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WORKPLACE DIVERSITY - Coggle Diagram
WORKPLACE DIVERSITY
LO4 - Social dilemmas of workplace diversity
Individual participation
Success of diversity is dependent on how employees embrace/resist
Subgroups may result in restricting the movement of info
Managerial participation
Managers likely to recruit similar individuals
Results in a homogenous workforce
Organisation participation
Depends on how well individual and managerial are addressed
Inaccurate views creates barriers for selecting highly talented candidates
Inaccurate views
Focus on short-term costs not long-term benefits
Belief diversity benefits society not organisation
LO5 - The glass ceiling
Limits advancement of women + minority groups to senior roles
Eastern Europe & Scandinavian nations lead way in abolishing
Overcoming the ceiling
Change societal norms around role of women
More representative blend of women + men in senior roles
Introduce gender quotas
Workplace diversity and the need to manage it
what is diversity?
differences among individuals
age
race
ethnicity
gender
physical characteristics
height
weight
mental and physical ability
personality
sexual orientation
workplace diversity
differences among people at work
religion
education
experience
Is it necessary to manage?
Australian population
28% born over-seas
overseas born residents
50% of population growth
300 languages
Asia and Africa overseas born
proportionately larger young (0-14 years)
proportionally larger working age (15-64)
Indigenous Australians
2.4% of population
next 50 years
approx. 1/4 of Australians
65 or older
LGTB community
embraces
International labour organisation
elimination of discrimination
Australia
anti-discrimination
equal opportunity
affirmative action
managing all diversity
greater innovation
LO2 - Social identity theory
Individuals favour 'in-group' at expense of 'out-group'
A shared social identity increases perceived differences between in- and out-groups
Solutions for social dilemmas
the management problem
overcoming individual and organisational participation
aligning
individual interest
organisational diversity initiatives
assisting individuals
self-interest facilitated by embracing organisational diversity
measurable objectives for diversity
superordinate goals
coordination
encourage an environment that facilitates communication between diverse employees
work/team groups
small
managerial performance
long term
The public policy problem
overcoming organisational participation
avoiding creation of legislation
'protected classes'
develop legislation
implement