Organizing: Managing Diversity

Diversity

defined as all the ways in which people differ

Creating a workplace that makes the most of people's differences while reducing challenges to teamwork and performance.

Why manage diversity?

Better use of employee talent

One of the benefits which explains how workplace diversity attracts and retains talented employees by providing fair

opportunities for career growth.

Better understanding of the marketplace

One of the benefits which explains how workplace diversity helps organizations understand diverse customers and respond to their changing needs

Broader leadership perspectives

One of the benefits which explains how workplace diversity brings different experiences and viewpoints into management decision

Better team problem-solving

One of the benefits which explains how workplace diversity generates more creative ideas and solutions through different perspectives

Lower employee-related costs

One of the benefits which explains how workplace diversity establishes inclusive policies which can reduce turnover, absenteeism, and discrimination-related lawsuits

Prejudice

A negative attitude toward people because of their group identity.

Discrimination

Treating people unfairly because of their group identity.

Stereotyping

Assuming everyone in a group shares the same characteristics.

Stereotype threat

Worry about confirming a negative group stereotype, which can affect performance.

Ethnocentrism

Believing one's own culture or group is superior to others.

Monoculture

Accepting only one set of values and one way of doing

things.

Ethnorelativism

Recognizing that cultures and groups have equal worth.

Pluralism

Accommodating different cultural groups within an organization.

Stereotyping

Basis: Assumptions, impressions, or unreliable information.

Valuing cultural differences

Basis: Reliable evidence and an understanding of cultural context.

Stereotyping

View of differences: Uses differences to label or judge

people.

Valuing cultural differences

View of differences: Appreciates differences without

ranking groups as superior or inferior.

Stereotyping

Treatment of individuals: Assumes everyone fits the group label.

Valuing cultural differences

Treatment of individuals: Recognizes individual variation

within every group.

Stereotyping

Management approach: Makes decisions based on group

assumptions.

Valuing cultural differences

Management approach: Assesses each person's abilities, needs, and contributions

Change structures and policies

An initiative for managing workplace diversity that removes barriers and establish fair workplace practices.

Expand recruitment efforts

An initiative for managing workplace diversity that reach qualified applicants from diverse backgrounds.

Establish mentoring relationships

An initiative for managing workplace diversity that connect less-experienced employees with senior colleagues who support their development.

Accommodate different needs

An initiative for managing workplace diversity that adjust work arrangements and support to help employees

participate effectively

Provide diversity training

An initiative for managing workplace diversity that help employees recognize biases and develop skills for

working across differences.

Increase sexual harassment awareness

An initiative for managing workplace diversity that help employees recognize inappropriate conduct and

understand reporting procedures.

Awareness

A component of diversity that recognizes personal

assumptions, prejudices, and stereotypes.

Skills training

A component of diversity that practice effective communication, teamwork, and conflict resolution in a diverse workplace

Multicultural teams

One of the approaches to managing workplace diversity where there are members from different national, racial, ethnic, and cultural backgrounds

Multicultural teams

One of the approaches to managing workplace diversity where the purpose is to solve problems and achieve organizational goals.

Multicultural teams

One of the approaches to managing workplace diversity where the benefits are creativity, innovation, and better decisions.

Multicultural teams

One of the approaches to managing workplace diversity where the activities involved are projects, problem-solving, and cross-cultural teamwork.

Multicultural teams

One of the approaches to managing workplace diversity where the kind of support needed are effective leadership, clear communication, and cross cultural-training.

Employee network groups

One of the approaches to managing workplace diversity where the purpose is to support members, address concerns, and build careers

Employee network groups

One of the approaches to managing workplace diversity where the benefits include belonging, connections, retention, and advancement.

Employee network groups

One of the approaches to managing workplace diversity where the activities involve mentoring, networking, training, and community service.

Employee network groups

One of the approaches to managing workplace diversity where the kind of support needed are access to colleagues, leaders, and decision-makers.

Stereotyping, prejudice, ethnocentrism

What are the beliefs and attitudes that contribute to personal bias?

Personal bias

A tendency to judge people unfairly

Discrimination

What are the possible manifestations and effects of personal bias?

Discrimination

When personal bias shapes behavior, it is considered as ?

stereotype threat

When personal bias creates biased social environments that may create pressure, what is the possible manifestation?