D&I + Global & Cultural Effectiveness Flashcards
Defensive behavior that occurs when an organization recruits a diverse workforce but, consciously or otherwise, promotes assimilation rather than inclusion.
Covering
Taskforce created to define a diversity and inclusion initiative and guide the development and implementation process.
Diversity council
It establishes the vision, goals, and programs, and it collects information and analyzes outcomes.
What are three key reasons why diversity and inclusion (D&I) initiatives require full-fledged, organization-wide efforts?
Priority, complexity, resistance
Legal system based on written codes (laws, rules, or regulations).
Civil Law
Capacity to recognize, interpret, and behaviorally adapt to multicultural situations and contexts.
Cultural intelligence
Legal system in which each case is considered in terms of how it relates to legal decisions that have already been made; evolves through judicial decisions over time.
Common law
Right of a legal body to exert authority over a given geographical territory, subject matter, or persons or institutions.
Jurisdiction
Societies or groups characterized by complex, usually long-standing networks of relationships; members share a rich history of common experience, so the way they interact and interpret events is often not apparent to outsiders.
High-context cultures
(Edward T. Hall)
Concept that laws are enforced only through accepted, codified procedures.
Due process
Societies in which relationships have less history; individuals know each other less well and don’t share a common database of experience, so communication must be very explicit.
Low-context cultures
(Edward T. Hall)
Extension of the power of a country’s laws over its citizens outside that country’s sovereign national boundaries.
Extraterritoriality
Concept that stipulates that no individual is beyond the reach of the law and that authority is exercised only in accordance with written and publicly disclosed laws.
Rule of law
Name the 4 tools used to develop a global mindset and influence managerial practices
Travel, training, teams & transfers
The viewer perceives and judges other cultures according to the norms of the viewer’s own culture and rigidly maintains that narrow mindset.
Ethnocentrism and parochialism
Perceptions of a culture are applied to all of the culture’s members, often in a negative manner.
Cultural stereotypes
Refers to the process of creating a “third way” as an alternative to opposing cultural demands
Dilemma reconciliation
Culture defines behavior and therefore excuses some actions and makes changes impossible.
Cultural determinism
There are no absolutes. Norms and values vary by situation and cultural perspective.
Cultural relativism
Geert Hofstede—dimensions of culture
Fons Trompenaars and Charles Hampden-Turner—cultural dilemmas
Layers of Culture (circle)
Name the 3 points of cultural intelligence
1) Cognitive
2) Motivational
3) Behavioral
Law based on beliefs and conventions: a mixture of written codes and interpretations by religious scholars.
Religious law
Levels of law
Global HR Skills
Characteristics of a global mindset
Benefits of a global mindset
3 ways to develop and promote a global mindset
Obstacles of a diverse team
Demonstrating fragmented, nonproductive, and indecisive behavior.
Also known as an affinity group or network group, is a voluntary group for employees who share a particular diversity dimension (race, religion, ethnicity, sexual orientation, etc.).
Employee resource group
- ERGs can be a valuable information resource for demographic markets and employee engagement and development. They can also serve a critical support role in diversity and inclusion strategic initiatives. While the key leadership role is usually performed by the corporation’s diversity council, ERGs can fill the pipeline with prospective candidates for the diversity council.*
- They can provide support to new employees during the onboarding period. Support can take the form of networking, mentoring, or advocacy. A critical element of ERGs is that they are self-selecting.*
DiversityInc. recommends formal charters for ERGs.
Equality vs. Equity
D& I Strategic Process
