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Making Differences Matter (Conditions for Shift (Leadership must get that…
Making Differences Matter
Basics
More diverse workforce: increases org effectiveness, lift morale, greater access to segments of marketplace, & enhance productivity
Requires fundamental change in attitudes and behaviors of org leadership
Most assume it means increasing underrepresented identity groups
Offer knowledge of own people
Encourage to blend in
Diversity: varied perspectives & approaches to work that members of different identity groups bring
How to do work, reach goals, create teams, communicate, etc
Discrimination and Fairness Paradigm
Focus on equal opp, fair treatment / recruitment and compliance with Equal Employment Opp requirements
Mentoring / career development programs
Staff gets diversified - work does not
Assimilation
To preserve harmony
Run by leaders who value due process and equal treatment
who have authority to use top down
Bureaucratic in structure
Control processes in place for monitoring, measuring, rewarding
Entrenched with easily observable cultures
Like US Army
Succeeds in promoting fair treatment
BUT color and gender blind has assumption that we are all the same
Important differences do not count
Access & Legitimacy Paradigm
Accept and celebrate differences
Usually operate in business environment
Motivation for diversity usually emerges from immediate/ crisis oriented needs
Access to diverse clientele
Market-based motivation and potential for competitive advantage
Tend to emphasize role of cultural differences in a company without really analyzing those differences to see how they actually affect work that is done
Differentiated pigeonholes without trying to understand capabilities
Access Capital
International branches with Europeans who attended North American business schools
What about succession?
No transferred / learned skills for upcoming leaders
Vulnerable!
Did not identify and analyze culturally based skills, beliefs and practices
Learning & Effectiveness Paradigm
Incorporate employees' perspectives into MAIN work and to enhance work by rethinking primary tasks, redefining markets, products, strategies, missions, business practices & even cultures
Internalizes differences among employees so that it learns and grows because of them
We are all on the same team WITH our differences, not despite them
Conditions for Shift
Leadership must get that a diverse workforce will embody different perspectives & approaches - must truly value variety of opinion and insight
Leadership must recognize both learning opps and challenges that the expression of different perspectives presents for an organizations
Organizational culture must create an expectation of high standards of performance from everyone
Organizational culture must stimulate personal development
Culture must make workers feel valued
Organization must have well articulated & widely understood mission
Organization must have a relatively egalitarian, non bureaucratic structure
Companies in Action
Mental connection
They are legitimating open discussion
Making sure organizational trust stays intact
Actively work against forms of dominance & subordination that inhibit full contribution