What is Managing Diversity? Nature of Resistance to anticipate and plan for –Promotion Roleplay Managing Diversity Initiatives

Managing Diversity Change organizational structure, policies, norms & practices (e.g., hiring) to create fairness Similar to strategies to reducing discrimination (See Stephan & Stephan ch. 2) Valuing Diversity Change employee attitudes and behaviors by Emphasis on equality/fairness values Providing training on awareness & skills –Similar to strategies on reducing stereotyping & prejudice (See Stephan & Stephan ch 2) Types of Diversity Initiatives

Change structure by changing membership in the organization across all levels via Recruitment & hiring ( e.g., offer benefit packages appealing to minorities so they would accept jobs in org and stay) –E.g., elder care & child care for sandwich generation, for people with different values toward aging parents –Promotion (e.g., Ensure minority representation on internal committees so they would progress to higher levels of org) –E.g., to make decisions on purchasing benefit policies Examples of Managing Diversity

Change structure by changing membership in the organization across all levels via Compensation for diversity-based performance (Cox) Grievance procedure Encouraging communication across & within all levels (e.g., Carnevale & Stone) Be more flexible in social norms (e.g., Carnevale & Stone) Examples of Managing Diversity

Sponsor caucus, advisory & support groups for different groups –e.g., student groups at universities Create career development programs for minorities & women e.g., mentoring Community outreach to enhance organization’s image and attract minority applicants, customers E.g., IBM’s Aboriginal initiative Examples of Managing Diversity

Examples of Managing Diversity Initiatives Nature of Resistance to anticipate and plan for Managing Diversity Initiatives

Mandatory nature –Positive (e.g., rated as more successful, Rynes & Rosen, 95) –Negative= less popular Change is experienced as threatening, provokes anxiety, resentment, hostility (Stephan & Stephan Ch 2) –Can be possibly overcome with training (see Valuing Diversity initiatives) Perception of demographic change in org composition as zero-sum game (see also Plous) Individuals’ Resistance to Diversity Initiatives

Traditional hierarchical structures Standardized procedures, conformity norms Selection & promotion based on ‘fit’ Remember Brief et al article! Informal networks of communication that exclude visible minorities Token representation of VMs as sufficient justification for not implementing Diversity Initiatives Limited time for change to occur Organizational Barriers to Diversity Initiatives Connect to Plous arguments

What is Managing Diversity? –Examples of Managing Diversity Initiatives –Some discussion of how it is different from Valuing Difference Initiatives Nature of Resistance to anticipate and plan for –Individual & Organizational Barriers Put it to practice: Promotion Role Play Managing Diversity Initiatives

Managing Diversity Change organizational structure, policies, norms & practices (e.g., hiring) to create fairness Similar to strategies to reducing discrimination (See Stephan & Stephan ch. 2) Valuing Diversity Change employee attitudes and behaviors by Emphasis on equality/fairness values Providing training on awareness & skills –Similar to strategies on reducing stereotyping & prejudice (See Stephan & Stephan ch 2) Types of Diversity Initiatives

Org emphasizes fairness/equality values –Via mission statement, sponsoring equity endevours etc. Provides diversity training to Increase awareness (sensitivity) Cultural & historical information about groups Know about, and counteract stereotypes E.g., Board games Improve skills Interpersonal, conflict management, language skills, mentoring Change attitudes & feelings Hardest to do Valuing Diversity

What is culture? Beliefs, norms, customs, knowledge, habits of a group See “What are transparent aspects of culture” in cultural circles) Why is learning about cultural differences important for diversity training? Increases awareness of role of culture in social behaviors (e.g., choice of partner; amount of eye-contact) Awareness can increase accepting which can improve interactions between people of different cultural groups Types of Diversity Training

Increase cultural identity E.g., Pie chart, Backgrounds, Cultural circles Highlight differences in communication styles E.g., Bafa Bafa Inter cultural conflict resolution E.g., Owl sensitivity Interpersonal stereotyping E.g., Diversity and perception, Car radio etc. Group stereotyping E.g., Gender & language, Cross-gender role-play Understand power differences & gain empathy E.g., Disability Exercise Goals of Diversity Training Exercises

