Diversity Question Flashcards
Not being diverse affects motivation. What are the theories:
Herzberg two-factor theory 1959: Lack of empowerment, achievement= no job satisfaction/motivators, Maslow’s hierarchy of needs: Self-esteem/ self-actualisation needs not fulfilled (not reached potential), Adam’s equity theory 1963/65) : reduce inputs as outputs such as recognition are not there, perceived as ‘funfair’ - no ‘balance’ (depends how tolerant)
Definition:
where difference is recognised and emphasised, but not actively leveraged to drive organisational success.
CIPD- Diversity is an important..
aspect of good people management
Rousseau 1990:
‘the psychological contract is promissory and reciprocal in nature’
Diversity affects the … part of the psychological contract
Relational expectations
The psychological contract is broken by..
Trust/promises made during recruitment and selection, extremely difficult to fix
HRM is now more ‘unitary’ since..
The 1980’s - but who doe it ultimately benefit?
Diversity can be shown through employer brand via:
Marketing statement, HR policies, 0 tolerance approach, CIPD podcast: putting people on the website, define an organisations values, acknowledge differences through policy
Diversity can be shown in job analysis/ recruitment and selection via..
Having flexible job descriptions, looking for a person-environment fit, no in-direct discrimination via setting criteria that adversely affects a particular group, recruitment and selection - training to interview people, blind recruitment
Diversity can be shown via culture through..
line managers and workers, 0 tolerance approach to bullying, no victimisation, engagement at all levels, monitoring/data analysing, surveys, commitment to L&D for staff, CEO embedding diversity in strategy
4 ways diversity can be shown in a business:
Employer brand, Job analysis/R and S, Culture, Performance management/promotion (inclusive approach)
Equality definiton:
Making sure people are not disadvantaged, discriminated against or excluded from participation
Drivers of diversity:
Recognition of benefits, globalisation, changing legislation around ‘fairness at work’, changing employee expectations, & (3 main!)
Then the 3 main drivers/ benefits:
Social/moral case: increased ethical responsibility, CSR, reputation. Business case: diverse organisations perform better. Legal case: avoid prosecution, tribunals, conflict and damage to reputation
Difficulties not being diverse:
Lack of innovation, trouble attracting/retaining employees, legal consequences, damage to reputation, lack of engagement/bad people management, non-agile
Two approaches to PM:
Inclusive or Exclusive
Companies can choose between two ways of being diverse during R and S: Jewson and Mason (1986)
Radical approach: positive discrimination is sometimes used as intervention is acceptable to achieve equality. Liberal approach: everyone should have the right to ‘universal standards of justice and citizenships’ fair treatment regardless of their background (Bloisi 2007)
Who is involved?
Everyone in the business, fro CEO to workers
Which practices may result in discrimination?
‘Exclusive’ or ‘inclusive approach to promotion/PM, in-direct discrimination on job descriptions, harassment/ victimisation (after claim), bad culture, little consequences/policies, direct via not hiring women/POC, failure to comply with the law, e.g. the equality act/10 protected characteristics
The Equality Act 2010..
Harmonised legislation that organisations have a duty to make ‘reasonable adjustments’ to the workplace to facilitate disabled employees, has 9 protected characteristics from discrimination
The Equal Pay Act..
1970
Kent Police Case
Again officer won case against fellow officer on the grounds of racial discrimination and victimisation. It was found that a grievance in 2014 was not properly investigated and he was treated differently after making the claim
Pay Gap is high profile, the figures:
April 5th 2018: 8% no pay gap, 2019: 12% have no pay gap, between women and men remains the highest gap in the UK.
31% of women claimed to..
have been sexually discriminated against whilst looking for/being at work
The future: Sky’s program:
Women in Leadership program aims to engage 50% of women into leadership roles throughout Sky’s company by 2020. The report suggest that they are on track.
Cockburn 1989;
Long-term strategies are needed to achieve equality/ fairness of opportunities.
Employment and Equality regulations..
2003, surrounding religion and beliefs
Diversity benefits:
More engagement, better psychological contract (Rousseau 1990), more talent, more agile, helps them with the ‘way for talent’, new ideas, better work-life balance
Engagement definiton:
IES: A positive attitude held by the employee towards the organisation.
CIPD 2015 Better Workplace Report:
People work better when they are happy, in communities.
In business, with LNA and Performance management..
‘one size fits all’ is not appropriate, e.g. nuerodiverse people, different strengths/skills
Psychological contract definition..
Is the conceptual agreement of ‘expectations about the terms of exchange’ between the employer and employee. (Rousseau, 1989).
Diversity can bring engagement via what motivational theories:
Maslow- esteem/actualisation needs fulfilled. Herzberg: responsibility needs fulfilled. Adams equity theory: more outputs = more inputs, intrinsic motivation
Inclusive approach can help achieve engagement via..
The norm of reciprocity (Gouldner, 1960), recipient of positive action feels indebted and therefore repays them = positive relationship
IES: there is overwhelming evidence..
That people work better with a psychological contract
(negative) Diversity statements can be seen as:
‘company speak’ and not reflect what is actually happening, to avoid being sued is not an ethical reason - debate surrounding what is diverse
By being diverse it positively affects the business by:
Leading by a good example, good if your customers are diverse
Diversity can be maintained by..
Finding issues through surveys and painting and positive psychological contract
Diversity can be made through a..
Action plan, external experts can assist diversity
Employment tribunals cost UK businesses..
£8,500 on average
Need diversity due to added pressure of..
Globalisation & tech - may need different people
How important is diversity to customers?
Can argue people don’t think about it, but getting more important?
Diversity can lead to greater..
synergy with customers
Nike is an example of..
Equality and diminished reputation, (age - protected characteristic)
Diversity requires top-..
down support
