MGC1010 Lecture Notes - Lecture 8: Reverse Discrimination, Disability Discrimination Act 1992, Outsourcing
30 May 2018
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MGC1010 Week 8 - Managing for Social Inclusion
What is Diversity
●
● Diversity refers to the presence of differences
● Primary Dimensions
○ Often unalterable and have strong effects on people’s perceptions
○ Eg: age, ethnicity, sexual orientation, race, physical ability, and gender
● Secondary Dimensions
○ Significant in shaping us and the reverse is also true
○ Eg: marital status, parental status, work background, income, geographic
location, etc
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find more resources at oneclass.com
Diversity and Multicultural Organisations
●
● The term diversity describes differences in race, gender, age ethnicity, physical
ability, culture and sexual orientation, among other differences. (Continues to grow
over time)
● INCLUSIVITY: the degree to which the organisation is open to anyone who can do
the job, regardless of their diversity attributes
○ This is what organisations strive to work towards
● The ‘best’ organisational cultures in this sense are inclusive, because they value the
talents, ideas and creative potential of all members
● EXCLUSIVITY has negative impacts as you could lose talent, cause lack of desire to
join organisations etc
○ Eg: Bias to choose anglo-saxon employees versus other ethnicities
Why Diversity?
● Equal opportunity, often fram as cost of abiding to the law, diversity more business-
focused
● Can connect diversity to benchmarks to business success
● A terminology which is management (rather than legally) determined
● Complements practices such as TQM, CSR and HRM
○ Practices where organisational success is aligned with people management
● Diversity now integrated into organisational strategy
● ‘For us (diversity) goes way beyond that. Diversity is about ensuring every single
person comes to work every day ad feels free to bring themselves to work...diversity
of thought, background, experiences, education...not just traditional aspects’ (Debbie
Storey, Chief Diversity Officer, AT&T)
● Competitive advantage can be achieved through inputs NOT just outputs.
Three Cases for Diversity:
1. Business Cases
● The business case is the key difference between diversity and equal opportunities
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
Mgc1010 week 8 - managing for social inclusion. Diversity refers to the presence of differences. Often unalterable and have strong effects on people"s perceptions. Eg: age, ethnicity, sexual orientation, race, physical ability, and gender. Significant in shaping us and the reverse is also true. Eg: marital status, parental status, work background, income, geographic location, etc. The term diversity describes differences in race, gender, age ethnicity, physical ability, culture and sexual orientation, among other differences. (continues to grow over time) Inclusivity: the degree to which the organisation is open to anyone who can do the job, regardless of their diversity attributes. This is what organisations strive to work towards. The best" organisational cultures in this sense are inclusive, because they value the talents, ideas and creative potential of all members. Exclusivity has negative impacts as you could lose talent, cause lack of desire to join organisations etc. Eg: bias to choose anglo-saxon employees versus other ethnicities.
