Management for Inclusion: Equality & Workplace Diversity (Is it…
Management for Inclusion: Equality & Workplace Diversity
What is Diversity?
Differences amongst people such as age, race, gender, physical characteristics, mental ability, sexual orientation, religious beliefs, family status, educational level etc.
Is it necessary to manage diversity in Australia?
28% born overseas, third highest in the world
Increasing labour force participation of women
Those born in Europe are declining while those born in Asia
and Africa are increasing
Social Identity Theory
Individuals validate their social identity by favouring their 'in-group' at the expense of 'out-group'.
They think it is easier to communicate with them as they are more predictable, trustworthy and likely to return favours
This perpetuates differences between individuals in different social groups creating more division.
Social dilemmas of
A consequence of the dilemma of
Can result in ‘power battles
Focus on short-term costs and not long-term benefits
Dependent upon how well the social dilemmas relating to individual and managerial participation are
The success of organisational diversity initiatives is dependent upon the degree to which employees embrace
– Formation of subgroups along social categories may result in restricting the movement of information
Solutions for Social Dilemmas
The Management Problem (overcoming individual and managerial participation)
Aligning individual interest with organisational diversity initiatives
Showing people their self-interest can be facilitated by embracing diversity
Developing measurable objectives regarding diversity
Developing superordinate goals
Creating work environments that allows for interaction between diverse employess
Keeping work teams small, otherwise minorities can be subjugated
Taking a long-term approach to managerial & employee performance
Embedding the value of diversity to mission & vision statements
Public Policy Problem (overcoming organisational participation)