Download Workforce Diveristy Management

Workforce Diversity
Management
Dr. Bahaudin G. Mujtaba
© Mujtaba, 2007
Workforce Diversity Management
(Bahaudin G. Mujtaba, 2007)
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Chapter 1 – Diversity: What is it?
Chapter 2 – Diversity Management in Academia
Chapter 3 – Socialization and Stereotypes
Chapter 4 – Discrimination in Practice
Chapter 5 – Technology, Gender and Appreciative Inquiry
Chapter 6 – Affirmative Action
Chapter 7 – Culture and Management
Chapter 8 – Generational and Spiritual Diversity
Chapter 9 – Managing for Diversity in Public Agencies
Chapter 10 – Organizational Learning and Knowledge
Chapter 11 – Power and Leadership
Chapter 12 – Gender and Management Hierarchy
Chapter 13 – Teamwork and Synergy
Chapter 14 – Listening and Conflict Management Skills
Chapter 15 – Training Programs: Preparation and Evaluation
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Chapter 16 – Diversity: The Engine for Success
© Mujtaba, 2007
Diversity: The Poster Child of Social
Progress and Change
• Diversity is having a long reign as the ‘New Social Movement’ of the
twenty-first century. Diversity talks have become a large portion of our
everyday language, strategies, and actions, in both the corporate and
regular social settings. To embrace diversity and have a disparate view
is the new positivism of most developed nations. As a civilization,
diversity as a philosophy and practice of tolerance and acceptance
regarding various cultural, social and physical issues has been long
overdue; especially when we look back at our historical events and
records to recognize where a lack of diverse views and socially-open
environments led to many wars, conflicts and hostility among
individuals, nations, and groups. We have traveled far despite the fact
that diversity appreciation is still lacking in many corners of the globe,
especially where issues of religion and culture still produce rifts
between peoples.
© Mujtaba, 2007
• Diversity is a highly ideological and philosophical
perspective underlying human understanding, and is in fact
a method of wide-scale conflict resolution which attempts
to find a common ideal among people of varied social and
cultural, racial and ethnic, as well as economic, political,
and religious origins, and backgrounds. Thus, as an
ideology it is also resisted and shunned as much as any
other philosophical movement or view and must live up to
change and opposition to yield its maximum benefits for
the greater number as a greater good.
– Diversity is not an imposition when we consider how varied we are
in our beings and social makeup as individuals; we are inherently
diverse as intended by nature or the peculiar sway of nature.
– Hence, embracing diversity might be a natural intent of
evolutionary design or creationism according to whichever one
believes.
© Mujtaba, 2007
• There are theoretical, ideological and
philosophical dilemmas that undermine
harmonious diversity, including Darwinism,
Segregationism, Fundamentalism, Religionism,
and Existentialism, and many others. These
movements along with their highest ideals survive
on advocating self-efficacy and narcissism, which
might be discriminatory or even exclusionary as
far as the issues which envelop themselves around
diversity are concerned.
© Mujtaba, 2007
• Overall, diversity has one universal meaning, despite the fact that
individuals often apply the term according to their own relativistic
views. As mentioned in the initial chapter, diversity simply refers to the
variety of human traits and ideals, both physical and social that
characterizes us as a species. With regards to diversity, there are many
dimensions ranging from sexual orientation and religious beliefs, to
social and cultural values, physical appearance, among other things.
Diversity in any society or group should be examined from the point of
view of the prevailing perspectives, religious, social, and cultural
practices, and the degree of tolerance and acceptance existing between
the individuals and institutions, groups and communities holding
differing views. Diversity thus refers to both internal and external
concepts of variety as far as perspectives, traits and characteristics are
concerned. Similarly, diversity is also seen as important elements of
democracy and liberalism so everyone can be free to voice their
opinions and thoughts.
© Mujtaba, 2007
• Modern democracy as well as the concept of having a democratic
society seems to go hand in hand with diversity. The acceptance of
democracy is ultimately the acceptance of a society and values which
are multiple and vastly different from our own. The success of modern
democratic expansion across the globe brings with it increased
diversity in all aspects of society. The characteristics of democracy as a
political-social system make it the most prevalent atmosphere in which
diversity initiatives, practices, policies and programs strive. Modern
democracy through its embracement of equal justice, treatment,
representation, and laws protecting against racial and social injustices
has made diversity a virtually irresistible ideology. To democratize is to
essentially make a person, group or nation diverse; affording a fair
chance for the recognition of differential needs, customs, rights,
privileges, freedom, among other things.
© Mujtaba, 2007
• The rights of minorities, the degree to which this exists
determines in full, how diverse a society is, since
historically a minority has always been subject to majority
rule and control. Liberalism offers this, and the new trend
in many westernizing and formerly non-democractic
monarchial societies is that of going towards a liberal
democracy where a republican or contitutional monarchy is
the rule. The current uprisings, for example, in Nepal seem
to be reflecting this process. Liberalism is not without
numerous disadvantages. In fact because of the aim of
liberals there are often many conflicts emerging pertaining
to rights and privileges, especially where human rights and
civil justice are concerned.
