CNN looks at diversity in the workplace

2000 ◽  
Keyword(s):  
Diversity In The Workplace

scholarly journals Diversity Management and the Role of Leader

2019 ◽  
Vol 2 (1) ◽  
pp. 30-39
Author(s):  
Ummeh Habiba Faria Benteh Rahman
Keyword(s):  
Systematic Review ◽  
Corporate Culture ◽  
Diversity Management ◽  
Previous Literature ◽  
Global Trade ◽  
Journal Articles ◽  
The Future ◽  
Diversity In The Workplace ◽  
Trade Market

AbstractThe paper’s intention is to provide the correspondence of the globalization and the diversity in the management in this current trade era. The aim of the article is to understand the leader’s role in diversity management which is rapidly changing the global trade market more clearly. Globalization has a very big influence on the diversity management these days, both directly and indirectly. This study is based on a systematic review of 14 journal articles presented on the concerned topic. It is divided into three main parts: the paper describes benefits of diversity management, leader’s role and the challenges which leaders face while playing the role in the diverse management. In the review, it was found that “diversity” in the workplace is one of the most important factors to run the business or corporation smoothly and workplaces are truly benefitted by the management of the diversity. It works as an “aid to trade” in the performance of the workforce in the corporate culture. Next, we explained the challenges which leaders face and how to avoid those by taking initial steps. The paper ends up by providing discussions, limitations of the previous literature and some suggestions to the future researchers.

Diversity in the Workplace: A Review, Synthesis, and Future Research Agenda

2019 ◽  
Vol 6 (1) ◽  
pp. 69-88 ◽  
Author(s):  
Quinetta M. Roberson
Keyword(s):  
Current Literature ◽  
Scientific Knowledge ◽  
Research Agenda ◽  
Diversity Management ◽  
Workforce Diversity ◽  
Future Research ◽  
Future Research Agenda ◽  
Current State ◽  
Diversity In The Workplace ◽  
Theoretical Foundations

Fueled by socioeconomic trends that changed the composition of organizational workforces, the term workforce diversity was coined in the 1990s. Since then, both researchers and practitioners have strived (and struggled) to understand the concept, its effects in and on organizations, and strategies for managing such effects. In this article, I provide an overview and interpretation of the current literature to examine its purpose, progress, and direction. Highlighting key conceptualizations of the construct, theoretical foundations, and empirical findings on diversity and diversity management, I discuss the evolution and current state of the field and synthesize this information to propose a future research agenda. In doing so, I seek to identify theoretical, empirical, and practice areas of opportunity for advancing scientific knowledge about the meaning, substance, and outcomes of diversity as well as the implementation of diversity science in organizations.

scholarly journals Investing in Spaces: Luxury, Benevolence or Business?

2018 ◽  
pp. 75-96
Author(s):  
Nabila Alibhai ◽  
Elizabeth Thys
Keyword(s):  
Public Art ◽  
Life Experience ◽  
Spatial Transformation ◽  
Business And Society ◽  
Property Development ◽  
Art Installation ◽  
Violent Extremism ◽  
The Government ◽  
Physical Spaces ◽  
Diversity In The Workplace

This paper highlights the use of spatial transformation to shift the way people experience and engage with community. In essence, physical spaces can make people feel safe, well and like they belong. Moreover, they can infuse purpose into their habitual public and work-life experience. The examples shared include working with the Yale School of Management to help students reflect on and visibly communicate their role as leaders in business and society; the property development company Broder using public art to respectfully build a relationship with a neighborhood they are investing in; YouTube using the process of art creation to celebrate and communicate diversity in the workplace and lastly a public private partnership that brought together the Government, civil society and the private sector to address the erosion of trust and fear as a result of violent extremism in Kenya through a public art installation called Colour in Faith. Nabila Alibhai and her collaborators work to shift culture through investing in the transformation of spaces using art and urban design.

The charge of the white brigade

2017 ◽  
Vol 38 (1) ◽  
pp. 47-50
Author(s):  
Peter Buell Hirsch
Keyword(s):  
Best Practices ◽  
Negative Impact ◽  
Positive Impact ◽  
Business Practices ◽  
Content Type ◽  
Corporate Leaders ◽  
Noticeable Increase ◽  
Diversity And Inclusion ◽  
Industry Type ◽  
Diversity In The Workplace

