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Making Differences Matter (Eight preconditions for shift (Org culture…
Making Differences Matter
Discrimination and Fairness Paradigm
"We need to work toward making our org look like a reflection of society"
Progress is measured by how well company recruits/retention of diverse candidates
Tends to increase demographic diversity and fair treatment
Prevents people from identifying weaknesses in org or identifying personally with their work
Access and legitimacy paradigm
"The organization needs a demographically diverse workforce to help us gain access to these differentiated segments"
Niche targeting emphasizes the role of cultural difference in a company without seeing how it actually works
targeted market for workers, customers etc.
Integration Paradigm
Incorporate employees' perspectives into work of org, while also enhancing work by rethinking tasks
Law firm example - now pursues cases that all white staff would not have pursued
Promotes equal opportunity for all, recognizes cultural differences, while emphasizing importance
Eight preconditions for shift
Org culture stimulates personal development
Org culture must encourage openness
Org culture must have expectation of high standards for everyoen
Org culture must make workers feel valued
Leadership sees opportunities and challenges of different perspectives
Mission must be well articulated
Leadership understands workforce will embody different perspectives and approaches to work - must value these
Structure must be egalitarian and nonbureaucratic structure
Companies making it work
Leaders are actively looking for opportunities to explore identity group differences and how they affect work
Legitimating open discussion
Making sure there are no dominance or subordination issues
Maintaining organizational trust