This document consists of all lectures of the course Making Diversity Work: building inclusive organizations. The following 6 lectures are summarized including images and some additional notes:
1: The many faces of diversity
2: Diversity is not equal quality
3: Identity blindness or awareness ...
Really complete and easy to read lecture notes, I would certainly recommend!
Verkoper
Volgen
Sam2002
Ontvangen beoordelingen
Voorbeeld van de inhoud
Making Diversity Work:
Building Inclusive Organizations
Lecture 1 – The Many Faces of Diversity
Overview of course
- Theory and research regarding the benefits and challenges of building diverse
and inclusive organizations.
- Multidisciplinary approach to gain a multi-level understanding of how to promote
diversity and inclusion (D&I) at the:
• Institutional level
• Symbolic level
• Experiential level
Inequality
- Is a seven headed monster, so it needs a multi-level, interdisciplinary approach
Multi-level, interdisciplinary approach
- Symbolical
• How are women and non-dominant groups and their societal roles represented
in the linguistic, narrative and visual structures that shape the organization?
- Institutional
• What are effective responses to inequality and exclusion at work on the
institutional level?
- Experiential
• How do women and non-dominant group members experience the many forms
of inequality in the workplace? How do these groups experience institutional
measures aimed at correcting these inequalities?
- These levels interact with each other
- So, we need an integrated and evidence-based approach
What is diversity?
- Everything that distinguishes people from one another.
BUT
- Most attention for dimensions on which differences in outcomes and
discrimination occur.
Diversity dimensions
- Surface-level dissimilarity (relatively visible / readily detectable)
- Deep-level dissimilarity (relatively invisible / underlying)
AND
- Diversity on relationship-oriented attributes (for example: Gender, Age,
Personality, Values)
- Diversity on task-oriented attributes (for example: Education level, Formal
credentials and titles, Task knowledge, Experience)
- Galinsky and colleagues:
• Diversity present in groups, communities, and nations
• Diversity acquired through individuals’ personal experiences
,Which diversity matters?
- Matters for what?
Why organizations work with diversity?
1. Moral reasons
• Equal treatment
• Equal opportunity
• Equal outcomes
2. Societal reasons
• Emphasize good outcomes
• Focus on consequences of inequality
(practical outcomes)
3. Compliance
• Organizations in the Netherlands need a discrimination free workplace (anti-
discrimination policy), it’s mandatory.
4. Synergetic reasons
• Relationship employee and organization
• Personal and business economic growth
• Employee satisfaction
• Harmony among employees
Synergie -> een situatie waarin het effect van een samenwerking groter is dan
elk van de samenwerkende partijen afzonderlijk zou kunnen bereiken.
5. Business-economic reasons
• Attract diverse employees
• Increase service to diverse populations
• Increase well-being, retention of employees
• Improve relations between employees
• Increase creativity and productivity
• Reduce lawsuits/legal challenges
• Enhance reputation
The “business-case” for diversity
Which diversity matters?
- Matters for what?
- Not self-evident that diversity leads to better performance and innovation.
• Social identity theory (Turner et al., 1987)
• Similarity-attraction theory (Byrne, 1971)
• Information-elaboration processes (o.a. Oldham & Cummings, 1998)
➔ Climate for inclusion = key
Diversity -> team performance
,Climate for inclusion:
- Fair and unbiased treatment of employees
- Open toward and values differences between employees
- Includes all employees in decision making
Consequences of perceived inclusion
- Sense of inclusion (how am I treated here?)
- Climate of inclusion (how are people treated in this organization?)
Perceived inclusion:
- Perception of employee that the group gives them a sense of authenticity and
belonging.
Antecedents of perceived inclusion:
Inclusive climate as a buffer
, (Sahin, Van der Toorn, Jansen, Boezeman, & Ellemers, 2019)
➔ je hoeft de analyses uit het artikel niet allemaal te begrijpen, maar vooral de
conclusies en resultaten van de studie.
Conclusion
- Climate for inclusion buffers negative effects of feelings of dissimilarity on
perceived inclusion.
- Deep-level dissimilarity was more important than surface-level dissimilarity for
social inclusion at work (but not always found).
- Climate for inclusion not only benefits inclusion of “dissimilar” people, but also
“similar” people
• Recent studies on gender-inclusive bathrooms in organizations -> signal of
“egalitarian social environment”
Mechanisms of inclusion
- Social categorization and intergroup bias
- Similarity-attraction (e.g., subgroup formation)
- Minority stress and related processes (e.g., monitoring environment for cues of
belonging)
From best practices to best methods
- Diversity and inclusion policies should be:
• Integrated (covering the full HR cycle)
• Systematically developed and implemented
• Evidence-based (based on scientific insights)
Voordelen van het kopen van samenvattingen bij Stuvia op een rij:
Verzekerd van kwaliteit door reviews
Stuvia-klanten hebben meer dan 700.000 samenvattingen beoordeeld. Zo weet je zeker dat je de beste documenten koopt!
Snel en makkelijk kopen
Je betaalt supersnel en eenmalig met iDeal, creditcard of Stuvia-tegoed voor de samenvatting. Zonder lidmaatschap.
Focus op de essentie
Samenvattingen worden geschreven voor en door anderen. Daarom zijn de samenvattingen altijd betrouwbaar en actueel. Zo kom je snel tot de kern!
Veelgestelde vragen
Wat krijg ik als ik dit document koop?
Je krijgt een PDF, die direct beschikbaar is na je aankoop. Het gekochte document is altijd, overal en oneindig toegankelijk via je profiel.
Tevredenheidsgarantie: hoe werkt dat?
Onze tevredenheidsgarantie zorgt ervoor dat je altijd een studiedocument vindt dat goed bij je past. Je vult een formulier in en onze klantenservice regelt de rest.
Van wie koop ik deze samenvatting?
Stuvia is een marktplaats, je koop dit document dus niet van ons, maar van verkoper Sam2002. Stuvia faciliteert de betaling aan de verkoper.
Zit ik meteen vast aan een abonnement?
Nee, je koopt alleen deze samenvatting voor $10.00. Je zit daarna nergens aan vast.
