Class notes
Detailed summary of all the EDI lectures and material
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Current topic: Equity, Diversity and Inclusion in the Workplace passed the course with a 8,1
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Equity, Diversity and Inclusion in the Workplace (EDI)EDI is everywhere and an extreme complex topic
WEIRD (western educated Industrialized ich and democratic) tries to include non-WEIRD
perspectives
Introduction video – types of hypotheses and effects
A hypotheses – a proposed relationship between at least two variables
1 Direct effect
The effect of x on y
2 Indirect effect
the effect of X on Y through the mediator
3 Mediation
A third explanatory variable that mediates the relationship of X and Y
4 Moderated meditation
When the effect of A on mediator B or when the partial effect on C depend on another
variable D. mediation is first established and the dependent variable is moderated by
different levels of another variable (the moderator)
5 Moderation
A moderator is a variable that affects the strength of the relationship between the
dependent and independent variable
6 Main effect
The consistent total effect of a single independent variable on a dependent variable over all
other independent variables in an experimental design
7 Interactive effects
When the joint effect of two or more independent variables on a dependent variable is
greater (or significantly less) than the effect of one of those independent variables alone
Moderation/ interaction effect
Dependent variable in the y-axis
Independent variable on the x-axis
,Why questions – mediators/indirect effects are explanation of a relationship
When questions – moderation/interaction effects are explanations of the strength of a
specific relationships
Lecture 1 – Introduction to EDI
Diversity – all differences between people, differences between individuals on any attribute
that may lead to the perception that another is different from the self
Can be studied at two levels
1) The micro level – individual level
2) Meso level – (sub) group level (between group relationships, but also teams)
3) Macro level – organizational level and how that impacts individuals and groups –
In the EDI course the focus will be on the team level
Two dimensions of diversity
1) Surface level
-gender
-ethnicity
-age
-some forms of sexual orientation
-some forms of disability
2) Deep level
-preferences
-values
-some forms of sexual orientation
-some forms of disability
-social economic status (sometimes)
These two levels of diversity can be interrelated (deep level difference can arise from surface
level differences because change of perspective and experiences)
Why diversity is important (within organizations)
-changing and globalizing world (different cultures come intp contact with each other, so
more business opportunities with other cultures)
-changed content of work requires more perspectives, diversity makes us smarter
-within countries (with a lot of different ethnicities) there are increased diversity of the labor
force = optimally utilitizing the talent pool
-new markets and customer gropus (diversity offers access, but also should a company
become a refelction of the customer base)
> business case of diversity
It is the right thing to do to distribute progress, offer oppurtunities to all gropus, not
marginalizing groups
The moral case of diversity
Two broad differences in defining diversity
, 1) The narrow definition
Original way of looking at diversity that is focused on racial, sex, sexual orientation, age and
physical ability differences
+based on the most important characteristics for unfair treatment
+based on visible and often unchangeable differences, which often lead to bias
-having a narrow definition could reduce support by ‘other groups’ (like white males)
marginalizing underrepresented groups
-it could create construct confusion with stigmatized policies such as affirmative action
2) A broad definition
Focuses on all the differences including one’s values, personality, educational background
etc.
+different contexts can make different dimensions of diversity relevant and thus more a
source of bias. Difference is a social construct and context dependent
+ can increase support (everyone is diverse) – less opposition to diversity
-suggest that all differences earn as much as support and resources (but not all groups are
mistreated as unfair as one another)
-perpetuates inequitable social hierarchy (in organizations with a broad definition they
delegitimize discrimination)
Diversity to inclusion
-representational diversity was the early focus
Inclusion – the degree to which an employee perceives that he or she is an esteemed
member of the work group through experiencing treatment that satisfies his or her needs for
belongingness and uniqueness
If an organization can effectively manage diversity inclusion will be an outcome
Diversity management – planned and systematic programs and procedures to improve
interaction among diverse people and make the diversity a source of innovation and
increased effectiveness rather than miscommunication, conflict or obstacles to employees
performance satisfaction and advancement
An inclusive organization
-members of all groups are treated fairly, feel included and actually are included, have equal
opportunities and are represented at all organization levels and functions
-fair treatment
-feel included and are included
-have equal opportunities
-represented
, *Lee Cooke & Saini – compare how different countries approach diversity management
They analyzed possible differences between the West, China and India
China The West India
Definition Narrow definition Broad definition of Narrow definition
(urban/rural area, diversity (gender, (religion, gender and
gender, age) age, marital status) cast)
Value system Value the collective Value of the Value the collective
and more hierarchal individual, less and more hierarchal
hierarchal
Rights of different Rights of groups are Rights of groups Rights of groups are
groups not recognized and are recognized and not recognized and
protected by law protected by law protected by law
(LGBTQ) (LGBTQ) (LGBTQ)
Childcare is often Childcare is Childcare is often
taken care by the professionalized taken care of by the
family family
Government style Top-down Democratic
More homogeneity More heterogeneity
within the ethnicity within the ethnicity
of the country of the country
Diversity Most managers have Managers are more
management (DM) never heard of DM familiar worth DM
and diversity issues
No specific DM No specific DM
efforts, interviewers organizations but
notice insensitive more pro-active and
views towards also business
diversity oriented view of
Diversity
In multinationals, In multinationals,
policy from oversees policy from oversees
is not logically is not logically
implemented implemented
Initiatives such as Initiatives such as
those focusing on those focusing on
work life balance work life balance
preferred on an ad preferred on an ad
hoc basis and not hoc basis and not
institutionalized institutionalized
Diversity management in Sub-Saharan Africa (Nyembegera, 2002)
-demand for moving away from kith and kin (friends and family) mentality to recruiting
diverse ethnicities and celebrating difference to prompt competitive advantage
-a number of cultural aspects complicate the utilization of a western diversity management
perspective in Sub-Saharan Africa
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