© Mujtaba, 2007
Liberalism
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Liberalism takes four major forms that engender principles and concepts vital
to the creation and progress of diversity. These forms include:
– Political liberalism; the belief that individuals are the basis of law and society, and
that society and its institutions exist to further the purpose of individuals, without
showing favor to any particular individuals or groups.
– Cultural liberalism; the rights of individuals with regards to right and wrong,
morality or conscience and lifestyle surrounding issues of sexual freedom, religious
freedom, mental freedom, and protection from government intervention into private
life (this is similar to the concept of cultural relativism).
– Economic liberalism; where freedom of contractual relations and property rights
are the basis of business and economical survival and free enterprise and laissezfaire capitalism are advocated.
– Social liberalism; this form is often referred to as welfare liberalism, reform
liberalism, or New Liberalism, where basic necessities such as education, economic
opportunity, and protection from harmful events beyond individual control are part
of the role of society through its political arm.
© Mujtaba, 2007
Diversity and Regional Integration
• The prosperity of many of the world’s regions will depend on
integration at all levels: social, cultural, economic, religious, and
political. This will only be effectively achieved through having diverse
perspectives. Regional planners must integrate diversity programs and
initiatives into their economic plans for regional development. This
will break the social barriers, which are often obstacles preventing
individual nations and people with vastly different religious, political,
social and cultural beliefs, history and lifestyles from working in
cooperative groups. This is especially true in regions where disunity on
all matters prevail, because of the inability to accept adjacent nations’
and peoples’ cultural and social values. One of the interesting issues
has been that of political diversity lacking between many regions,
especially where both democratic and communist nations exist in the
same region experiencing developmental issues. There are often
different political aims and goals, and political and social systems
often fail to overlap.
© Mujtaba, 2007
Diversity and Internationalization
• Internationalization can be defined in two ways: internationalization as
a process of internationalizing business and economic activities by
expansion across borders and into new nation areas; and
internationalization as in ‘internationalization and localization’ which
are essentially processes of adapting products and services for nonnative environments, i.e. other nations and cultures. As such,
internationalization requires cultural and social understanding, and the
endorsement of diversity on which it must strive to essentially achieve
product and organizational goals. To adapt products and services to
non-native environments there must be cultural and social
understanding of the people whose nation is being patronized.
© Mujtaba, 2007
Diversity and Globalization
• Globalization is similar to regional integration, with one distinction;
globalization takes place among countries around the world from all
major regions as a process of political, cultural, social, economic, and
technological integration. Increased trade and migrations resulting
from this global process of integration can lead to societies and regions
becoming more and more diverse. Globalization and diversity are thus
complimentary processes; each one facilitating the growth of the other.
Furthermore, globalization leads to more diversity and attempts of
diversify and facilitate the growth and success of global initiatives.
• Globalization and increased diversity have been both facilitated by a
number of factors: technological advances, increased communications
capabilities; transnational and regional, increased travel and advances
in transportation capabilities, international trading, and increased
competition.
© Mujtaba, 2007
Diversity and International
Management
• The growth of international management over the past two
decades has pushed diversity initiatives and programs to
the forefront of management thought and practices.
Organizational leaders and managers, theorists and
practitioners now recognize the importance of applying
management concepts and techniques in multinational
environments, and adapting home-country practices and
methods to different socio-cultural, economic and political
environments. This means success in the global business
environment, where internationalization and localization
processes ensure product adaptability.
© Mujtaba, 2007
Diversity and Culture
• Cultural diversity is one of the most prolific changes taking place in
our society today. The United States has been referred to as one of the
most culturally diverse nations on earth, due to the number of different
people from various nations and cultures living in this country.
Cultural differences affect us at all levels; social, political, economic
and religious. Culture is a very difficult issue to deal with when it
comes to diversity, even as difficult as religion, which itself cannot be
separated from culture. Culture, which usually refers to the way of life
of a group of people, and the beliefs and practices they share, is often
characterized by the following: it is learned, shared, generational,
symbolic, and adaptive. Cultural adaptation is the most important
characteristic when it comes to diversity.
© Mujtaba, 2007
Religious Diversity
• Religious pluralism is the widest attempt at
encouraging universality and the acceptance
of diversity in beliefs. It is simply an
ideology of religious relativism meant to
foster equality of religion and religious
beliefs. Encouraging religious diversity has
been a very difficult issue, especially where
monotheism is concerned.
© Mujtaba, 2007
• Religious diversity is very important if we are to live
peacefully and prosperously in any society. The lack of
religious diversity in many eastern nations has been the
cause of conflicts and individual oppression. Being tolerant
of another’s religious beliefs is the ultimate display of
human respect, since an individual’s belief is a vital part of
his or her being. Diversity in religions certainly exists in
many societies, as it is the acceptance of this diversity that
is the real issue. Accepting others’ religious beliefs and
respecting them will foster cooperative human
understanding. We are distinct as individuals, therefore,
why can’t our beliefs in faith and religion be just as
unique?
