Jul 21, · Review of diversity and inclusion literature and an evaluation of methodologies and metrics relating to health research Working paper - May Duncan Chambers, Louise Preston, Anna Topakas, Stevienna de Saille, Sarah Salway, Andrew Booth, Jeremy Dawson & James Wilsdon University of Sheffield In partnership with the Wellcome Trust Managing Diversity Literature Review In this paper we explore previous literature on the subject of managing diversity. We begin by looking at the various definitions of blogger.comted Reading Time: 9 mins This literature review will discuss the importance of diversity and inclusion, faculty and staff diversity, unconscious bias, and hiring practices. This study will further advance existing research by providing a structure for future hiring practices that can help to improve diversity and inclusion on college and university campuses, as it relates to staff and faculty diversity
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Eve Tabe. Download Download PDF Full PDF Package Download Full PDF Package This Paper. A short summary of this paper. Download Diversity literature review PDF. Download Full PDF Package. Translate PDF. Literature Review on Workforce Diversity Ekor Robert Besong pg Policies and Practice of Human Resource Management School of Economics and Management University of Minho Introduction The main focus of this report is to describe in detail the literature on diversity in the workforce in order to understand the complexity and diversity literature review of workplace diversity issues.
The report also intends to provide insights on the trends that have emerged in the field of diversity, diversity literature review information that can be used to develop new and unique approaches that fit the specific needs of particular organizations. To accomplish this, the authors summarized information on workforce diversity issues from research studies, books, and journal articles, on diversity in the workforce. The concept of workforce diversity and organizational performance has much been debated in the last five decades.
Workforce diversity and organizational culture has been frequently said to be responsible for all manner of positive and negative ills. Shani and Lau, A better understanding of the concept would allow employees in organizations to diversity literature review problems and improve performance, diversity literature review.
Diversity issues are now considered important and are projected to become even more important in the future due to increasing differences in the population of many countries. Companies need to focus on diversity and look for ways to become totally inclusive organizations because diversity has the potential of yielding greater productivity and competitive advantages.
Managing and valuing diversity is a key component of effective people management, which can improve workplace productivity. Unmanaged diversity in the workplace might become an obstacle for achieving organizational goals. In an academic context, diversity encompasses different dimensions including origin, race, gender, ethnic group, diversity literature review, language, color, attitude, values, diversity literature review, beliefs and religion Rau and Hyland, A similar list, provided by Kearney et al.
The workforce diversity emerged mainly to further the availability of equal opportunities in the workplace. This equal opportunity philosophy is aimed at ensuring that organizations make the most out of the difference from a diverse workforce rather than losing talent which might assist the organization to be more efficient and effective.
The increased mobility and interaction of people from diverse backgrounds as a result of improved economic and political systems and the recognition of human rights by all nations has put most organizations under pressure to embrace diversity at the work place.
Key words: Workforce, Diversity management DMOrganizational culture, 1. Literature Review 1. It has been conceptualized by researchers from several viewpoints. Several have looked at it from a narrow perspective, diversity literature review, while some others from a broad view. Scholars favourably disposed to a narrow definition argue that the concept of diversity should be restricted to specific cultural categories such as race and gender e.
Some opine that diversity based on race, ethnicity and gender cannot be understood in the same way as diversity based on organizational functions, abilities or cognitive orientations Nkomo, Moreover, the key issues of diversity are those that arise because of discrimination and exclusion of cultural groups from traditional organizations Cross et al. Therefore, if diversity is a concept that is inclusive to all individuals, it will become very difficult to identify discrimination practices.
The main concern of this standpoint is that a broad definition may imply that all differences among people are the same. The danger in narrowly defining diversity, however, is that only one dimension of cultural diversity race, age, ethnicity, or gender is by and large the subject of research at a time. Since a cultural diversity dimension interacts with other dimensions of diversity narrow concept of diversity would be deficient by failing to recognize these interactions. Scholars, who advocate a broad definition e.
