week 1 Flashcards
define diversity
differences in life experience, position in the family, personality, job function, rank within a hierarchy, and other such characteristics that go into forming an individual’s perspective. Within a organisation, diversity encompasses every individual difference that affects a task or relationship (Griggs, p.6)
Historical disadvantage approach
defines diversity along historical lines of oppression
Individual differences approach
defines diversity as holding all forms of difference
Comprehensive approach
recognises both perspectives need to be considered - Adopting a comprehensive approach (historical disadvantage plus individual differences) recognises members of a historically disadvantaged group (e.g. Aborigines) are affected by being identified as a member of that group and any individual difference they have (e.g. education, religion, disability).
Jackson and Ruderman (1995) categorise diversity into three tiers:
Demographic Diversity – gender, ethnicity, and age
Psychological Diversity – values, beliefs and knowledge
Organisational Diversity – tenure, occupation and hierarchical level
Milliken and Martins (1996) choose to describe diversity between:
Observable Attributes – race/ethnic background, age, gender
Non-Observable Attributes – education, technical abilities, functional backgrounds, tenure in organisations, socioeconomic background, personality characteristics and values
Functional Characteristics – knowledge, skills and organisational experience
Mor Barak (2005) proposes 3 forms of diversity:
Narrow category-based diversity – determined by explicit discrimination legislation
Broad category-based diversity – focused on visible and invisible attributes such as race, gender, religion, education
A conceptual articulation of diversity – where power relationships are delineated such as differences between disadvantaged and privileged groups in society
Business trends that drive managing diversity
8
Increased demand for corporate social responsibility
Increased diverse workforce trends and markets
Globalisation of business
Shortage of skilled workers
Increased use of cross-level and cross-functional teams
Flatter organisations and empowerment
Increased discrimination and harassment legislation
An explosion of new technology and data
The Business case for Diversity 7
Cost savings
Winning the competition for talent
Driving business growth
Assessing the business case for diversity - (Can it deliver human rights and equity?)
A diverse workforce and productivity
Measuring the results of diversity efforts
Support of diversity initiatives by diverse employees
Diversity training and added value
Diverse employees and diverse markets
Business case and Social justice 2
Managing Diversity(MD) does not engage with notions of past prejudice and discrimination or even present prejudice and discrimination and ‘provides only limited motivation for organizations to establish agendas promoting equality for historically excluded groups’ (Konrad 2003:5).
We cannot rely on MD policies ‘alone to deliver fairness and inclusion at work’. MD ‘is an organisational policy with business motives…It may indirectly produce a more equitable society…but there is no guarantee of this’ [original italics] (Wrench 2005: 79).
What are the Emerging issues in Managing Diversity? 6
Violence against women: Blurring boundaries between work and home?
Unconscious bias: Day-to-day decisions are informed by stereotypes that an individual is not consciously aware of having.
Supplier diversity: This practice encourages the use of historically underutilised minority vendors (such as women, LGBT or Indigenous groups) as suppliers. (e.g. principles of non-discrimination and EEO).
Social media and diversity: The belief that social media can be good for diversity in the workplace, provided sensible risk management strategies are put in place by employers
Acceptance and respect?
Generational diversity?
The Critical Diversity Perspective 4
It is about embracing cultural differences that exist between groups and appreciating those differences;
It examines the issues of parity, equity and inequality in all forms
It confronts issues of oppression and stratification that resolve around issues of diversity.
It challenges hegemonic notions of colour-blindness and white supremacy
