Diversity in the Workplace (original) (raw)

Demographic Dissimilarity and Workplace Inclusion

Journal of Management Studies, 1999

This study examined the relationship between individual demographic dissimilarity from co-workers and three indicators of inclusion by an organization: decisionmaking in¯uence, access to sensitive information, and job security. Data from 345 individuals in eight work units showed that individual dissimilarity in race and gender were negatively associated with inclusion, and the eect of race dissimilarity was more pronounced for whites than for non-whites. In contrast, individual dissimilarity in tenure and education level were positively associated with inclusion, and these eects were more pronounced for those with greater tenure and greater education, respectively. Overall, the results suggest that whether being dierent hinders or helps organizational inclusion may depend on whether that dierence is visible and whether it re¯ects job expertise. Further, they suggest that, when being dierent is a hindrance, it may be hardest on those who have traditionally been the majority in organizations.

The Effects of the Organizational Culture on Diversity

2016

INTROdUCTION e perception of discrimination and lack of justice may lead to inefficiency, conflicts and unmanageable situations. Particularly in countries like Turkey that contain geographical, ethnic, religious and sectorial differences throughout its history, where the employment of women in business life is inadequate, and where the sensibilities concerning the employment and the work conditions of the disabled individuals is recently becoming widespread, the issue of how the differences in business life is treated, and at what stage these differences are in management, emerges as a subject matter of a substantial research. moreover, demographic differences increasingly emerge in the labor market, particularly the services sector (Diriöz, 2013) and emphasize the performance of a study on the subject matter of demographical change that is noted in the work life. it is also noted that the limited number of empirical reviews that were performed, were rather in the nature of descriptive studies (Sürgevil, 2010). in the present age that increasingly underline the differences between the individuals and groups, based on reasons such as migrations, population increase, and the rise of the identity policies, the issues of differences in social life, and how such differences will be managed, are increasingly gaining significance. Parallel to these issues, the management of diversity that occur in business life, has emerged as a significant problem, particularly during the last twenty years. e increase in the attention on the management of differences is both public sector and private sector, highlights the management of the diversity on both ethical and commercial justifications. in the literature concerning management and organizational area, the major factors that affect the management of diversity, are currently investigated. in the present study, the issue of organizational culture has been investigated as a variable affecting the management of diversity, and based on an empirical research, the effects of the organizational culture on the management of diversity, has been examined. in the literature concerning management and culture, responses to the question, is it possible to treat an idea or a research as a fully valid issue in a different context? Are being sought for a long time (

A Cross-Disciplinary Examination of Institutional Diversity: How Universities Advance a Diverse Workforce

2019

Managing workforce diversity is one of the major challenges facing human resource professionals today. Key among the many diversity challenges is the reality of dealing with a growing aging workplace population. As a result age discrimination and ageism has been a subtle and covert strategy of many organizations for years. The great recession brought the true realities of ageism to the surface in a distinct way with the number of reduction in force programs that seemed to wrongly target older workers disproportionately as evidenced by the number of age discrimination cases filed with the Equal Employment Opportunity Commission (EEOC) during that period of time. In a time when many elements of discrimination are bubbling to the surface in today's American society, ageism is among the most significant. This is a study of the sociological and legal aspects of covert and overt ageism as related to organizational diversity programming and the recognition of the need for more effective diversity strategies.