MANAGING DIVERSITY
•Introductions
• Ground Rules
•Course Outline
•Managing Diversity
•Background- Drivers
•Defining Managing
Diversity-Video
•Four Layers of diversity
MANAGING DIVERSITY
COURSE OUTLINE
COURSE MATERIAL
• Prescribed Text: Managing
Diversity, Gardenswartz and
Rowe (1998): McGraw Hill.
• Reading List: Supplementary
reading list to be supplied
• Other tools: Videos and
exercises
Course Description
This course is designed to
enable participants to
understand and address
diversity as it manifests
itself in the context of the
workplace.
Course Description
(Cont.)
We will explore a range of
concepts and issues related to
diversity; these include
understandings of culture (both
societal and organizational),
race, gender, ethnicity, religion,
age, and disability inter alia.
Course Description
(Cont.)
Participants will have the
opportunity to become
familiar with and draw on
cross-cultural theories,
research and case studies
involving interpersonal and
inter-group relations.
Methodology
• interactive and experiential
• bring to the course and to class
invaluable life experiences
• Reading prior to coming to class
Course Objectives
• Appreciate the effects of one’s
own cultural roots, biases and
stereotypes on perception and
behavior
• Demonstrate an understanding
of interpersonal and inter-group
theories related to diversity
Course Objectives
(cont.)
•Understand the challenges
managers face as they
work with diversity and
cross-cultural
organizational issues
•Demonstrate an
understanding of the
impact of diversity on
organizational
effectiveness and profit
Course Objectives
(cont.)
•Use the tools for
assessing themselves and
organizations in respect of
diversity
•Develop an intervention
for diversity management
within an organizational
setting
EVALUATION
• Class participation and
attendance
• Individual assignment: Sources
of cultural programming
• Individual assignment 2: case
study
• Final Project : Group
Assignment
Diversity
Drivers:Overview
•Demographic changes
•Affirmative action
backlash
•Uneven education
•Globalization
Defining Diversity
Roosevelt Thomas
Four Layers of Diversity
•Personality
•Internal Dimensions
•External Dimensions
•Organizational Dimensions
Personality
•Unique core of individual
•Characteristics, warm,
outgoing etc
•Basically stable
•Personality styles
Internal Dimensions
•Age
•Race
•Gender
•Ethnicity
•Physical ability
•Sexual Orientation
External Dimensions
•Geographic location
•Marital status
•Parental Status
•Appearance
•Work Experience
External Dimensions
(cont)
•Educational Background
•Religion
•Recreational Habits
•Personal Income
Organizational
Dimensions
•Functional
level/classification
•Management status
•Union Affiliation
•Work Location
Organizational
Dimensions
•Seniority
•Division/Department
•Work content/field
•Reward based
membership
CHAPTER 4
Understanding the Range
of Cultural Behaviors and
Expectations
Culture as Behavioral
Software
•How to:
-Interact
-Solve problems
-Control the world
-give meaning to
behavior
Sources of Cultural
Programming
•Parents
•Ethnicity- group affiliation
•Race- racial group
•Religion
•Education
•Professional field/work
•Organizational affiliation
Understanding Cultural
Programming
1. Sense of self and space
2. Communication and
language
3. Dress and appearance
4. Food and eating habits
5. Time and time
consciousness
Understanding Cultural
Programming (Cont)
6.
7.
8.
9.
Relationships
Values and Norms
Beliefs and attitudes
Mental processes and
learning
10.Work habits and
practices
1. Sense of Self and
Space
•Personal space
•Showing respect
2. Communication and
language
•Verbal
•Non-verbal
-Half communication
non-verbal
-Smiles
-Gestures: head, hands
-Tone of voice
3. Dress and
Appearance
•Dashikis
•Sari
•Head gear, e.g.. Forelocks,
hats, braids, dreadlocks
Mini skirts
•Pants
4. Food and eating
habits
•Vegetarians
•Non-pork eaters
•Use of hands
•Use of utensils
5. Time
•Linear and finite
•Elasticity
•Punctuality
6. Relationships
•Family/kinship
•Hierarchy
•Loyalty
7. Values and Norms
• Group oriented
-Communal
-Conformity
-Cooperation
• Individualism
• Respect
8. Beliefs and Attitudes
• Religion
• Position of women
• Social order and authority
9. Mental processes and
learning
• Learning best through:
Listening
Pictures/diagrams
Participation
Didactic
• Problem solving
10. Work Habits and
Practices
• How work is viewed in different
societies
• Type of work and status
• Dependence/independence
(initiative, etc.)
Ways to learn more
about other cultures
1.
2.
Ask the employee
Ask colleagues from other culturescultural informants
3. Tap community resources
4. Read about various cultures
5. Observe without judgment
6. Share knowledge and experiences
7. Conduct focus groups
8. Use employee/customer survey data
9. Experiment with new methods
10. Spend in other cultures
Ethnocentrisms as
sabotage of MD
• Considering own culture as
superior
• Assigning negative value
judgments to the other
culture(s)
Prejudice
• Prejudice: Preconceived notions
• Stereotypes
-Seldom neutral
-Often negative
-Are rigid- ignore info to the
contrary
Xenophobia
Assumption leading to
self-fulfilling prophecies
• Seeing what we are looking for
-validation of pre-conceived
notions
• Internalization of expectations
-Behaving as others expect