1. Chapter 10 Managing Diversity
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2. Learning Objectives Define diversity
Understand how different cultures view diversity
Explain Cox’s model of the multicultural organization
Discuss various ways of managing diversity in organizations
Describe unintended results of managing diversity
Consider how managing diversity can be a competitive advantage
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3. Diversity
A range of individual differences , including those that are visible and those that are not
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4. How Different Cultures View Diversity
The United States
Fundamental tradition of valuing equality and equal opportunity
Legal basis for managing diversity
Multiculturalism and valuing diversity well established
Concern with the “business case”
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5. How Different Cultures View Diversity
Canada
Legislation applies only to regulated industries
Some comprehensive organizational programs
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6. How Different Cultures View Diversity
Japan
Relatively homogenous population
Changing legislation and employment practices that affect women workers
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7. How Different Cultures View Diversity
Germany
History of guest workers
Many asylum seekers
Evolving treatment of women
Recognizes EU’s 6 core dimensions of diversity
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8. Cox’s Model of the Multicultural Organization
Dimension of
Integration Monolithic Plural Multicultural
Form of Acculturation
Degree of Structural
Integration
Integration into Informal
Organization
Degree of Cultural Bias
Levels of Organizational
Identification
Degree of Intergroup
Conflict
Assimilation
Minimal
Virtually none
Both prejudice and
discrimination
against minority-
culture groups
are prevalent
Large majority-
minority gap
Low
Assimilation
Partial
Limited
Progress on both
prejudice and
discrimination but
both continue to exist, especially
institutional
discrimination
Medium to large
majority-minority gap
High
Pluralism
Full
Both
prejudice and
discrimination
are eliminated
No majority-
minority gap
Low

9. Creating an Organization That Can Manage Diversity
Organizational vision
Top management commitment
Auditing and assessment of needs
Clarity of objectives
Clear accountability
Effective communication
Coordination of activity
Evaluation
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10. Techniques for Managing Diversity
Managing diversity training programs
Core groups
Multicultural teams
Senior managers of diversity
Targeted recruitment and selection programs
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11. Techniques for Managing Diversity
Compensation and reward programs tied to achieving diversity goals
Language training
Mentoring programs
Cultural advisory groups
Corporate social activities that celebrate diversity
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12. Unintended Results of Managing Diversity
Programs that focus on encouraging certain groups may create feelings of unfairness or exclusion in others
Giving preferential treatment to certain groups may stigmatize their members
Increasing diversity without recognition and rewards for the new members can create organizational tension
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13. Managing Diversity for Competitive Advantage
Potential benefits
Cost
Resource acquisition
Marketing
Creativity
Problem solving
Organizational flexibility
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14. Managing Diversity for Competitive Advantage
Actual benefits
HR managers generally see positive benefits
Can affect stock price
May not have any impact on corporate performance
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15. Convergence or Divergence?
Increasing domestic multiculturalism
Increasing globalization of organizations
Homogeneous populations may see managing diversity as unimportant or irrelevant
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16. Implications for Managers
Managing a diverse workforce an important part of an international manager’s job
Must understand the impact of diversity and know how to utilize
Realize different cultures view diversity differently and consider impact on manager
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