What are the 3 theoretical contributions in diversity management?

What are the 3 theoretical contributions in diversity management? Thomas and Ely proposed three types of perspectives for managing diversity at the organizational level: discrimination-and-fairness, access-and-legitimacy and integration-and-learning.

What are theories of diversity? The cognitive diversity hypothesis suggests that multiple perspectives stemming from the cultural differences between group or organizational members result in creative problem solving and innovation.

What are the four types of approaches to managing diversity in Organisations? Based on the results, they identified four different approaches – Identity Blind, Assimilation, Inclusive Differentiation, and Equitable Transformation. These managers took account of individual differences between employees such as personality or work styles, while turning a ‘blind eye’ to race or gender.

What are the three diversity paradigms? Three different paradigms of diversity management, namely, discrimination and fairness, access and legitimacy, and learning and effectiveness, will be explored.

What are the 3 theoretical contributions in diversity management? – Additional Questions

What paradigm is important in diversity management?

The Discrimination-and-Fairness Paradigm. Using the discrimination-and-fairness paradigm is perhaps thus far the dominant way of understanding diversity.

What is access and legitimacy paradigm?

The idea that diversity should be implemented in order to gain market share in diverse markets is sometimes called the Access and Legitimacy Paradigm. Hiring diverse workers can give you access to markets that otherwise might be tough to conquer.

What is integration paradigm?

1. The Collaborative Integration Paradigm describes the relationships among purposes for collaboration, types of partners, and degrees of integration from diverse individual, organizational or disciplinary partners into the processes and outcomes of the collaboration.

What is deep-level diversity?

Deep-level diversity includes non-observing characteristics — that is, traits that are not visible. These include attitudes, values, and religious beliefs. They are similar to hidden diversity in that they aren’t distinguishable visually.

Which of the following is a difference between the access and legitimacy paradigm and the learning and effectiveness paradigm group of answer choices?

The access and legitimacy paradigm focuses on the surface-level diversity dimensions of sex, race, and ethnicity, whereas the learning and effectiveness paradigm focuses on integrating deep-level diversity differences, such as personality, attitudes, beliefs, and values, into the actual work of an organization.

What are the two basic types of diversity training programs?

There are two basic types of diversity training programs: awareness training and skills-based diversity training.

How do you manage diversity in the workplace?

7 Tips to Manage Diversity in the Workplace
  1. Stop Thinking of Diversity as a Buzzword.
  2. Make Diversity Part of Your Hiring Process.
  3. Build Connections to Create Talent Pipelines.
  4. Make Sure Leadership Is Aligned with Your Goals.
  5. Examine Your Policies to Fight Systemic Inequality.
  6. Create a Culture of Empathy and Forgiveness.

What is effective diversity management?

Diversity management is the organization’s structured and designed responsibility to hire, compensate, encourage, and maintain a diverse workforce with inclusivity and blend the individuals’ unique cultural characteristics for the greater good.

What are the barriers of diversity management?

5 Barriers to diversity and inclusion in the workplace
  • Informal mentoring.
  • Insensitivity.
  • Lack of inclusion.
  • Microaggressions.
  • Lack of role models.

What are the 4 types of diversity?

There are generally four different types of diversity: internal, external, organizational, and worldview—and you should aim to understand and represent them all. Keep reading to learn more about each one and how diversity affects the workplace.

What are the 7 key areas of diversity?

But, generally, when it comes to workplaces, there are 7 primary types of diversity we can see:
  • Race and Ethnicity.
  • Age and Generation.
  • Gender and Gender Identity.
  • Sexual Orientation.
  • Religious and Spiritual Beliefs.
  • Disability.
  • Socioeconomic Status and Background.

What are the 7 biggest diversity issues in the workplace?

7 Biggest Diversity Issues in The Workplace
  • Acceptance and Respect.
  • Accommodation of Beliefs.
  • Ethnic and Cultural Differences.
  • Gender Equality at the workplace is yet to go mainstream.
  • Physical and Mental Disabilities.
  • Generation Gaps.
  • Language and Communication.

What are the 5 key areas of diversity?

We’re focusing here on the five most common areas of diversity that companies identify.
  • Cultural Diversity. The modern working world has been defined by one central phrase: culture fit.
  • Racial Diversity.
  • Gender Diversity.
  • Physical Disabilities.
  • Diversity in Interests.
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