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Managing for Inclusion: Equality and Workplace Diversity (Social dilemmas…
Managing for Inclusion: Equality and Workplace Diversity
Workplace diversity and the need to manage it
What is diversity?
Term used to describe differences among individuals
Examples: age, race, ethnicity, gender, physical characteristics etc.
Workplace diversity: Differences among people at work
Why is it necessary to manage diversity
Large population to born overseas (28%)
Highly diverse nation
The Glass Ceiling
What is the glass ceiling?
A phenomenon that limits the advancement of women and other minority groups to senior managerial positions in organisations
– only 25% of key management positions on company boards are held by women in Australia
– However, in the public service 40% of all senior executive positions filled by women
– Eastern European and Scandinavian nations lead the way in abolishing the glass ceiling
Overcoming the glass ceiling
Changing societal norms around the role of women and eradicating gender bias
Eliminating the stigmatisation of men who choose to stay home for family reasons
Introduction of paid-parental leave schemes, especially for men that goes beyond ‘one week’
Introducing gender quotas for company boards
Realising that a more representative blend of women and men in senior roles just makes good business sense
Social dilemmas of workplace diversity
Managerial participation
Managers likely to recruit individuals they perceive to be similar to them
Can result in ‘power battles’
Organisational participation
Focus on short-term costs and not long-term benefits
Creates barriers for selecting highly talented candidates due to ill informed and short sighted views
Dependent upon how well the social dilemmas relating to individual and managerial participation are addressed
Individual participation
Form subgroups/informal subgroups
may result in restricting the movement of info
Social identity theory
Individuals validate their social identity by favouring ingroups at the expense of outgroups
Individuals perceive that it is easier to communicate with individuals that are within their ingroups as they are more predictable and trustworthy
Organisational success towards diversity is dependent upon mitigating these perceived differences
Solutions for social dilemmas
Overcoming social dilemmas of workplace diversity
The management problem
overcoming individual and managerial participation
The public policy problem
Overcoming organisational participation