Diversity

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Diversity
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STAR POWER

• Diversity Exercise
• .an introduction

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What Is Diversity?

• Although definitions vary, diversity simply
  refers to human characteristics that make people
  different from one another
• Individual characteristics over which a person
  has little or no control include biologically
  determined characteristics such as race, sex,
  age, and certain physical attributes, as well as
  the family and society into which he or she is
  born.
• It is important to keep in mind the distinction
  between the sources of diversity and the
  diversity itself. Without this distinction,
  stereotyping tends to occur.

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The Four Layers of Diversity
Organizational Dimensions
Functional Level/ Classification
External Dimensions
Geographic Location
WorkContent/Field
MaritalStatus
Internal Dimensions
Mgmt.Status
Income
Age
Personality
ParentalStatus
PersonalHabits
Race
Division/Dept./Unit/Group
RecreationalHabits
Appearance
SexualOrientation
Ethnicity
UnionAffiliation
PhysicalAbility
WorkExperience
Religion
EducationalBackground
WorkLocation
Seniority
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Workforce Demographics
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Barriers and Challenges to Managing Diversity

• Inaccurate stereotypes and prejudice
• Ethnocentrism
• Poor career planning
• Unsupportive and hostile work environment
• Lack of political savvy by diverse workers
• Balancing career and family issues
• Fears of reverse discrimination
• Diversity not seen as a priority
• Outdated performance appraisal and reward
  systems
• Resistance to change

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Management of Diversity
The set of activities involved in integrating
nontraditional employees into the work force and
using their diversity to the firms competitive
advantage.
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Specific Diversity Initiatives

• Accountability Practices - Pertain to treating
  diverse employees fairly
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  - Create administrative
  procedures aimed
  at
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  integrating diverse employees
  into management
  ranks
• Development Practices - Pertain to preparing
  diverse
  employees for greater
  responsibility and
  
  advancement
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  - Training programs, networks
  and support groups,
  and
  mentoring are frequently used
• Recruitment Practices - Pertain to attracting
  qualified
  diverse employees at all levels

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Diversity as an Asset

• Greater creativity. Employee diversity can
  stimulate consideration of less obvious
  alternatives.
• Better problem solving. Homogenous groups are
  prone to a phenomenon called groupthink, in which
  all members quickly converge on a mistaken
  solution because they share the same mindset and
  view the problem through the lens of conformity.
• Greater system flexibility. In todays rapidly
  changing business environments, flexibility is an
  important characteristic of successful firms.

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Two Competing Theories of Diversity Management

• Universal Concept
• Cultural Relativity

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Universal Concept of Management
The management concept holding that all
management practices should be standardized.
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Cultural Relativity Concept of Management
The management concept holding that management
practices should be molded to the different sets
of values, beliefs, attitudes, and behaviors
exhibited by a diverse work force.