Purpose The purpose of this study is to examine the long struggle to increase diversity and inclusion in the leadership of large corporations. In spite of significant progress, women and minorities are still woefully under-represented. The extraordinary diversity of the Millennial generation (born between 1982 and 2004) should help accelerate change, but it is not believed that demographics on its own will dramatically improve matters. This viewpoint examines some of the underlying tensions around diversity in the workplace and suggests some approaches that could have a positive impact. Design/methodology/approach The paper cites a number of statistics from the secondary literature that demonstrate how, unfortunately, diversity still suffers periodic setbacks as well as improvements. It then examines the actual world of work to propose ways in which “inclusion” in the workplace and not just diversity in recruitment has a role to play. Findings In addition to the importance of a strong minority recruitment pipeline, the establishment of affinity networks and minority mentoring, the author also found that some routine business practices need to be carefully examined to see how they promote or defeat inclusion. These include the trend toward less formal meeting structures that can militate against diverse voices being heard; the need to create greater awareness around the tendency of men to interrupt women disproportionality; and the tyranny of teams in which individual credit is often obscured. By being conscious of these practices, their negative impact on diversity and inclusion can be mitigated. Research limitations/implications The findings are the author’s own viewpoint and would need to be validated in controlled studies. Practical implications The best practices proposed would need to be adapted to fit well in different corporate cultures both geographically and by industry type. Social implications If corporate leaders devoted sufficient attention to these day-to-day business practices, the author believes that they would see a noticeable increase in diversity and inclusion, leading to better productivity and more rewarding roles for women and minorities in the workplace. Originality/value While diversity and inclusion have been written about extensively, the author is not aware of any comparable reflections on best practices in the workplace of this kind.

Emotional and cultural intelligence in diverse workplaces: getting out of the box

2017 ◽  
Vol 49 (7/8) ◽  
pp. 337-349 ◽  
Author(s):  
Jeremy Michael Clark ◽  
Daiane Polesello
Keyword(s):  
Emotional Intelligence ◽  
Literature Review ◽  
Design Methodology ◽  
Cultural Intelligence ◽  
Social Groups ◽  
Organizational Outcomes ◽  
Content Type ◽  
Comprehensive Literature Review ◽  
Diversity In The Workplace

Purpose The purpose of this paper is to explore how cultural intelligence (CQ) and emotional intelligence (EI) can assist with navigating the complexities associated with diversity in the workplace. Design/methodology/approach This paper was developed through a comprehensive literature review related to the constructs of EI and CQ. Findings The authors focused on the conceptualization and evolution of the intelligence types as reflected in the literature, examine research that connects the intelligence types with issues of the workplace, and its contributions when used in a diverse workplace for improving organizational outcomes and access and inclusion of underrepresented cultural and social groups. Originality/value This paper explores the constructs of EQ and CQ and specifically the value the constructs may provide to individuals and organizations. Further, means of developing CQ and EI are discussed

scholarly journals A Conceptual Content Analysis of 75 Years of Diversity Research in Public Administration

2016 ◽  
Vol 38 (2) ◽  
pp. 248-267 ◽  
Author(s):  
Meghna Sabharwal ◽  
Helisse Levine ◽  
Maria D’Agostino
Keyword(s):  
Content Analysis ◽  
Public Administration ◽  
Public Management ◽  
Social Equity ◽  
The State ◽  
Central Issue ◽  
Analysis Approach ◽  
Conceptual Content ◽  
Diversity In The Workplace ◽  
Over Time

Diversity is an important facet of public administration, thus it is important to take stock and examine how the discipline has evolved in response to questions of representative democracy, social equity, and diversity. This article assesses the state-of-the-field by addressing the following question: How has research on diversity in the field of public administration progressed over time? Specifically, we seek to examine how the focus of diversity has transformed over time and the way the field has responded to half a century of legislation and policies aimed at both promoting equality and embracing difference. We utilize a conceptual content analysis approach to examine articles published on diversity in seven key public administration journals since 1940. The implications of this study are of great importance given that diversity in the workplace is a central issue for modern public management.

Discouraging gender-biased job seekers by adapting job advertisements

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jih-Yu Mao ◽  
Xinyan Mu ◽  
Xin Liu
Keyword(s):  
Gender Discrimination ◽  
Gender Diversity ◽  
Female Employment ◽  
Job Seekers ◽  
Socially Responsible ◽  
Content Type ◽  
Job Seeking ◽  
Job Advertisements ◽  
Person Organization Fit ◽  
Diversity In The Workplace

PurposeSocially responsible organizations strive to foster gender diversity values in the workplace. As women, relative to men, tend to fall victim to gender discrimination more frequently, organizations can promote gender diversity in the workplace by either increasing female employment or discouraging job seekers who resist gender diversity from applying for positions. While more attention has been devoted to the former approach, less attention has been given to the latter.Design/methodology/approachA between-subjects experiment is conducted to test the hypotheses. Participants are randomly assigned to one of five conditions that feature different numbers of women in job advertisements.FindingsFor male job seekers who hold a male breadwinner ideology, their job pursuit intentions decrease as the number of women in job advertisements increases. Perceived person-organization fit acts as the mediating influence.Practical implicationsJob advertisements are purposed to attract job seekers who share similar values. Men who embrace male-dominant values are likely to resist and thwart the progress of gender diversity in the workplace. This study informs practitioners of how by strategically adapting job advertisements, organizations can discourage individuals who are likely to be a poor fit from applying for vacant jobs.Originality/valueThis study focuses on gender discrimination and resistance in a job seeking context from a social dominance perspective. The study informs organizations of the potential benefits of strategically adapting job advertisements.

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