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Chapter 6: Defining Diversity in a Global Context: Prejudice and Discrimination
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Understanding Workforce Diversity
Mor Barak, Managing Diversity. SAGE Publications, 2017
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There is only one caste—humanity.
-Pampa, Indian poet and writer, ninth century
There is no difference among classes of people. All the world is of divine origin.
-The Mahabharata, ancient Sanskrit epic
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Understanding Workforce Diversity
Mor Barak, Managing Diversity. SAGE Publications, 2017
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Workforce diversity is not about differences between people that make them unique; it is about being susceptible to negative employment consequences as a result of one’s belonging to certain social categories or groups.
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Workforce Diversity Defined
Defining the term in such a way that will provide a common meaning across national boundaries to enable effective communication.
The concept of workforce diversity does not travel well across cultural and national boundaries.
The Challenge
Mor Barak, Managing Diversity. SAGE Publications, 2017
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Types of Diversity Definitions:
narrow, category-based definitions (e.g., gender, racial, or ethnic differences)
Workforce Diversity Defined
Mor Barak, Managing Diversity. SAGE Publications, 2017
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broad, category-based definitions (e.g., a long list of categories including such variables as marital status and education)
definitions based on a conceptual rule (e.g., variety of perspectives, differences in perceptions and actions)
Workforce Diversity Defined
Mor Barak, Managing Diversity. SAGE Publications, 2017
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Toward a Global Definition of Diversity
Workforce diversity in the global context refers to the division of the workforce into distinction categories that:
have a perceived commonality within a given cultural or national context, and
Mor Barak, Managing Diversity. SAGE Publications, 2017
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Toward a Global Definition of Diversity
(b) impact potentially harmful or beneficial employment outcomes such as job opportunities, treatment in the workplace, and promotion prospects—irrespective of job- related skills and qualifications.
Mor Barak, Managing Diversity. SAGE Publications, 2017
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Stereotypes and Prejudice
The French have gourmet tastes
The Chinese are hard working
Italians are great lovers
Women are emotional; Men are rational
Examples of Stereotypes
Mor Barak, Managing Diversity. SAGE Publications, 2017
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Stereotypes and Prejudice
Mor Barak, Managing Diversity. SAGE Publications, 2017
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A stereotype is a standardized oversimplified mental picture that is held in common by members of a group
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Stereotypes and Prejudice
Mor Barak, Managing Diversity. SAGE Publications, 2017
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Prejudice is derived from the verb to ‘prejudge’ and refers to a preconceived judgment or opinion held by members of a group. Most commonly, a prejudice is perceived as an irrational attitude of hostility directed against an individual, a group, a race, or their supposed characteristics
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Heterostereotype—perceptions about members from another group
More likely to be negative
More likely to be uniform (not recognize interpersonal differences in members of the other group)
Stereotypes and Prejudice
Types of Stereotypes
Mor Barak, Managing Diversity. SAGE Publications, 2017
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Autostereotype —perceptions of one’s own group
More likely to be positive
More differences
Stereotypes and Prejudice
Types of Stereotypes
Mor Barak, Managing Diversity. SAGE Publications, 2017
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Figure 6.1: A Framework For Viewing Individuals Whose Culture Is Different From One’s Own
Mor Barak, Managing Diversity. SAGE Publications, 2017
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Dehumanization and Oppression
What is dehumanization and why does it occur?
What factors in workforce diversity can cause dehumanization and oppression? Can this occur when stereotypes are brought into the workforce?
Mor Barak, Managing Diversity. SAGE Publications, 2017
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Dehumanization and Oppression
Dehumanization is the most extreme psychological mechanism in viewing members of other groups as inferior, and its behavioral manifestation is oppression
Oppression is the unjust or cruel exercise of authority or power, most often used by one group to dominate another
Mor Barak, Managing Diversity. SAGE Publications, 2017
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Employment-Related Discrimination
“Any distinction, exclusion or preference . . . which has the effect of nullifying or impairing equality of opportunity or treatment in employment or occupation as may be determined. In this convention the grounds for non- discrimination include race, colour, sex, religion, political opinion, national extraction or social origin.” (Zegers de Beijl, 2000, p. 10)
Mor Barak, Managing Diversity. SAGE Publications, 2017
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Discrimination in employment occurs when:
a. Individuals, institutions or governments treat people differently because of their personal characteristics, such as race, gender, or sexual orientation rather than their ability to perform their jobs
b. When these actions have a negative impact on access to jobs, promotions, or compensation
Employment-Related Discrimination
Mor Barak, Managing Diversity. SAGE Publications, 2017
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Employment-Related Discrimination
Ethnic and national minorities
Gender
Religion
Sexual Orientation
Mor Barak, Managing Diversity. SAGE Publications, 2017
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