What are goals of the online-discussion group in a class? Highlight differences in communication styles Of People’s preference for communicating orally vs. online Inter cultural conflict resolution Increase cultural identity Learn about each other’s culture Interpersonal stereotyping E.g., Bec. you are muscular you must be athletic Group stereotyping E.g., Bec. you are Chinese you must be conservative Gain gain empathy For people who are too shy to speak out in class Identifying goals of an example training exercise

Tansik & Driskill hrs of lectures, case studies, role-playing Small changes right after, positive changes 5 weeks after, negative attitudes 12 weeks after Sorcher & Spence week prog of watching videotapes of effective behaviors, role playing with reinforcement No changes immediately or 6 weeks after, but positive changes 20 weeks after Evaluation of Diversity Training Programs

Dunnette & Motowildo (1982) 3-days of small group discussions, readings, seminars, videos on sexist attitudes & behaviors No changes for men, but positive changes for women Alderfer (1992) Upward mobility program, balanced composition of promotion committees, workshop had lectures, role-plays and experiential activities Increases in minorities in management ranks Dominant group members evaluated program more negatively than minority group members Evaluation of Diversity Training Programs

Ellis & Sonnenfield (1994) 1 day of watching videos of culturally insensitive behaviors and discussing them 59% evaluated seminar positively Tan, Morris, & Romero (1996) 3 days of case studies, simulations, videos, discussions Increased knowledge of diversity issues barriers to change sensitization to and knowledge of how to prevent negative effects of prejudice & stereotypes Evaluation of Diversity Training Programs

Hanover & Cellar 1998 Videos, role playing, examination of diversity practices, action planning Increased ratings on diversity practice measures (e.g., open discussions of group differences, discouraging comments perpetuating stereotypes) Rynes & Rosen % of HR managers surveyed rated diversity programs as successful but 18% rated them as unsuccessful Mandatory prog were rated as more successful Evaluation of Diversity Training Programs

Layng 1998 Analysis of commonly used video in diversity training programs Introduced new stereotypes to replace old ones Too much focus on incompetence of White male managers can alienate intended audience Suggests that diversity leads to communication problems Evaluation of Diversity Training Programs

Trainers do not like sharing techniques Trainers do not know evaluation techniques Evaluation requires time and money Some evaluations take more time away from trainees’ jobs, are resisted by organizations Showing no change (or negative change) is disadvantageous to trainer Why such few Evaluations of Training Programs

Changing established norms & practices of adults in organizations is difficult Limited time for change to occur Teach legal & inter group aspects of diversity Participants are resistant to change Challenge for Diversity Trainers

Include Majority and minority members Members from all organizational ranks Diverse trainers on teams Emphasize similarity & differences within groups E.g., cultural circles Know legal issues E.g., discrimination scenarios exercise Issues to Consider for Diversity Training

Anticipate Conflict between majority & minority groups Resentment from dominant groups Negative reactions re: slow pace of change from minorities Avoid displays of favoritism Present diversity policies in ways palatable to all participants E.g., business case Issues to Consider for Diversity Training

Focus on training skills bec. employers are legally responsible for employee behaviors Cover a broad range of groups Attend to trainees Inter group relations Age, status, strength of ethnic identities Similar to strategies to reduce negative intergroup contact Issues to Consider for Diversity Training

Decide on how to confront Prevalent organizational values Value differences between groups Be thoroughly prepared Issues to Consider for Diversity Training

Majority members may feel additionally threatened (as being attacked) Minority members may feel uncomfortable when focus of attention during training Resistance to Diversity Initiatives Individual Barriers

Mandatory nature can be positive and negative People who need it most get it but popularity may be reduced Change is experienced as threatening, provokes anxiety, resentment, hostility Resistance to Diversity Initiatives Individual Barriers

What is Managing Diversity? Nature of Resistance to anticipate and plan for –Promotion Roleplay Managing Diversity Initiatives