Diversity and Inclusion

Notes on Diversity

diversity is concerned with groups and dyads (two people working together). people must be able to compare their attributes to the characteristics of others. diversity is concerned with differences among people. the focus on differences means that diversity is concerned with variations among group members. diversity is concerned with both objective and subjective ways in which people differ. by objective differences, we are referring to readily observable or quantifiable differences (age, political preference). subjective differences depend on people's perceptions of being different. finally, diversity is concerned with differences that are socially meaningful. some characteristics are socially relevant because of historical, cultural, or systemic phenomena that have served to privilege some people over others.

Value-in-diversity/inclusion hypothesis

diversity/inclusion can positively influence desired individual, group, and organizational outcomes

Information diversity

those differences based on knowledge and information oftentimes resulting from variations in education, functional background, training, and organizational tenure

Value diversity

those differences in value, attitudes, and beliefs

Changes in the nature of work

increases in the number of organizations that structure work around teams, the impact of globalization, and the frequency of mergers and acquisitions

Surface-level diversity

differences among individuals based on readily observable characteristics such as age, sex, race, and physical ability

Inclusion

the degree to which an employee perceives that he or she is an esteemed member of the work group through experiencing treatment that satisfies his or her needs for belongingness and uniqueness inclusion involves how well organizations and their members fully connect with, engage, and utilize people across all types of differences inclusion means being fully part of the whole while retaining a sense of authenticity and uniqueness

Diversity

a characteristic of social grouping that reflects the degree to which objective or subjective differences exist between group members diversity is reflected by heterogeneity and the demographic composition of groups or organizations diversity refers to the variations of traits, both visible and not, of groups of two or more people

Changing attitudes toward work

changes in the commitment and loyalty toward employers and decreasing connection with the workplace among employees

Deep-level diversity

differences among individuals based on psychological characteristics

Negative effects of exclusion

exclusive organizational practices and cultures can lead to negative outcomes such as low satisfaction, conflict, and poor team performance

Legal mandates

federal and state laws that require equal employment opportunities for all persons, irrespective of demographic characteristics or background

Notes on Inclusion

inclusion is experienced by individuals but takes on a shared property inclusion at its core satisfies two basic human needs: 1) the need to feel valued, accepted, and part of a larger group; and 2) the need to be recognized for and able to express fully one's individuality and the personal identities that one considers important. inclusion represents the degree to which employees are free to express their individuated self and have a sense of workplace connectedness and belonging.

Changing demographics

increases in the median age, proportion of racial minorities, women in the workforce, and inequity of income distribution in the U.S.

Social pressures

the notion that organizations have a moral and ethical obligation to have a diverse, inclusive workplace