Personality applied to the organization
tiptoe1
Interact_AssessinganOrganizationsDiversityClimate_.pdf
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Survey Complete
1. Managers assign tasks to people based on skills and abilities and not because of race, sex, religion, or age.
Strongly Disagree Disagree Neutral Agree
Strongly Agree
2. Managers have a track record of hiring and promoting people objectively regardless of their race, sex, religion, or age.
Strongly Disagree Disagree Neutral Agree
Strongly Agree
The diversity climate of an organization is comprised of three conceptually distinct factors:
● Organizational fairness ● Organizational inclusion ● Diversity promises
The following survey was designed to assess the diversity climate within your current organization. Source: Adapted from E. H. Buttner, K. B. Lowe, and L. Billings- Harris, “An Empirical Test of Diversity Climate Dimensionality and Relative Effects on Employee of Color Outcomes,” Journal of Business Ethics, October, 2012, pp. 247–258.
Read each statement in the survey and select the rating that reflects the extent to which you agree or disagree with the statement. There are no right or wrong answers. After completing the self-assessment, read the feedback that explains how to understand your score and interpret your results. You must respond to all statements in order to receive full credit for this self-assessment activity.
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3. Managers give feedback and evaluate people fairly, regardless of such factors as the person’s race, sex, age, or social background.
Strongly Disagree Disagree Neutral Agree
Strongly Agree
4. Managers make promotion decisions fairly, regardless of such factors as the person’s race, sex, age, or social background.
Strongly Disagree Disagree Neutral Agree
Strongly Agree
5. Managers encourage the formation of employee support groups.
Strongly Disagree Disagree Neutral Agree
Strongly Agree
6. There is a mentoring program in use that identi�es and prepares all employees for promotion.
Strongly Disagree Disagree Neutral Agree
Strongly Agree
7. The “Old Boys Network” does not exist.
Strongly Disagree Disagree Neutral Agree
Strongly Agree
8. The organization spends enough money and time on diversity awareness and related training.
Strongly Disagree Disagree Neutral Agree
Strongly Agree
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9. The performance evaluation system at this organization is fair.
Strongly Disagree Disagree Neutral Agree
Strongly Agree
10. I am satis�ed with the way performance evaluations are done at this organization.
Strongly Disagree Disagree Neutral Agree
Strongly Agree
11. Racial bias and prejudice is eliminated in this company.
Strongly Disagree Disagree Neutral Agree
Strongly Agree
12. Support/understanding of unique issues is provided for employees of minority groups.
Strongly Disagree Disagree Neutral Agree
Strongly Agree
Score
Score 0 60
48 48/60
Range 45 to
60
Your organization has a good diversity climate.
The three conceptually distinct factors of an organization’s diversity climate comprise the following:
● Organizational Fairness – This measures the extent to which employees perceive there is equal treatment in policies and
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practices for persons regardless of gender, ethnicity, religion and age.
● Organizational Inclusion – This measures the extent to which the organization supports activities such as diversity networks, mentoring, and diversity training programs.
● Diversity Promises – This measures the extent to which the organization is perceived to have followed through on commitments with respect to the elimination of bias and being receptive to hearing concerns raised by employees who are members of minority groups.
If your score is in the low or moderate range, this indicates you do not perceive the organization is committed to having a good diversity climate. If your score is in the high range, it is likely you think your organization is strong in this respect. Research suggests that you are more likely to be unhappy, dissatisfied, and less likely to give the organization your best effort if you work in a low diversity climate. Sometimes, you may need to look for other job opportunities if the climate is inconsistent with your values and needs.
Since this assessment measures your perception of an important part of organizational life, there are limits to what you as an individual can do to alter the organization. However, there are several things you can do to improve the diversity climate of your individual workgroup. In particular, if you are a minority, you should take advantage of programs that many organizations offer to help improve the standing of underrepresented groups. If the organization offers a mentoring program, you should enroll and participate. Some organizations sponsor networks to enable members of underrepresented groups to more easily connect with each other. And, of course, if you think you are being treated unfairly, you should speak with someone in the human resources department about steps you can take to address the problem. All employees should be concerned about fit. Generally speaking, you should try to find an organization whose values and perspectives match your own. If you find yourself severely out of step with your colleagues and leadership, perhaps you should look for another organization. On the other hand, there are certainly times when the right thing to do is to take a stand if you see or experience injustice.
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Wisdom is required to know when to stay and when to move on. There are no firm guidelines or rules. In addition to these specific actions, the textbook contains a number of ideas all employees can consider. In particular, employees who are not minorities should be sensitive to diversity issues and work to create psychologically safe environments for persons to raise concerns and to have honest discussions.
Remember your score on this assessment, while helpful for understanding, should not be over-interpreted. You are not necessarily in the best position to respond to these items. Certainly, your perspective is legitimate and valuable, but you should also recognize that other people, some of whom have more experience and knowledge of the organization, may have different views. Surveys such as this are almost always best when they represent the compilation of the assessment of many people, all of whom have their own views of the organization. You might want to check your perceptions of the organization with other people. The discussions that result may be very helpful to you in understanding how your organization works.
