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Managing Diversity (Backgrounds (Diversity efforts are not fulfilling in…
Managing Diversity
Backgrounds
Diversity is good for business
Diversity efforts are not fulfilling in their promise
Diversity is only about increasing racial, gender and class?
Two paths of managing diversity
More women and colored people
Set jobs based on different employee backgrounds
Should go beyond what we have now
Activate a virtuous cycle
More differences of employees to be used in work, more of themselves will be brought
Existing diversity paradigms (1)
Assimilation paradigm
Premise: we are all same
Strategy: hire diverse people, but encourage uniform behavior
Advantage: fair hiring
Disadvantage
focus on harmony, and ignore differences
Miss new ideas from differences
Employees feel isolated and discouraged
Existing diversity paradigms (2)
Differentiation paradigm
Premise: we celebrate differences
Strategy: match employees with different markets
Advantage: expand markets
Disadvantages
Pigeonholed effect, employees cannot impact the main stream
Employees feel excluded from other opportunities
A new paradigm to rethink diversity
The integration paradigm
Integrate the two existing diversity paradigms
Employee different backgrounds can help company
Achieve integration
Encourage open discussion of cultural backgrounds
Eliminate all forms of dominance for full contribution
Secure organizational trust