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equality and workplace diversity (Social dilemmas of workplace diversity…
equality and workplace diversity
Social dilemmas of workplace diversity
Managerial participation
A consequence of the dilemma of individual participation
Managers recruit people who is the same social category with them
Individuals may also seek out managers that are similar to them
Those that do not ‘fit in’ often leave resulting in a homogenous workforce
Can result in ‘power battles’
Organisational participation
Dependent upon how well the social dilemmas relating to individual and managerial participation are addressed
Incorrect perceptions in relation to the relationship between homogenous workers and employee turnover
Belief that diversity initiatives benefit society not organisations implementing them, organisations bear the costs and accrue little benefit
Focus on short-term costs and not long-term benefits
Creates barriers for selecting highly talented candidates due to ill informed and short sighted views
Individual participation
The 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
Due to exclusion, employees may form further informal subgroups resulting in subgroup competition
workplace diversity and the need to manage it
what is workplace diversity
workplace diversity refers to the differences of workers in the workplace
age, gender, race or ethnicity
anti discrimination, equal opportunity, and affirmative action legislation in Australia
why we need to manage it
the overseas born contribute around 50% of population growth in Australia
embracing the LGBTQ community
28% people in Aus are born overseas
The Glass Ceiling
What is it?
A phenomenon that limits the advancement of women
Only 25 % of women are in managerial positions
Eastern European and Scandinavian nations lead the way in abolishing this inequality
Overcoming the Glass Ceiling
Changing societal norms regarding the roles of women
Eliminating stigmatisation of men who choose to stay home for familial reasons
Introducing gender quotas for company boards
Solution for Social Dilemmas
Organisational Participation
Dependent on how well the social dilemmas relating to individual and managerial participation are addressed
Incorrect perception in relation to the relationship between homogenous workers and employee turnover
Focus on short-term cost and not long-term benefits
Creates barriers for selecting highly talented candidates due to to short-sighted views
social identity theory
people feel more comfortable and trusted when they are in their in group
the growth of in group however can increase the gap difference between groups
social identity theory stipulates that individuals validate their social identity by forming in groups at the cost of out groups
http://monash.online.clickview.com.au.ezproxy.lib.monash.edu.au/libraries/videos/3715670