Chapter 4.6: BARRIERS AND CHALLENGES TO ' MANAGING DIVERSITY

Common barriers to implementing successful diversity programs:

1. Inaccurate stereotypes and prejudice 2. Ethnocentrism 3. Poor career planning 4. A negative diversity climate 5. A hostile working environment for diverse employees 6. Diverse employees' lack of political savvy 7. Difficulty balancing career and family issues 8. Fear of reverse discrimination 9. Lack of organizational priority for diversity 10. A poor performance appraisal and reward system 11. Resistance to change

Diversity climate

A subcomponent of an organization's overall climate and is defined as the employees' aggregate "perceptions about the organization's diversity-related formal structure characteristics and informal values."

Ethnocentrism barrier

Based on the feeling that our cultural rules and norms are superior to or more appropriate than the rules and norms of another culture.

Hostile work environments

Characterized by sexual, racial, and age harassment and can be in violation of Equal Employment Opportunity law, such as Title VII of the Civil Rights Act.

Diverse employees' lack of political savvy

Diverse employees may not get promoted because they do not know how to "play the game" of getting along and getting ahead in an organization.

Poor career planning

Lack of opportunities for diverse employees to get work assignments that qualify them for senior management positions can stunt careers.

Inaccurate stereotypes and prejudice

Mistaken perceptions manifest themselves in the belief that differences are weaknesses and that diversity hiring means sacrificing competence and quality.

Psychological safety

Reflects the extent to which people feel free to express their ideas and beliefs without fear of negative consequences