Scribd Logo
Upload

Welcome to Scribd!

  • 58 views

    Related: Managing Diversity (MD)

    Uploaded by

    anishtomanish
    The documents discuss the concepts of diversity and managing diversity in the workplace. Diversity refers to the individual differences between people in an organization, including dimensions such as race, gender, age, religion, and other personal attributes. Managing diversity aims to recognize and value each individual employee for their unique skills and attributes. It advocates treating people differently in order to reflect their diversity, as an alternative to only treating people equally. Critics argue it may ignore common interests between people and focus too much on individualism. Commentators note managing diversity can help address the needs of both individuals and groups in an increasingly diverse workforce. The overall goal of diversity and managing diversity is to create a more inclusive work environment where all individuals are respected and able to reach their

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOCX, PDF, TXT or read online from Scribd

    Related: Managing Diversity (MD)

    Uploaded by

    anishtomanish
    58 views5 pages
    The documents discuss the concepts of diversity and managing diversity in the workplace. Diversity refers to the individual differences between people in an organization, including dimensions such as race, gender, age, religion, and other personal attributes. Managing diversity aims to recognize and value each individual employee for their unique skills and attributes. It advocates treating people differently in order to reflect their diversity, as an alternative to only treating people equally. Critics argue it may ignore common interests between people and focus too much on individualism. Commentators note managing diversity can help address the needs of both individuals and groups in an increasingly diverse workforce. The overall goal of diversity and managing diversity is to create a more inclusive work environment where all individuals are respected and able to reach their

    Original Title

    Diversity Management

    Copyright

    © Attribution Non-Commercial (BY-NC)

    Available Formats

    DOCX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    The documents discuss the concepts of diversity and managing diversity in the workplace. Diversity refers to the individual differences between people in an organization, including dimensions such as race, gender, age, religion, and other personal attributes. Managing diversity aims to recognize and value each individual employee for their unique skills and attributes. It advocates treating people differently in order to reflect their diversity, as an alternative to only treating people equally. Critics argue it may ignore common interests between people and focus too much on individualism. Commentators note managing diversity can help address the needs of both individuals and groups in an increasingly diverse workforce. The overall goal of diversity and managing diversity is to create a more inclusive work environment where all individuals are respected and able to reach their

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    58 views5 pages

    Related: Managing Diversity (MD)

    Uploaded by

    anishtomanish
    The documents discuss the concepts of diversity and managing diversity in the workplace. Diversity refers to the individual differences between people in an organization, including dimensions such as race, gender, age, religion, and other personal attributes. Managing diversity aims to recognize and value each individual employee for their unique skills and attributes. It advocates treating people differently in order to reflect their diversity, as an alternative to only treating people equally. Critics argue it may ignore common interests between people and focus too much on individualism. Commentators note managing diversity can help address the needs of both individuals and groups in an increasingly diverse workforce. The overall goal of diversity and managing diversity is to create a more inclusive work environment where all individuals are respected and able to reach their

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    You are on page 1of 5

    “Variety, or the opposite of homogeneity.

    In social organizations the term


    usually refers to the range of personnel who more accurately represent
    minority populations and people from varied backgrounds, cultures,
    ethnicities, and viewpoints…” (Barker, 2003, p. 126).
     
    “A broad definition of diversity ranges from personality and work style to all
    of the visible dimensions of diversity such as race, age, ethnicity or gender,
    to secondary influences such as religion, socioeconomics and education, to
    work diversities such as management and union, functional level and
    classification or proximity/distance to headquarters.” (Society for Human
    Resource Management)
     
    Related: Managing diversity (MD):
    “The concept of recognizing the wide variety of qualities possessed by people
    within an organization. It emphasizes the individuality of people, and the
    importance of valuing each person for his or her unique combination of
    skills, competences, attributes, knowledge, personality traits, etc. Advocates
    of managing diversity often present it as an alternative to equal opportunity.
    The latter is condemned for being obsessed with treating people the same,
    when people ought to be treated differently, in order to reflect their
    diversity. It is considered a new approach to fair treatment which values the
    individual: respect for the individual is stressed, and policies emphasizing
    individualism are preferred. Critics argue that the concept of managing
    diversity underestimates the extent to which people share common
    interests, values, and belief, and have similar needs. By focusing on the
    individual it ignores the importance of a shared, collective identity and the
    reality of social groupings. Moreover, rather than addressing fair treatment,
    it abandons the idea entirely and appeals to the selfish and self-serving
    aspects of human nature. In between the advocates and the critics are
    commentators who argue that management of diversity has an important
    practical application because it allows organizations with an increasingly
    diverse workforce to address the varying needs of both individuals and
    groups. Importantly, it can provide a means of putting fairness and respect
    for differences on the agenda in organizations with managers who previously
    have been resistant (or even hostile) to equal opportunities. (A Dictionary of
    Human Resource Management.)

    The concept of diversity encompasses acceptance and respect.


