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mdiv_2013_ch12_powerpoint.pptChapter 12
Managing Diversity Strategies
Workplace Diversity Ch. 12
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Workplace Diversity Ch. 12
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What is Managing Diversity?
- Managing Diversity involves making sure there is an equal chance to progress through the company based on the systems in place.
- It can involve changing the system of promotion and recognition to making sure the workplace culture is inclusive.
Workplace Diversity Ch. 12
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Corporate Culture
- What is the corporate culture?
- A blend of the values, beliefs, taboos, symbols, rituals and myths all companies develop over time
- How do you determine the corporate culture?
- What makes the corporate culture inclusive?
Workplace Diversity Ch. 12
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Corporate Culture
- When should a person assimilate or leave?
- How does retention tools help with making sure the corporate culture is inclusive?
Workplace Diversity Ch. 12
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Handling Conflict
- Listen with respect and openness
- Look at the situation from the other’s perspective
- Let the other person hear your perspective
- Recognize similarities and differences
- Acknowledge cultural differences
- Look for common ground
- Recommend action and be creative
Workplace Diversity Ch. 12
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Handling diversity
- Have multiple identities.
- Don’t blame the victim when the system, the test, the process is biased. Fix the “real” problem.
- Know the politically correct terminology for the workplace.
- Know that life is not simple and the ism’s do exist. For some people dealing with the isms is an everyday occurrence.
Workplace Diversity Ch. 12
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What can managers do?
- Communicate clearly all policies to all people
- Make sure managers are trained and continue to be trained in workplace diversity
- Make sure managers have the authority to enhance the workplace for their employees
- Hold managers accountable
Workplace Diversity Ch. 12
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What is the difference between diversity training and a cultural audit?
Workplace Diversity Ch. 12
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When is a cultural audit necessary?
Determine an organization’s climate
Establish how the current status of each department aligns with the company’s vision
Provide a planning tool
Provide a baseline for future comparisons
Workplace Diversity Ch. 12
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When is diversity training useful?
Workplace Diversity Ch. 12
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What are some of the do’s and don’ts of diversity training?
A definition of diversity for the organization
An assessment of need or justification for the diversity plan
A mission or vision for the diversity of the organization
A statement of priorities or goals
A delegation of responsibilities towards achievement of the plan
A statement of accountability
Workplace Diversity Ch. 12
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Why would there be resistance to diversity training?
Inherited social systems which unfairly limit some and advantage others
Reluctant individuals
Organizations who are unclear about diversity goals
Diversity professionals who do not properly prepare others
Stages of Mentoring
- Invitation Stage
- Sparkle Stage
- Development Stage
- Disillusionment Stage
- Parting Stage
- Transformation Stage
Workplace Diversity Ch. 12
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Diversity Councils
- What are Diversity Councils?
- How can diversity councils benefit an organization?
Workplace Diversity Ch. 12
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