© Mujtaba, 2007
Diversity and Relativism
• Relativism is the philosophical view that human value and
beliefs are only meaningful in cultural or historical
contexts. As such relativism denounces the existence of
absolutes as far as human values and social, religious,
cultural, political and other views are concerned.
Relativism is an ideology of diversity and tolerance. We
will often hear the concept of cultural relativism, which
refers to the process of interpreting cultural values and
beliefs only from the viewpoint of the culture and history
of the group, society or nation in which they exist.
© Mujtaba, 2007
Diversity and Competition
• Competition is fueling rapid growth and
integration, networking and collaboration in our
economies and societies of the twenty-first
century. This competition has led to the growth of
MNCs, global logistics, offshoring, increased
migration and emigration, cultural mixing and
social integration on all levels. The advent of
economic and financial competition has led us to
come closer together as a civilization as we
interact to exchange our goods and services for
survival.
© Mujtaba, 2007
Diversity and Change
• The changes taking place in all sectors of twenty-first century society
are unprecedented. There are vast changes taking place in the political,
religious, economic, social, and cultural arenas that are direct and
indirect results of the need for diversity and universal perspectives in
responding to the issues, problems and challenges of our time. Change
is definite and often embracing diverse perspectives is our only
weapon against change, especially where outdated methods and
beliefs, values and practices jeopardize human safety, rights, and the
achievement of societal and organizational goals. Social change is the
most powerful proponent of diversity because our values, behaviors,
and attitudes are the most measurable and predictable variables of
variety as far as beliefs and practices, values and perspective are
concerned.
© Mujtaba, 2007
Diversity Research & Programs
• There have been numerous cultural theories and studies attempting to
categorize and explain human behaviors, values and attitudes in terms
of variety or diversity. For example, Trompanaar’s Research, which
over a decade ago examined human diversity from a cultural viewpoint
using cultural group and factors such as individualism and
communitarianism (equivalent to Hofestede’ individualism and
collectivism), specific relationship, diffuse relationship, universalism,
particularism, neutral relationship, emotional relationship, achievement
and ascription. Hofestede used factors or dimensions such as
individualism and collectivism, power distance, uncertainty avoidance,
masculinity and femininity among other variables. These are prime
examples of how we have attempted to explain and bring to the
forefront awareness of diversity in the human species.
© Mujtaba, 2007
Diversity and the Future
• Diversity should not be seen as an artificially designed
imposition. By nature we are diverse as a species, and the
physical world in which we live holds to the law of
diversity as well. We all cannot think the same, look the
same, behave the same, or have the same beliefs, values
and attitudes. This would be a dull world indeed. Our
future depends on how much we embrace diversity as
societies in turmoil. The society of today and tomorrow
will be vastly different in terms of its composition and
outlook, provided that we have not experienced any drastic
changes or revolutions that reverse the course in diversity
movements and programs.
© Mujtaba, 2007
Employee Retention & “DIVERSITY”
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Define “diversity.”
Implement diversity training.
Value individuality.
Enforce equal opportunity.
Require behavior alignment.
Support artistry and openness.
Involve everyone synergistically.
Transcend tolerance to a win / win paradigm. And
Yearn for peace and sensitivity.
© Mujtaba, 2007
David Niven, actor and author, states that:
– "Which is more important, good or bad? Regardless of
which you consider to be the right answer, bad is often
the bigger part of our thoughts. The traffic jam that
bogs down our day stays in our thoughts longer than the
open road that sped us on our way. The rude clerk is
memorable long after the nice clerk is forgotten.
Remind yourself to see the good, to think about the
good, to remember the good. The good is out there just
as much as the bad, but we are often prone to miss it."
© Mujtaba, 2007
Workforce Diversity Management
(Bahaudin G. Mujtaba, 2007)
•
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Chapter 1 – Diversity: What is it?
Chapter 2 – Diversity Management in Academia
Chapter 3 – Socialization and Stereotypes
Chapter 4 – Discrimination in Practice
Chapter 5 – Technology, Gender and Appreciative Inquiry
Chapter 6 – Affirmative Action
Chapter 7 – Culture and Management
Chapter 8 – Generational and Spiritual Diversity
Chapter 9 – Managing for Diversity in Public Agencies
Chapter 10 – Organizational Learning and Knowledge
Chapter 11 – Power and Leadership
Chapter 12 – Gender and Management Hierarchy
Chapter 13 – Teamwork and Synergy
Chapter 14 – Listening and Conflict Management Skills
Chapter 15 – Training Programs: Preparation and Evaluation
Chapter 16 – Diversity: The Engine for Success
© Mujtaba, 2007
It’s what is inside that
makes a difference!
Learn well, take chances, and
remember that together
we can move the world!
© Mujtaba, 2007
Reference
• Mujtaba, B. G. (2007). Workpalce Diversity Management: Challenges,
Competencies and Strategies. ISBN: 1-59526-548-1. Llumina Press;
website; www.llumina.com; (phone: 866-229-9244 or: 954-726-0902).
© Mujtaba, 2007