Managing Diversity Flashcards
managing diversity
creating a a climate in which the potential advantages of diversity of organisational performance are maximised, while the potential disadvantages are minimised
inclusion
the degree to which an employee feels like an esteemed member of a group in which his or her uniqueness is highly appreciated
diversity of perspective
a manager creates a heterogenous team made up of individuals with diverse backgrounds and skill sets
dividends of workplace diversity
- better use of employee talent
- increased understanding of the marketplace
- enhanced breadth of understanding in leadership positions
- increased quality of team problem solving
- reduced costs associated with high turnover, absenteeism and lawsuits
diversity
all the ways in which employees differ
factors shaping personal bias
- prejudice
- discrimination
- stereotypes
- ethnocentrism
prejudice
the tendency to view people who are different as deficient
discrimination
when someone acts out their prejudicial attitudes towards people who are the targets of their prejudice
stereotypes
the rigid, exaggerated, irrational beliefs associated with a particular group of people
ethnocentrism
the belief that one’s group or subculture is inherently superior to other groups or cultures
diversity initiatives and programs
- enhancing structures and policies
- establishing mentor relationships
- increasing awareness of sexual harassment
- encouraging employee affinity groups
structure to weed out bias
- structured interview guidelines, designed to specifically assess skills and uniformly asked of all job candidate
- structured performance appraisal, which involves collecting “thin slices” in writing multiple times a year to avoid reliance on stereotypes at yearly review.
- accountability, which involves explaining decisions on hiring, evaluation and peer reviews.
