Please enable JavaScript.
Coggle requires JavaScript to display documents.
Making Differences Matter (Eight Prereqs for Paradigm Shift (Org. culture…
Making Differences Matter
Discrimination-Fairness Paradigm
usually has mentoring and diversity training
progress determined by #'s recruited/retained
logic - prejudice has kept identity groups out, we need to reflect society, treat everyone equally, give no unfair advantage/disadvantages
work does
not
get diversified*
equal opportunity, fair treatment, recruitment, and compliance w/ laws
Limits
blindness - assumption we are all the same
pressures employees to suppress differences
difference btw discord and disagreement over approaches and perspectives
Access and Legitimacy Paradigm
good for org. wide paradigm
Limits
tries to pigeonhole diverse employees w/o integration into mainstream work
motivation typically from immediate situation or crisis
doesn't analyze differences for how they affect work
creates soloed sub units, closes opportunities to diverse employees
typically businesses, diversity in response to threat or opportunities
acceptance and celebration of differences
Eight Prereqs for Paradigm Shift
Org. culture must stimulate personal development
Org. culture must encourage openness
Org. culture must create expectation of universal high standards, overcome biases against women and minorities to underperform
Org. culture must make employees feel valued, give them support so they can take initiative
Leadership must recognize both learning opportunities and challenges an expression of different perspectives presents, inherent employee tensions
Org. must have articulated and understood mission, clear about what org. is trying to accomplish
Leadership must understand and value fact that diversity is also a matter of perspectives and approaches
Org. must have relatively egalitarian, non-bureaucratic structure; structure should support exchange of ideas and constructive challenges; keep efficiency promoting control systems and chain of command
Learning-Effectiveness Paradigm
benefits - learning, creativity, flexibility, org and indv. growth, adaptability
diverse employees bring perspectives that can challenge basic assumptions about orgs functions, strategies, operations, practices and procedures
employees' differences should transform how org. does work
diverse employees will identify more with their work and the org.
new definition of diversity beyond prejudice and expertise
Paradigm Shift
proactively seek opportunities to explore how diversity affects work - allow for experimentation and use of different skills
green-light discussions about how diversity affects work, be explicit about background and cultural knowledge, allows for org'l learning, people don't have to hide parts of themselves
don't need all 8 prereqs to start shift
eliminate stereo-type threats, challenge assumptions