The Management of Workplace Diversity Steven M Brown

The Management of Workplace Diversity Steven M. Brown, Luke V. Vargo, Konstantin Kutschenko WEBPAGE PROJECT UPDATE

Workplace diversity defined Relates to the differences that people bring to a workplace Two dimensions of diversity: Primary (visible)/Secondary (invisible) Every company has workplace diversity to some degree

Why We Chose Our Topic Career Current relevance trends in economy (globalization, organizational mergers) Linkages to social psychology

Objective The objective of our project is to create a webpage that informs about the increasing importance to manage a diverse workplace and to examine and evaluate strategies that are currently used in companies for the workplace management.

Equal Employment Opportunity Title VII Equal Pay Act American Disability in Employment Act Social Psychology provides us with explanations for the lacking effectiveness of these employment laws Modern racism Ambivalence Color blindness

Advantages and Disadvantages Depends on how well the diverse work place is managed. Advantages: Helps bring in more talented people Saving of litigation costs More perspective on customer needs and wants Disadvantages: More miscommunication, tension, and conflict in workplace. Can deter talented people from working

Mission critical work vs outside of mission critical work Outside of Mission critical work is defined as working on miscommunication disagreement amongst various things. The more time has to be spend on outside of mission critical work the more money and time will be wasted. Mission critical work: effective use of time and energy devoted to the job at hand.

Types of Prejudices Sexism Racism Nationalism Religious Discrimination Classism Linguistic Discrimination Sexual Discrimination

Origins of Prejudice Inherent Human Potential for Prejudice Intergroup Individual Dynamics Differences Structural, Situational, Individual

Theories of Reducing Prejudices Propaganda Education Self-Confrontation Technique Create opportunities for contact between members of different groups. Sensitivity Training

Approaches to managing diversity In research by Thomas and Ely (1996), they present the practitioner/consultant which examines the positive outcomes associated with diversity. Research performed by Dietz and Petersen (2006) categorized diversity approaches to the macro or organizational-level approach and the micro approach that is based on psychological models of discrimination and inter-group relations.

Approaches to Managing Diversity Litvin (1997) claims that exposure to managerial diversity discourse encourages individuals to view thier co-workers in particular ways. Litivin also argues that socially constructed demographic categories are portrayed as obvious, natural, and immutable and thus preclude any consideration of mechanisms for change.

Webpage Components Types of Prejudices Diversity Laws Relating to Work Diversity Managing Diversity Reducing Discrimination in the Workplace Advantages vs Disadvantages of a Diverse Workplace

What’s Next? Further Social Theory Exploration Gather Additional Research Webpage Real Construction World Examples

References