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Managing for Inclusion - Coggle Diagram
Managing for Inclusion
Diversity
What is it?
Describes differences
Age
Race
Ethnicity
Gender
Physical characteristics
Mental/physical ability
Sexual orientation
Necessity to manage
Australian population
28% born overseas
Contribute
50% population growth
Younger working population
2.4% population Indigenous
International Labour Organisation
Elimination of discrimination
Legislation in Australia
Anti-discrimination
Equal opportunity
Affirmative action
More than
Legal
Moral
Social Identity Theory
Favour in-groups
Over out-groups
Shared social identity
Increases perceived differences
Social Dilemmas
Managerial participation
Consequence of individual
Managers likely recruit
Similar indivduals
Individuals may seek
Similar managers
Homogenous workforces
Power battles
Organisational participation
Dependent on factors
Indivdual
Managerial
Incorrect perceptions
Homogenous workforce
Employee turnover
Who diversity benefits
Focus on
Short-term cost
Over long-term benefits
Creates barriers
Individual participation
Diversity initiative
Successful
Embraced by employees
Subgroups social categories
Could restrict information
Exclusion
Could increases
Informal subgroups
Create group competition
The Glass Ceiling
What is it?
Limitation of
Women
Minority groups
Overcoming
Change societal norms
Role of women
Other bias
Eliminate stigma
Men who stay home
Paid-parental leave
Gender quotas
Company boards
More representative blend
Men and women
Senior roles
Solutions for Social Dilemmas
Management problem
Align individual interest
Organisational diversity initiatives
Mesurable objectives
Encourage and facilitate
Communication
Cooperation
Keep teams/groups
Small
Public policy problem
Avoid legislation creating
'Protected classes'
Sustainable success
'Effective' diversity
Education
Primary
Secondary