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Managing for inclusion: Equality and Workplace diversity - Coggle Diagram
Managing for inclusion: Equality and Workplace diversity
Workplace diversity & the need to manage it
workplace diversity
personal
religious beliefs
educational attainment
experience
family status
parental status
work
departmental affiliations
professional
necessary
International Labour Organisation (ILO)
eliminate discrimination
not only about obligations
equal opportunity
e.g., Australia
LGBT
aging population
indigenous Australians
overseas-born residents
Social identity theory
shared social identity
↑perceived differences between individuals
Social identity
Favor 'in groups'
Expense 'out groups'
Social Category Diversity
resist = limit its opportunities to hire the best employees
Functional Diversity
people who offer different talents and perspectives
benefits
adequate solution
important to innovation, renewal, and creativity
varied external network
gain access to information
specialized division of labor
Social dilemmas of workplace diversity
Managerial Participation
Consequence of dilemma caused by individual participation
Managers recruit individuals similar to themselves
Individuals also look for similar managers
homogenous workforce
Power battles
Organisational Participation
Incorrect Perceptions
relationship between homogenous workforce and employee turnover
diversity initiatives benefit society
Dependent
On how well social dilemma's are addressed
Short term cost
Not long term benefits
Creates barriers
Selecting highly talented candidates
Due to inaccurate views
dilemma because of the other two dilemmas
Individual Participation
Success is depenent to the extent employees embrace Organisational diversity initiatives
Exclusion
further informal sub groups
sub group competition
Sub groups
restriciting movement of information
Solutions for social dilemmas
Individual and Managerial
Aligning interest and diversity initiatives
Assisting self-interest by embracing diversity
Developing objectives
Goals requiring cooperation
Work environment encouraging communication between diverse inviduals
Small work teams
Measuring performance from long term perspective
Total Quality Management (TQM) program
Organisational
Avoiding legislation/protected classes
Develop sustainable diversity
Focus on effective diversity
Educational school curricula
The glass ceiling
Solutions
Changing norms
Eradicating gender bias
Eliminating stigmatisation
Paid parental leave schemes
Introduce gender quotas
Blend of women and men in senior levels
Limits women and minorities to advance senior levels
25% of company boards held by women
40% of public service executive positions held by women
Eastern European and Scandinavian operating to abolish glass ceiling