Diversity in Management
13.7 هزار بار بازدید -
6 سال پیش
-
Forward-thinking managers in all industries
Forward-thinking managers in all industries are taking steps to attract and retain a workforce that reflects the cultural diversity of the population. They take seriously the fact that there is a link between the diversity of the workforce and financial success in the marketplace.
Diversity should be understood as the fact of difference that makes a difference. Diversity is the “who,” the mix. Diversity is the mix of differences that make a difference. Inclusion is the goal. Inclusion is the “what,” the mix feeling valued and engaged. Plainly, inclusion happens when the mix feels valued. Inclusion is leveraging differences to increase opportunities for all.
You may have heard the expression, “Great minds think alike.” But when it comes to achieving breakthrough levels of innovation and performance, the best minds are those that don’t think alike. Organizations that recruit and retain a diverse workforce reap numerous benefits, including improved team problem solving and increased understanding of the marketplace.
Unconscious bias occurs when a person is not aware of the bias in his or her favorable and unfavorable assessments, actions, and decisions toward members of specific groups. Beyond hidden or unconscious bias, there are still examples of open and blatant prejudice and discrimination in organizations.
Prejudice is the tendency to view people who are different as being deficient. Discrimination occurs when someone acts out their negative attitudes toward people who are the targets of their prejudice. Stereotypes are a rigid, exaggerated, irrational belief associated with a particular group of people. To be successful managing diversity, managers need to eliminate harmful stereotypes from their thinking, shedding any biases that negatively affect the workplace.
Managers can learn to value differences, which means that they recognize individual differences and see these differences with an appreciative attitude. To facilitate this attitude, managers can learn about cultural patterns and typical beliefs of groups to help understand why people act the way they do.
Diversity should be understood as the fact of difference that makes a difference. Diversity is the “who,” the mix. Diversity is the mix of differences that make a difference. Inclusion is the goal. Inclusion is the “what,” the mix feeling valued and engaged. Plainly, inclusion happens when the mix feels valued. Inclusion is leveraging differences to increase opportunities for all.
You may have heard the expression, “Great minds think alike.” But when it comes to achieving breakthrough levels of innovation and performance, the best minds are those that don’t think alike. Organizations that recruit and retain a diverse workforce reap numerous benefits, including improved team problem solving and increased understanding of the marketplace.
Unconscious bias occurs when a person is not aware of the bias in his or her favorable and unfavorable assessments, actions, and decisions toward members of specific groups. Beyond hidden or unconscious bias, there are still examples of open and blatant prejudice and discrimination in organizations.
Prejudice is the tendency to view people who are different as being deficient. Discrimination occurs when someone acts out their negative attitudes toward people who are the targets of their prejudice. Stereotypes are a rigid, exaggerated, irrational belief associated with a particular group of people. To be successful managing diversity, managers need to eliminate harmful stereotypes from their thinking, shedding any biases that negatively affect the workplace.
Managers can learn to value differences, which means that they recognize individual differences and see these differences with an appreciative attitude. To facilitate this attitude, managers can learn about cultural patterns and typical beliefs of groups to help understand why people act the way they do.
6 سال پیش
در تاریخ 1397/05/04 منتشر شده
است.
13,763
بـار بازدید شده