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7: Managing for Inclusion: Equality and Workplace Diversity - Coggle…
7: Managing for Inclusion: Equality and Workplace Diversity
Workplace diversity and the need to manage it
What is diversity
Within the workplace - differences between individuals
Is it necessary to manage diversity?
Yes it is, especially as Australia is an ageing labour force, women and minorities are still underrepresented in the workforce - particularly in management and corporate roles.
Social Identity Theory
Social Identity Theory and Diversity
individuals validate their social identities by preferring 'in-groups' over 'out-groups' - shared social identity makes this in-group.
Social Dilemmas of Workplace Diversity
Social Identity Theory and Diversity
Individual, managerial and organisational participation
Social Dilemmas of Workplace Diversity
Individual: employees embrace/resist diversity initiatives - formation of subgroups
Managerial: managers likely to recruit individuals they perceive to be in a similar social group, vice versa, mentor-ship means homogenous organisation is formed
Organisation: focus on short-term costs and not long-term benefits, for the good of society and not the organisation?, dependent upon individual and managerial
Solutions for Social Dilemmas
Overcoming Social Dilemmas of Workplace Diversity
Creating accountability helps to overcome social dilemmas, public policy problem: legislation created but may lead to belief that individual only attained job due to legislation, would be better fixing it in schools.
The Glass Ceiling
What is the glass ceiling?
limits advancement of women and other minorities to senior management positions
Overcoming the glass ceiling
Eradicating gender bias, eliminating stigmatisation, paid parental leave, gender quotas, more representative blend of people in senior roles