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Managing for inclusion: Equality and workplace diversity (Social dilemmas…
Managing for inclusion: Equality and workplace diversity
Diversity
Diversity refers to the differences among individuals
Different physical characteristic
gender
Age
height/weight
Different believes/religious
mental characteristic
Educational level
Why managing Diversity
legal requirement
increase diversity of consumer due to globalisation
Attempt to attract the right person in the labour market with the correct skillset
Social identity theory and diversity
suggests that individuals validate their social identity by favouring their 'in-group' at the expense of 'out-groups'
believe that it is more 'easy' to communicate with their in-group as they are predictable, trustworthy, and more likely to reciprocate favours
Social dilemmas of workplaces diversity
Individual participation
success of organisational diversity initiatives is dependent upon the degree to which its employees embrace/resist them
Formation of subgroups along social categories may result in restricting the movement of information
Managerial participation
Managers likely to recruit individuals they perceive to be similar to them
Individuals may also seek out managers that are similar to them
Organisational participation
Dependent upon how well the social dilemmas relating to individual and managerial participation are address
focus on short-term costs and not long-term costs