WORK FORCE DIVERSITY AND DIVERSITY MANAGEMENT IN THE SLOVAK REPUBLIC IN GLOBALIZATION ERA

With increasing internationalization of business, diversity management has emerged as an important issue, even in traditionally non-diversified companies. Our research seeks to examine the effect of size, work position of respondent, share of the foreign capital in the ownership structure of the organization and the economy sector the organization operates in on the implementation of diversity management. An empirical survey was carried out that examined the state of the implementation of diversity management in the Slovak Republic. Using parametric statistical methods (ANOVA, linear regression) as well as its non-parametric alternatives (Kruskal-Wallis test), the research survey revealed that the evaluated factors significantly influenced the attitudes of respondents towards the diversity management implementation. The respondents working in large business organizations generally perceive the diversity management concept more positively when compared with respondents working in smaller organizations. The respondents working in business organizations where the share of foreign capital in the ownership structure exceeds 80% are more positively inclined towards the implementation of diversity management. The mangers and team leaders do perceive the DM more positively when compared to respondents who are not managing a team. We recommend domestic business organizations and SMEs to focus on the diversity issues, especially on supporting the diversified work teams. This can preferably be done by diversity training, using formalized HRM procedures and mentoring initiatives. Diversity management is not solely a domain of subsidiaries and large business organizations. The organizations are able to benefit from diversity management regardless of their size and country of origin.