week 1


definition- Diversity can be any difference- real and or perceived between the members of a collective/ unit on any given dimension.

  • distribution of differences among members of a collective/ unit with respect to a certain attribute

  • degree to which there are objective and/ or subjective differences among members of a group

  • it could be intangible or tangible

classification:

  • surface-level diversity- side of objective, the more visible, the more tangible, some more visibility- they are more easily seen and more easily to grasp-

  • deep level diversity- looking at everything behind the scenes, the way a person conceptualises things, the way a person feels and thinks


diversity vs inclusion:

  • from the outside, the workplace may seem okay, but we have to go into the deeper end, all we do is superficial representation, but we need to look into deep-level inclusion

On what basis, or what are the ways in which diversity is of value?

  • creative argument- diversity of opinion- challenges norms- creative outcomes

  • problem- solving argument- more perspective and analysis- better outcomes (especially helpful in times of uncertainty)

  • Cost argument- cost advantage to smoother integration of diversity

  • resource acquisition argument- talent attraction advantages associated with good DEI efforts and reputation

  • marketing argument- more perspectives- better marketing

  • system flexibility argument- less rigidity- more adaptive to environmental change- when things are factoring in only one way, and we are ignoring the hergenous around us, we then therefore ignore the rigid parts around that- the more diverse an organisation is, the more it adapts more- therefore system is more buffed up, more adaptive


Does diversity always pay off? In what way might it not?

  • difficulty communicating

  • lengthy or inefficient processes in teams

  • increased conflict

  • impedes group decison- making

  • less cooperation, coordination, and cohesion, thus reducing team performance

  • it could cause impediments; it is not always the case that if you diversify teams, it could cause something else.

  • you need a good and strong kick off set up in a workplace- u cannot force it

  • it is not always the case to overdo it with it diversity- if the set up in the organisation isnt strong


Inequality and Oppression:

  • social construction of reality

how we present ourselves and perceive our environmental influenced by:

  • interactions across all past relations

  • social interaction with others

How does power play into it?

  • power means resources


‘ism’:

  • power equips and enables you to give a superior or inferior of existing

  • captures ones identity

  • concepts/ attributes/ features altered by the influences and biases of social interactions, self-perceptions, power, relations, and other effects

  • determine how ppl relate to each other based on a concept/ attribute/ feature

stereotypes and prejudice:

stereotypes:

  • grossly overgeneralising labels or attributes to particular groups or situations

  • cognitive component

prejudice:

  • attitudes towards a particular group based on learned notions that are rooted in social, cutural or physical characteristics

  • precursor to discriminatory behaviour

  • affective component at the root of biased behaviour

  • favourable or unfavourable

  • consciously or unconsciously held

  • How does it arise?

  • mitigation and elimination?

oppression:

  • exploitation- unfair use and compensation of one’s time or labour

  • marginalisation- acts of exclusion that force minority groups to the fringes of society- most commonly based on race

  • powerlessness- dominant groups leave subordinate groups with virtually no access to the rights and privileges enjoyed by the powerfulul

  • cultural imperiaism- beliefs and values of the dominant group become the norms of a society

  • violence- instill fear in groups

Social stratification:

Emergence of social stratification:

  • diversity of members of a society

  • Categories and strata are treated differently


social inequality:

  • unequal access to resources (tangible and intangible)

Mobility between and within strata:

  • open vs closed system society

  • generational- inter vs intra- each generation does better than their parents

  • ascription vs. achievement


some societies and cultures value achievement- an open system, you can work ur way u, no matter what hierachy it is- society shows that if u work hard you can do better for urself


closed system activities- the status you were designated/ ascribed- our society does not prioritize achievement, something u cannot change, certain rules, policies, legalities that stay in the way. There is not much capacity in moving around in society