Making Differences Matter
Common Paths to diversity management
leverage their diversity to assign them to customers/clients within their identity group
Encourage/expect diverse team members to blend in
Diversity should be....."varied perspectives and approaches to work that members of different identity groups bring"
Diversity Perspectives
Access-legitimacy
Learning-Effectiveness
Discrimination-fairness
Managerial process for equality, similar to affirmative action
Benefits: increase demographic diversity
Equal opp, fairness, compliance with EEOC
Limitations
Assumption that everyone is the same
Pressure on employees to make sure that important differences don't count
acceptance and celebration of diversity
diversity=good for business (changing clientele)
Strength: competitive advtange gets people on board
Limitations
emphasize differences without analyzing them
Push staff with niche capabilities into differentiated pigeonholes
integration
Ackolwedges and values differences
Incorporative perspectives into main work of org
Organization internatlizes differences and learns from them
Preconditions
culture must stimulate personal development
Culture must encourage opennes
Culture must create high expecation standards
Culture must make workers feel valued
Leadership must rec learning opp and challenges
Org must have a well-articulated and understoof mission
Org must have a relatively egalitarian, non-bureaucratic strucutre
Leadership must understand and value diversity