I need help doing an assignment
KM.
mgmt3700ch.3online.pptMGMT 3700: Best Practices in Diversity: Leveraging Differences to Drive Success
Professor Selina Griswold, MSM/MA
College of Business & Innovation
Chapter Three: Creating Inclusion for Oneself: Knowing, Accepting, and Expressing One’s Whole Self at Work
Objectives of this Lesson
- To comprehend how people suppress themselves at work, which does not lead to inclusion in the workplace.
- Explain multiple identities, risk vs reward, positionality and authenticity at work.
*
FDA Diversity Module
FDA Diversity Module
*
Identity Benefits
*
- How you view yourself, and how others view you, has a major impact on how effective you are.
- “Halo effect” if other people identify you with a positive and successful group, they are more likely to think of you the same way.
- Not only that, but as a result they are more likely to present you with opportunities, forgive you for minor mistakes and recognize you for your achievements.
- But what about those you are identified with groups that society view negatively?
FDA Diversity Module
FDA Diversity Module
*
Generally speaking, EEO and affirmative action programs are considered legislated employment equity risk management programs.
EEO and Affirmative Action programs generally cover those groups protected by title 7 of the 1964 Civil Rights act, whereas Diversity is a more inclusive concept. AA programs contain goals and timetables designed to bring the level of representation for minority groups and women into parity with relevant labor force statistics.
Diversity is a voluntary approach that does not utilize artificial programs, standards, or barriers.
Inclusion
- Inclusion is deeper and more powerful than understanding or working successfully across multiple differences.
- At the individual level, it involves being able to connect to and integrate the various components of our identities, so as to experience ourselves more fully, as well as helping to create the conditions that can help others do this.
- Making sure that people feel that their voice and contributions are important—should be a fundamental goal of inclusion initiatives.
*
Are Identities taken for granted.
*
Internal phenomenology of inclusion
- This involves how people experience inclusion psychologically
- It is the responsibilities of individuals with regard to including themselves
- The two above are not mutually exclusive activities.
*
Whole Self
- Self is an ever changing entity. It is dynamic and develops over time.
- Identities are multi-faceted, ie. Latino, man, mother, bride, athlete, neighbor, poor, immigrant, tall, American, handsome, cute, hard worker, etc.
*
Positionality
- HOW DOES YOUR POSITIONALITY BIAS WHAT YOU FEEL IS TRUE OR UNIVERSAL?
- POSITIONALITY: How does who you are and where you stand in relation to others shape what you know about the world?
- To work toward a just world--a world where all have equal access to opportunity--means, as a start, opening up heart and mind to the perspectives of others.
- We must be able to hear each other and to respect and learn from what we hear.
- We must understand how we are positioned in relation to others--as dominant/subordinate, marginal/center, empowered/powerless.
*
How free are you to be your authentic whole self?
- Dominant vs. subordinate
- Marginal vs. center
- Empowered vs. powerless
- Agent vs. Target
*
Agent vs. Target
- Agent: Members of dominant social groups privileged by birth or acquisition who knowingly or unknowingly exploit and reap unfair advantage over members of the target groups.
- An agent group has the power to define and name reality, and determine what is normal, real and correct.
- Differential and unequal treatment is institutionalized and systematic.
- Target: Members of social identity groups who are discriminated against, marginalized, disenfranchised, oppressed, exploited by an oppressor and oppressor’s system of institutions without identity apart from the target group, and compartmentalized in defined roles.
- The target group’s culture, language and history is misrepresented, discounted or eradicated, and the dominant group culture is imposed.
Psychological colonization of the target group occurs through socializing the oppressed to internalize their oppressed condition.
*
Explain how positionality, dominant vs subordinate, target vs agent, marginalized vs centered impact the following scenarios:
Scenario A.
- It’s easy to fall into an identity crisis trap when the person that influences your advancement at work continually misrepresents, misunderstands and (perhaps unknowingly) undermines your capabilities to do more than the basic job description.
Scenario B.
- High-potential employees, in particular, are looking for ways to get discovered and want to co-exist within a workplace culture that gives them latitude and freedom of expression. When employees are around colleagues that don’t have their back and are inauthentic with their feedback, they become tired of the rat-race and their loyalty towards the organization becomes vulnerable.
*
Why people suppress themselves at work
*
FEAR
ACCEPTANCE
SUCCESS
MONEY
Work and social context of self
- If certain aspects of identity are deemed less relevant or less valuable by an organization, industry or profession, workers may be less likely to bring these aspects of identity to work.
- You may be clear that you are …………. But the conditions of my work environment may make those aspects of my identity more or less significant in my own mind while at work.
- Are these messages explicit?
They are instead communicated by the way work gets done, interactions, symbols, presence of others who are “like” you.
- To combat this, it is important to understand the systems of control, boundaries, containment, and prediction that cause people to express what they find as “safe.”
*
Positionality in the Workplace
- How do those groups that are dominant, at the center and empowered create inclusion for those that are deemed marginal, subordinate and with no power?
*
This Photo by Unknown Author is licensed under CC BY-SA
Last Words To Ponder
In cultural accounts of experience and bringing self to work, positionality refers to both the fact of and the specific conditions of a given situation.
So, where one might talk about the “position” of an individual in a social/work structure, “positionality” draws attention to:
- the conditions under which such a position arises,
- the factors that stabilize that position, and
- the particular implications of that position with reference to the forces that maintain.
- None of which helps with inclusion and employees being their authentic selfs.
*
FDA Diversity Module
FDA Diversity Module
*
