Though the last decades diversity management has become a important factor as management tool in major Danish companies. In Denmark, however, for a long time, we have seen diversity management as something we put in connection with social responsibility and business ethics but all companies agree that diversity management affects their bottom line in a positive sense without being able to prove it.
Therefore, this master thesis try to answer, the following problem statement:
•How can diversity management directly contribute to a better bottom line in larger Danish companies?
This matter are processed by analysing diversity management in relation to the bottom line from a theoretic and empiric point of view, followed by a discussion based on the Diversity Return on Investement perspectives. The the Diversity Return on Investement has not been specifically investigated, which makes this thesis etra interesting. The overall analytical approach is based on a social constructivistic and hermeneutic philosophy of science, and the empirical data mainly consists of reports from Novo Nordisk A/S.
The thesis finds that Novo Nordisk is practicing a high degree of diversity management and because of that it makes a good sense for Novo Nordisk to use Balanced Scorecard as a measurement unit for their actions. However, the Balanced Scorecard cannot help to direct diversity efforts directly to the bottom line. In addition, the Diversity Return on Investment model can provide a picture of each diversity effort and relate them directly to the bottom line. However, there are circumstances surrounding the model that make it difficult and time consuming to use. Finally, the relevance of directing diversity actions directly to the bottom line is discussed, as Danish companies also use diversity management to branding or recruitment and therefore can see the results of these investments elsewhere in relation to diversity management.
|Uddannelser||Virksomhedsledelse, (Bachelor/kandidatuddannelse) Kandidat|
|Udgivelsesdato||2 jan. 2018|