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Equality and Workplace Diveristy - Coggle Diagram
Equality and Workplace Diveristy
Workplace diversity
E.g. age
Race
Ethnicity
Gender
physical characteristics
Sexual orientation
"differences among people at work"
Necessary to manage diversity
International Labour Organisation (ILO)
Elimination of discrimination
Anti-discrimination and equal opportunity
Changing work force
CSR obligations
28% born overseas, third highest in the world
Overseas-born residents contribute to more than
50 per cent of population growth
Indigenous Australians comprise of approximately
2.4% of the population
Social Identity Theory
favour ones "ingroup" at the expense of "outgroups"
Increases perceived differences between individuals belonging to different social categories
Associate and gravitate towards people with similar characteristics
E.g. something in common = forms ingroups
information flow is restricted between groups = lead to conflict and exclusion
within these groups = better productivity, motivation and stronger relationships = benefits
Social Dilemmas and Workplace Diversity
Individual participation
degree to which employees embrace or resist organisational diversity
Formation of subgroups = restrict movement of info
Employee exclusion = subgroup competition
Managerial participation
Managers recruit employees similar to themselves (social category)
Those that do not fit in = leave due to homogenous (old fashion) workforce
Power battles
Dilemma of individual participation
3. Organisational participation
Incorrect perceptions between homogenous workers and employee turnover
diversity initiates benefit society not organisations
focus on short term costs and not long term benefits
Creates barriers for selecting highly talented candidates due to inaccurate views
Solutions for Social Dilemmas
Align individual interests with organisational diversity initiatives
Develop measurable objectives for diversity
encourages and facilitates communication between diverse employees
Small sized work teams ans groups
Measuring managerial performance fin the long term
Develop suberordinate goals = achieve through cooperation
The Glass Ceiling
limits the advancement of women and other minority groups
Overcoming the Glass ceiling
Changing societal norms = eradicate gender bias
Eliminate the stigmatisation of men staying home
better blend of women and men in senior roles
gender quotas for company boards = % of men and women in a workplace