    It means understanding that each individual is unique,
    and recognizing our individual differences.  These can be along
    the dimensions of race, ethnicity, gender, sexual orientation, socio-economic
    status, age, physical abilities, religious beliefs,
    political beliefs, or other ideologies.  It is the exploration
    of these differences in a safe, positive, and nurturing environment.
    It is about understanding each other and moving beyond
    simple tolerance to embracing and celebrating the
    rich dimensions of diversity contained within each individual

    The concept of diversity encompasses acceptance and respect. It means


    understanding that each individual is unique, and recognizing our individual
    differences.  These can be along the dimensions of race, ethnicity, gender,
    sexual orientation, socio-economic status, age, physical abilities, religious
    beliefs, political beliefs, or other ideologies.  It is the exploration of these
    differences in a safe, positive, and nurturing environment. It is about
    understanding each other and moving beyond simple tolerance to embracing
    and celebrating the rich dimensions of diversity contained within each
    individual.
    Diversity is a reality created by individuals and groups from a broad
    spectrum of demographic and philosophical differences. It is extremely
    important to support and protect diversity because by valuing individuals
    and groups free from prejudice, and by fostering a climate where equity and
    mutual respect are intrinsic.
    "Diversity" means more than just acknowledging and/or tolerating
    difference. Diversity is a set of conscious practices that involve:

    * Understanding and appreciating interdependence of humanity, cultures,


    and the natural environment.
    * Practicing mutual respect for qualities and experiences that are different
    from our own.

    * Understanding that diversity includes not only ways of being but also ways
    of knowing;

    * Recognizing that personal, cultural and institutionalized discrimination


    creates and sustains privileges for some while creating and sustaining
    disadvantages for others;

    * Building alliances across differences so that we can work together to


    eradicate all forms of discrimination.

    Diversity includes, therefore, knowing how to relate to those qualities and


    conditions that are different from our own and outside the groups to which
    we belong, yet are present in other individuals and groups. These include
    but are not limited to age, ethnicity, class, gender, physical
    abilities/qualities, race, sexual orientation, as well as religious status, gender
    expression, educational background, geographical location, income, marital
    status, parental status, and work experiences. Finally, we acknowledge that
    categories of difference are not always fixed but also can be fluid, we respect
    individual rights to self-identification, and we recognize that no one culture is
    intrinsically superior to another.

    Objective Of Committee Members: To make a difference

    Diversity - All of our human differences

    Diversity Training - Understanding how our differences may effect or


    influence our relationships at work (peers, subordinate, boss, and customers
    - intentionally or unintentionally)

    Relationship Between Diversity and an Inclusive Work Place - The


    intent of looking at the diversity in your workplace and customer ranks is to
    create (impact) a more inclusive work environment for all employees and in
    the process attract more customers

    A Diversity Issue Exists when…

    An issue (policy or business practice - formal, informal, internal, or external)


    has a different impact on a particular group (i.e., impact on men vs.
    women, black vs. white, American vs. foreign, urban vs. rural, married vs.
    single, etc.)
    It happens more frequently to a particular group (i.e., different groups
    may have dramatically different "numbers" - turnover, terminations,
    promotions, discipline, few or no role models, etc.)

    It is more difficult for one group to overcome (i.e., upward mobility for
    a particular group within an organization - "glass ceilings")

    A diversity issue exists where the policy or business practice has an impact
    exclusive of difference (not inclusive of difference). Is there a trend or
    pattern (intentional or unintentional)?

    Having a diversity issue is not necessarily a bad thing. Doing nothing about
    it given you have knowledge of the issue is where organizations go wrong
    (negligence). Being in denial about these issues do not make them go away.
    Ignorance is not bliss inside or outside the courtroom. The real question is
    why do we have this issue and can we take action to correct it or improve
    the situation.

    DIVERSITY:MANAGEMENT
    What is "Diversity Management?"?

    "Diversity Management" is a strategy to promote the perception,


    acknowledgement and implementation of diversity in organisations and
    institutions.
    At the University of Vienna, diversity management is based on the idea that
    diversity opens up alternative ways of perceiving, thinking and acting and
    thus enriches the life of the academic community.

    Human beings differ in age, social and national background, gender, sexual
    orientation, physical and mental ability as well as religious belief and
    worldview. (for further differentiations see "Layers of Diversity") Diversity is
    a source of creativity and innovation that can provide the potential for future
    development and competitive advantage. Diversity and its potential is
    essential for the University as it satisfies the mandate of an institution of
    higher education to offer a broad range of teaching and learning
    opportunities to students and staff alike.

    Ensuring that diversity is made visible and fruitful remains a central concern
    of diversity management. In doing so, individual and structural
    representation of perception and appreciation may be reflected upon. This
    means that social, institutional as well as personal views and expectations
    are questioned:
    How do we provide for and/or perceive physically disabled people? How does
    our society treat homosexual, bisexual and transsexual people? Do women
    have equal career opportunities at the University of Vienna?
    Although schemata of perception and assessment make us feel secure by
    providing a structured view of the world, they may also cause discrimination
    if they remain rigid.
    Relying on a negative and rigidly stereotyped view of a person or group of
    persons may deprive this (group of) person(s) of equal opportunities. It may
    block their access to resources such as knowledge, money or decision-
    making power. Diversity management aims at reducing discrimination and
    promoting equal opportunities

    You might also like