Individuals, according to this school of thought, do not only differ because of their race, gender, age and other demographic categories, but also because of their values, abilities, organizational function, tenure and personality.
They contend that an individual has multiple identities and that the manifold dimensions cannot be isolated in an organizational setting. Apart from bringing their race, age, ethnicity, and gender, individuals also come with their particular knowledge, personality, and cognitive style diversity literature review the work place.
Therefore, in order to understand the dynamics of a heterogeneous workforce, the interactive effects of multi-dimensional diversity have to be addressed.
In addition, it is argued that a broadening of the concept of diversity has a potential positive effect on diversity management programs, diversity literature review, as it will be more acceptable if it is all diversity literature review i.
not only oriented towards specific demographic groups of employees Thomas, Theoretically the workplace diversity literature espouses three different theoretical frameworks for the examination of the possible effects of workplace diversity.
The first is social categorization, which, diversity literature review, describes the categorization of people based on salient attributes like gender, ethnicity or age, resulting in stereotyping on the basis of these differences.
Social categorization and similarity-attraction theory predict negative effects, such as reduction in within-group communication, decreased satisfaction and commitment, and increased labour turnover. This, in turn, is expected to lead to more creativity and increased performance.
Research findings suggest that several factors could be responsible for the conflicts provoked by diversity in work-team diversity literature review. Moreover, biases against out-group members seem to unfold automatically: the perception of a salient quality e. Together, these factors may combine to make diverse groups a fertile breeding ground for misunderstanding and discord. Generally, there diversity literature review empirical support for the assumption that all dimensions of diversity can lead to positive as well as negative effects Jackson et al.
On an intra-group level, this approach is typically referred to as relational demography. These divergences are likely to manifest themselves as intra-group task conflict. As diversity within a work group increases, diversity literature review, such task conflict is likely to increase. Increased diversity generally means there is a greater probability that individual exchanges will be with dissimilar others.
Members are more likely to hear views that diverge from their own, so intra-group task conflict may become more pronounced. Also, diversity literature review, cognitive tasks in organizations typically demand the experience and knowledge obtained through exposure to functional areas and organizational tenure.
Ancona and Caldwell a noted that for tasks such as those of product development teams, diversity literature review background and company tenure are likely to be particularly important because they determine one's technical skills, information, expertise, and one's perspective on an organization's history.
Age, gender, and race, in contrast, are low in job- relatedness. These empirical evidences notwithstanding, the controversy whether or not there is a positive connection between workplace diversity and organizational performance still persists.
They suggested that, while there are claimed gains for workplace diversity, there are also adverse implications. They argued that there is a paucity of stout research examining the diversity literature review of diversity upon businesses, which has raised questions about the existence of any connection between workplace diversity and business performance, diversity literature review. The business benefits of workplace diversity have been widely contested ever since the idea was conceived.
The literature review so far has showed that although there are numerous ways in which diversity has been defined, there is no definition that fully includes all the characteristics that a diverse population may bring to the workplace. It also showed that there are many forces that are driving diversity issues in organizations.
For example, there is a significant increase in women and minority populations in the workplace; an increasing number of minority youths are becoming part of the workforce; gay men, lesbians, and bisexual individuals are becoming an important part of the workforce and marketplace; people with disabilities are also increasingly entering the labor force; and more business is becoming global.
To have a diverse workforce is one thing and to manage it properly is another. There is a wide range of approaches, strategies, and initiatives for managing diversity in the workplace. No single initiative is comprehensive enough to solve all diversity issues or to successfully manage diversity in organizations; however, diversity training is one of the primary and most widely used initiatives to address diversity issues.
The literature review also revealed that diversity issues will continue because the population will become even more diverse and more companies will become global, diversity literature review. As diversity is becoming more and more complex, diversity training will continue to be an essential element of the overall diversity strategy for companies to fully reap the advantages of using a diverse workforce Michael R, et al.
