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Managing for Inclusion: Equality & Workplace Diversity (What is…
Managing for Inclusion: Equality & Workplace Diversity
Social Identity Theory
stipulates that individuals validate social identity by favouring their 'in-group' at the expense of 'out-groups'
individuals perceive that communication is easier with 'in-group'
shared social identity increases perceived diffs bw individuals belonging to diff social categories
success of organisational diversity initiatives dependent on mitigating perceived diffs
What is Diversity?
Term used to describe differences among individuals' age, race, ethnicity, gender, physical characteristics (height, weight etc.), mental and physical ability, personality, sexual orientation etc.
Workplace diversity --- differences among people at work (in religious beliefs, educational attainment, experience, family status, parental status, pregnancy etc)
Necessary to manage diversity
Australian population is diversity
One of 4 core labour standards of the International Labour Organisation (ILO)
Anti-discrimination, equal opportunity, and affirmative action legislation in Australia
Increasing diversity of consumers due to globalisation
More than managing cultural diversity, a necessary
precondition for continuous innovation
Changing composition of the labour market – attracting the right kind of talent and retaining such talent
Not about merely meeting ‘legal’ or ‘moral’ obligations, but embedding the process in business strategy development
Glass Ceiling
Why it exists in Australia
Only 25% of key management positions on company boards are held by women in Australia
Strategies to overcome
Introduction of paid-parental leave schemes, especially for men that goes beyond ‘one week’
Introducing gender quotas for company boards
Eliminating the stigmatisation of men who choose to stay home for family reasons
Realising that a more representative blend of women and men in senior roles just makes good business sense
Changing societal norms around the role of women and eradicating gender bias
What is it?
A phenomenon that limits the advancement of women and other minority groups to senior managerial positions in organisations.
solutions for social dilemmas
Addressing individual & managerial participation: management problem
aligning individual interest with organisational diversity initiatives by restructuring incentives
Assisting individuals in realising that their self interest can be facilitated by embracing organismal diversity initiatives
developing measurable objectives for diversity
developing superordinate goals which can only be achieved through cooperation amongst diverse members
creating a work environment that encourages and facilities communication between diverse employees
keeping work team sizes small
Addressing organisational participation: public policy problem
avoiding the creating of legislation that results in protected classes of workers
instead developing legislation that requires firms to developing legislation that requires firms to develop and implement diversity innovatives that result in sustainable success
not focusing on encouraging just diversity, but effective diversity
Social Dilemmas
Individual
Success f diversity initiatives depend on degree in which employees embrace or resist them
subgroups may result in resticting the movement of info
may result in subgroup competition
Managerial
may result in bias when recruiting for employees
individuals may seek out managers who are similar to them
those that do not fit in, leave the homogenous workplace
can result in power battles
Organisatonal
Dependent on how well individual and managerial dilemmas are adressed
Ill informed and short sighted views may create barriers for selecting highly talented individuals
Focused on short term costs, rather long term benefits
Incorrect perceptions relating to relationships between workers and employee turnover
Workshop reading: Why diversity programs fail
-Diversity training
-hiring tests
-performance rating
-grievance policies
All amplify bias/make workplaces less diverse
Tools for getting managers on board
apply three basic principles
expose managers to diff ppl groups
encourage social accountability
engage managers in solving problems
diversity task forces
diversity managers
Video link:
http://monash.online.clickview.com.au.ezproxy.lib.monash.edu.au/libraries/videos/3715670