Chapter 1 updated - Chapter 1 Introduction Despite...

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Chapter 1: Introduction Despite extraordinary corporate & media attention paid to diversity in the past thirty years, discrimination, inequality, and exclusion persist in organizations. A. What is Diversity ? Real or perceived differences among people in race, ethnicity, sex, age, physical, and mental ability, sexual orientation, religion, work, and family status, weight and appearance, and other identity-based attributes that affect their interactions and relationships. Identity groups the collectivities people use to categorize themselves & others Labor market discrimination personal characteristics of applicants & workers that are unrelated to productivity are valued in the labor market (based on occupational & human capital variables such as education, skills, & tenure) Access discrimination people are denied employment opportunities or “access” to jobs Treatment discrimination people are employed but are treated differently one employed , receiving fewer job related rewards, resources, or opportunities than they should receive based on job-related criteria Access and treatment are both based on demographic factors such as race, ethnic origin, sex, age, physical ability, religion, and immigrant status Inclusion degree to which different voices of a diverse workforce are respected & heard (employees feel more comfortable at work) B. Determining Diversity in an international context Do not use “one size fits all” approach to managing diversity Focus on issues more relevant to the particular context C. Multiple group memberships & permeability of boundaries People’s group memberships affect their outcomes, opportunities, & experiences in society & in organizations. Things such as employment, compensation, advancement, retention, participation, and competiveness are few outcomes that are related to demographic backgrounds In U.S a white, male, and enabled person has higher organizational status than a person who is non-white, female,
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