovative technology and practices at the forefront of the talent’s journey into an organisation, the first thing that happens is you get better insight. You are able to see what is happening at different stages of recruitment, from who the marketing attracts for which roles, to how candidates are reviewed by different departments and managers, and how those candidates progress through the recruitment process down to a granular level of detail. Recruitment technology can monitor job offer rates by specific interviewers for example, allowing you to uncover conscious and unconscious bias.  

Once you have the visibility, the second major impact technology has is that it enables you to start making changes based on the data you see, and measure the impact of these changes. As you make changes, whether it is diversity awareness training for hiring managers or a different recruitment marketing strategy, you can see what happens, who you hire and where you can continue to make improvements. 

Special needs: One example of special needs is the fact that many women may need to take time off for maternity. Often, women are seen as the primary caregiver in the family and may need time off to care for an elderly person too. Having a non-discriminatory employment model that factors in such needs is important.

Compensation and benefits: Organizations’ compensation philosophy in terms of gender parity should be based on fairness, openness, and transparency.

Safety policies: Prevention of harassment at the workplace is one of the most important roles of HR. It is important to formulate policies keeping in mind the fact that the workplace of the future will be increasingly gender-diverse. Sexual, physical and emotional harassment policies should be clearly outlined and platforms provided for employees to safely report misconduct.

Training and development: Mentoring and coaching can help underrepresented minorities (including women) gain confidence and direction in the business world. Sensitization workshops can be conducted across the organization to help employees accept diverse working styles, expectations, and problem-solving approaches.

Technological benefit

Reduce unconscious bias

AI-powered recruiting solutions can be trained to perform objective assessments of skills, competencies, and talents, while ignoring demographic factors like gender, race, and age. Take, for example, bowmo an HR-based software as a service platform (SaaS) that helps eliminate the bias in database and resume searches. A pure skill-set-matching algorithm based on the Boyer-Moore string search algorithm makes this possible. The software is so designed that it does not use name, race, gender, sexual orientation, religion, or disability as screening parameters. It purely assesses the correct fit basis role, years of experience, technical skill/s, and sometimes education.

Removing Barriers

Beyond visibility and measurement, technology can increasingly help remove remaining visible and invisible barriers. Many businesses increasingly recognise the need to adapt recruitment process to avoid turning off certain groups of candidates, for instance those who require reading support or those whose first language is not English. One of the most dramatic technology-developments to combat discrimination in recent years is ‘talking technology’, making the online recruitment process more accessible to all.

Create job descriptions that appeal to diverse candidates

Job descriptions are usually an afterthought in recruiting. However, they are an important factor of an organization’s overall human capital strategy. In addition to setting candidate expectations, job descriptions are also an essential compliance checkpoint. Today, AI-powered analytics solutions can help employers identify bias in job descriptions, such as phrases that tend to be more masculine than feminine and recommend alternate phrases, words or sentences that help recruiters write more inclusive job descriptions. This can help reach out to the largely untapped diverse candidate pool out there.

Continual Improvement

Improving an organisational approach to diversity is a journey that never ends. We always need to analyse, review, and keep striving to improve. Many leading organisations are setting up dedicated community areas of careers websites for particular groups, which allow candidates to find out more specific and relevant information. Particular examples are disability pages on corporate career sites with functionality for candidates to engage in a conversation yet remain anonymous, providing them with an opportunity to explain any disabilities or unusual circumstances that might hinder their chances during the recruitment process prior to applying. Other recent smart approaches have been portals based at hiring specific groups such as women within technology. These portals highlight the successful careers that have already been forged, and have a warmer and more engaging language, in comparison to the often cold words of a job description, leading to higher levels of candidate engagement and ultimately greater number of applicants.

Highlight disparity in compensation

Embracing workforce analytics to address the diversity issue can help significantly. An analytics platform can comb through data from multiple sources and provide insights on the recruitment, compensation and benefits patterns of the organization, revealing pay gaps across the diverse workforce. A data-driven approach like this attaches real numbers to the diversity issue and can help CHROs create a strong business case to tackle the diversity and inclusion issue on priority.

Best Practices in Achieving Workforce Diversity and Multi-culturism

Many people use the terms diversity and multiculturalism interchangeably, when in fact, there are major differences between the two. Diversity is defined as the differences between people. These differences can include race, gender, sexual orientation, religion, background, socioeconomic status, and much more. Diversity, when talking about it from the human resource management (HRM) perspective, tends to focus more on a set of policies to meet compliance standards.

Multiculturalism goes deeper than diversity by focusing on inclusiveness, understanding, and respect, and also by looking at unequal power in society.

Establish a sense of belonging for everyone

For each individual to bring their best self forward, a sense of belonging must first be established. Having a connection to an organization or group of people that makes you feel you can be yourself not only results in greater engagement and creativity in the workplace, it’s a psychological need.

But these changes take time, and they aren’t always linear, Clark says. “A client once told me that you don’t just fast-forward to belonging. You have to go through the hard work of focusing on diversity and creating that inclusive culture so you can get to belonging,” she says.

Start at the Top

Just like a parent should set an example of desired behavior before expecting their children to follow, so should the leaders of your organization. A diverse management team shows that you’re committed to the cause from the bottom up and the top down. The top members of the organization should speak positively of diversity and communicate their commitment to this ideal situation. Be sure to include a business case for diversity that can be shared with your stakeholders and other interested parties.

The top leader in one of our partner organizations personally leads the diversity efforts. He holds town hall meetings and regularly goes to the employee cafeteria to listen and talk about diversity.

  • A partner’s Chief Executive Officer requires the selection panel for key positions to identify at least six persons qualified for the position and has held up key selections because of the lack of diversity in applicant pools.
  • The Chairman of the Board of one partner organization registered the corporation’s statement of commitment to diversity with an external regulatory body. Changes to this commitment do not go unnoticed. Create Organizational Diversity Goals
  • Simply having the idea of “diversity” on the minds of hiring managers isn’t enough. The human resources staff, hiring managers, CEO and others must come together to create organizational goals around diversity. Perhaps this means adding a new manager with a different cultural background or considering the addition of staff with unusual experiences. Whatever the goals are, they need to be in writing and widely shared.

Enact Mentoring Programs

A work site mentoring program shows that you’re committed to helping diverse members of your staff achieve their personal and professional goals. Mentors can be within your organization or from partnerships you have within the community, such as at local colleges and universities. The mentoring program should include activities during the workday as well as optional events during evenings and weekends.

One partner builds its diversity strategic plan upon its core values:

(1) Respect for the dignity of the individual

(2) Integrity

(3) Trust

(4) Credibility

(5) Continuous improvement

(6) Personal renewal

Recruit Widely and Broadly

While every organization has their favorite recruitment events and locations, expanding beyond these can help you achieve your goals for a more diverse workplace. Look to partnering with community organizations in your city as well as those in nearby small towns and villages where recruitment events are rare. Take your show on the road to satellite campuses of large universities. Consider recruiting from vocational schools and community colleges where appropriate.

Maximize joy and connection, minimize fear

People are wired to react with fear and distrust when their beliefs are challenged. While fear can be a powerful motivator, it also encourages people to narrow their perspective the opposite desired effect for creating a more inclusive workplace. Finding ways to frame challenges through a lens of possibility and elevating the power of shared experiences and storytelling to do so creates greater potential for positive change.

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