HRM diversity Flashcards
Harassment
A form of discrimination designed to- humiliate, offend, intimidate or make a person feel inadequate
Types of diversity?
Negative organisation: no eeo policy, does not comply with law, does not value diversity.
Minimalist org: declares it has eeo, but no Ro policy, equal op low profile, mo measures in place.
Compliant org:narrow view to equal and diversity, fulfills eeo and legal obligations, emphasises good practice, uses hrm to implement.
Comprehensive org: complies with the law, developed best practice models, positive initiative to promote diversity and equality.
Discrimination
Unfair treatment of a person or minority group based on prejudice
Indirect Discrimination
Seemingly neutral practice creates an advantage of one person or group over another.
What is Direct Discrimination
Where irrelevant criteria is used to exclude a person or group from an opportunity.
What is structural/ systematic discrimination
Happens when historical decisions and policies and social attitude allow for discrimination to be embedded into the fabric of the organisation.
Social categorisation problems?
Social catergorisation often leads to a bias occurying which leads onto prejudicial attitudes and stereotyping which leads to discrimination.
What is general affective bias.
Relates to how workers react (affective reactions) towards others where feelings of trust, fear, liking then identify and determine how they relate to other people.
What is cognitive bias?
The tendency for people to remember in a positive light the attributes of someone who is similar to them than someone dissimilar.
What is general evaluative bias?
Describes how individuals related positively or negatively to fellow workers.
What are the pros of good diversity management?
- improved org performance
- less grievance and equity claims
- lower turn over and less absenteeism
- enhanced reputation
- flexibility
- fewer lawsuits
What is hrm roles in diversity management?
Strategic- influence boards, specifying org culture, assist board in gathering info, develop policies to ensure culture is diversity orientated.
Managerial- formulating, intergrating and implementing policies. Review policies to determine if they are diversity orientated. Policies such as recruitment and selection, work hrs, promotional, training and development procedures….a
Operational level- face to face contact, provision and support of services to support implementation of diversity, recruitment and selection of managers who are committed to diversity management.
What is it illegal to discrimination against?
Age, race, sex, impairment, marital/parental status, religious beliefs.
What stages are in the selection process?
Applicant- candidate- finalist- invitee
What is diversity management?
A process of management, particularly HRM underpinned by a set of values which recognises they difference between people is a strength for management and the org
New buzz word for diversity management.
Valuing diversity
What are the HRM roles in diversity?
Strategic, managerial, operational
How many protected areas are there in the humans right acts?
13
What ways can you recruit to assist in recruiting for diversity?
- Set diversity goals across whole firm
2. Recruitment strategy: use non traditional sources of labour.
What’s is productive diversity?
A utilitarian version of diversity. Diversity is useful. Ie some staff will work Xmas some will work did
What are the 5 areas of productive diversity. What are they?
Flexibility- ie some staff work Xmas some will work did … Useful
Multiplicity- the usefulness of having many. ie many networks great for selling products, many ways to solve problems, many places to get the bets employee.
Devolution- is the devolving sending down the line ie knowledge, skills, jobs to line mangers… To reach different markets.
Negotiation- if we have multiplicity to solve problems.
Organisational Culture
Gives members an organisational identity, facilitates commitment, and shapes worker behaviour.
Organisation climate
Seen from the perspective of the individual. How is the climate of the business? Consists of shared perceptions about how the work environment is experienced by members.
What is workplace equity?
Treating all people in a fair and flexible manner, while recognising that people have different needs. * not all employees treated the same.
What is Affirmative Action?
Requirements to make special efforts to recruit and hire, promote women and the other minorities (American model)
What is demographic?
Age, gender, ethnicity
What is psychological diversity?
Values, beliefs, knowledge
What is organisational diversity?
Occupational tenure, hierarchical level
Observable attributes are?
Ethnic background, gender, age
Non observable attributes?
Education, technical ability, organisational tenure, personal values.
What’s are functional characteristics?
Knowledges, skills, organisation experience.
What is parochial approach?
Their way is the only . No recognition of diversity. Only one way to manage and organise. Fails to enhance positives from diversity or minimise the negatives.
What is the ethnocentric approach?
Their way is best, cultural diversity is a source of problems. Own cultural norms are superior and others inferior. Often prefer to recruit culturally homogenous team to achieve their strategy.
Cultural competence
What are the six stages?
Denial- belief there is only one way to view the world - theirs
Defence- people fear and reject differences
Minimisation- people accept difference with little fear of it
Acceptance- people accept that there are other ways to do things
Adaptation- people learn new competencies to help them function in a different context.
Integration- people intergrate their own culture with an alien culture and develop a wider frame of reference - with options.
What synergistic approach?
No one superior way to another. Seek creative combinations of various ways to approach organising and working. Maximise potential advantages by managing the impacts of cultural diversity, rather than ignoring them.
What characteristics make an employee vulnerable?
Age, gender, health, cultural background.
Diversity- denial
People believe there is no other way viewing the world than their own.
Cultural competence- Defence
People fear and reject difference.
Diversity- Minimisation
People accept difference with little fear of it.
Diversity- acceptance
People that other ways of doing things are possible.
Diversity- adaption
People learn new competencies to help them function in different context.
Diversity- Integration
People integrate their own culture with the alien culture and develop a wider frame with options- any of which cab be used in any context.
Synergy
Implies the belief that we can learn from other and that others can learn from us.
Three broad responsibilities fir hr in diversity …..
Breaking down ethnic barriers
Making use of ethnic differences
Make use of language and knowledge skills to expand market