However many authors have come up with some steps in ensuring effective diversity management; Wheeler conducted a survey and interviewed 69 diversity managers, consultants, and academicians and found seven innovative diversity initiatives. Those practices were, incorporation of diversity into mission statement, diversity action plans, accountability in business objectives, employee involvement from all levels and functions, career diversity literature review and planning, community involvement and outreach, and long-term initiatives directed at overall culture change.
Also, Diversity literature review offered the following nine diversity principles to enhance management practice: develop individuals, not groups; stress variance, not just average differences; treat group differences as important, but not special; tailor treatment to individuals, not groups; find the common ground; reexamine but maintain high standards; test assumptions and support claims; solicit feedback; and set high but realistic goals, diversity literature review.
Similarly, suggested the following points when practicing diversity management: guide the initiatives with strategic perspectives; start the change process with careful assessment of one's own bias; secure commitment from senior management and entire organization by developing business rationale; use nontraditional organization approaches to address diversity issues; conduct solid diversity research to identify issues.
From the above literature review, it is evident that some companies are responding to workforce diversity programs just to avoid legal consequences while others are reaping from the adoption of such program. The case for diversity can be distinguished between social justice or moral case for diversity or business case for diversity. From the social justice and moral case for diversity, employers are engaged in diversity management in order to reduce disadvantages experience by minority groups and to avoid discrimination claims from minority groups.
In contrast, Michael R, Carrel Norbert F, et alargued that being in compliance with equal opportunity laws is not enoughorganizations must recognize the business necessity of having a diverse workforce. While both types are valuable, organizations that combine both of them simultaneously will have the greatest advantages Freya Kristensen and Sean Markey. This section establishes the case for and against workforce diversity from past research studies.
Valuing diversity means recognizing that differences diversity literature review not absolute but are variables and that differences enables organization to be more effective because diversity literature review can capitalize on heterogeneity of perspectives and talents to find the superior solution for each particular situation. Another positive effect of diversity in the workplace is to overcome cross-cultural challenges as the business expands and go international.
This is a very important benefit derived from cultural diversity of the employees because many modern companies have global expansion on their corporate agendas. With expansion into other countries sets a range of obstacles including, but not limited to, gathering information about local customs and laws in the foreign country, assessing risk, and designing strategies to overcome those risks. When an organization has a culturally diverse workforce, it can use the information and knowledge of the individual workers to achieve these objectives and diversity literature review the aforementioned obstacles.
For example, a Portuguese company trying to expand its business in Cameroon can draw information about the Cameroonian federal and provincial laws that apply to the business, insurances required, and applicable tax regulations from an employee from Cameroon with such knowledge. Organizations that adopt diversity policies and integrate diversity into their corporate culture should see decreased cost in terms of lower worker turn over Stranberg, One negative effect of cultural diversity in the workplace is the increased tendency of organizational personnel to indulge in interpersonal diversity literature review. Culturally diverse workers have different opinions, thoughts, beliefs, norms, customs, values, trends, and traditions.
Not so obvious dimensions, such as culture, religion, and politics, diversity literature review, only show up with the passage of time, diversity literature review. The core of individual identity constitutes the tertiary dimensions and exists deep beneath the surface, diversity literature review.
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multicultural teacher education, this literature review paper analyzed issues and problems existed in the current curriculum, content, and practicum in traditional teacher education programs in addressing cultural knowledge and competence of preparing pre-service teachers in a multicultural society. Drawing from implications from Jul 21, · Review of diversity and inclusion literature and an evaluation of methodologies and metrics relating to health research Working paper - May Duncan Chambers, Louise Preston, Anna Topakas, Stevienna de Saille, Sarah Salway, Andrew Booth, Jeremy Dawson & James Wilsdon University of Sheffield In partnership with the Wellcome Trust Managing Diversity Literature Review In this paper we explore previous literature on the subject of managing diversity. We begin by looking at the various definitions of blogger.comted Reading Time: 9 mins
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