UDC 334.7:005.73; JEL M12, M14, M51, M54
Lipych, L., Khilukha, O., Kushnir, M., & Volynets, I. (2022). Vplyv Khartiyi riznomanitnosti na formuvannya orhanizatsiynoyi kul'tury [The impact of the Diversity Charter on the corporate culture development]. In Sotsial'no-ekonomichni problemy suchasnoho periodu Ukrayiny [Socio-Economic Problems of the Modern Period of Ukraine]: Vol. 153 (1) (pp. 39-44). DOI: https://doi.org/10.36818/2071-4653-2022-1-6. [in Ukrainian].
Sources: 17

Authors



Lipych Lyubov Hryhorivna

Doctor of Economics, Professor

Professor of the Department of entrepreneurship, trade and logistics of the Lutsk National Technical University

Contacts: lglipych@gmail.com

Webpages:

Khilukha Oksana Anatoliyivna

Ph.D. of Economics, Associate Professor

Associate Professor of the Department of enterprise economics and information technologies of the Lviv University of Business and Law

Contacts: oksаnа.hіluhа@vnu.еdu.uа

Webpages:

Kushnir Myroslava Anatoliyivna

Ph.D. of Economics, Associate Professor

Senior Lecturer of the Department of finance, banking and insurance of the Lesya Ukrainka Volyn National University; Senior Lecturer of the Department of applied economics and business of the Ukrainian Catholic University

Contacts: mlipych@ukr.net

Webpages:

Volynets Iryna Hryhorivna

Ph.D. of Economics, Associate Professor

Associate Professor of the Department of management and administration of the Lesya Ukrainka Volyn National University

Contacts: irina.volynets@vnu.edu.ua

Webpages:

Resume

The Diversity Charter is a tool that allows adapting organizational culture to diversity and at the same time helps to create conditions for its development and management. The article aims to specify the benefits for the company from the use of the Diversity Charter and outline suggestions for changing the organizational culture on the basis of the Diversity Charter. The article argues that the organization has a culture that can be manipulated or managed as a strategic resource. Management that notices and values differences must adapt organizational culture to diversity. It means the need for planned evolutionary changes in organizational culture. The article shows that the concept of organizational culture of quality is a complement and, at the same time, the development of an integrated view of organizational culture. Quality culture is an organizational culture that has the ability to maintain a balance between openness (flexibility) of the system to various values contributed by its members and closedness (invariability) associated with the principles of quality management. The organizational culture is suggested to be changed by implementing the following principles of quality management (TQM): leadership, customer focus, continuous improvement, universal participation, and feedback analysis. After making appropriate adjustments, this procedure can be used for other strategic changes, including those aimed at adjusting the organizational culture for diversity. Diversity management is one of the key resources of the organization, which contributes to its development and achievement of business goals. Effective diversity management is a well-thought-out and well-implemented strategy. The procedure of changing the organizational culture on the basis of the Diversity Charter includes the following stages: focusing on diversity policy, determining the desired form of organizational culture in terms of its adaptation to diversity, diagnosing actual culture, analyzing discrepancies between postulated and diagnosed organizational culture, control over changes in organizational culture. The mechanism of realization of each stage is offered.

Keywords:

Diversity Charter, effective diversity management, procedure of organizational culture change, concept of organizational quality culture, stages of organizational culture change

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