Diversity Question Flashcards
Not being diverse affects motivation. What are the theories:
Herzberg two-factor theory 1959: Lack of empowerment, achievement= no job satisfaction/motivators, Maslow’s hierarchy of needs: Self-esteem/ self-actualisation needs not fulfilled (not reached potential), Adam’s equity theory 1963/65) : reduce inputs as outputs such as recognition are not there, perceived as ‘funfair’ - no ‘balance’ (depends how tolerant)
Definition:
where difference is recognised and emphasised, but not actively leveraged to drive organisational success.
CIPD- Diversity is an important..
aspect of good people management
Rousseau 1990:
‘the psychological contract is promissory and reciprocal in nature’
Diversity affects the … part of the psychological contract
Relational expectations
The psychological contract is broken by..
Trust/promises made during recruitment and selection, extremely difficult to fix
HRM is now more ‘unitary’ since..
The 1980’s - but who doe it ultimately benefit?
Diversity can be shown through employer brand via:
Marketing statement, HR policies, 0 tolerance approach, CIPD podcast: putting people on the website, define an organisations values, acknowledge differences through policy
Diversity can be shown in job analysis/ recruitment and selection via..
Having flexible job descriptions, looking for a person-environment fit, no in-direct discrimination via setting criteria that adversely affects a particular group, recruitment and selection - training to interview people, blind recruitment
Diversity can be shown via culture through..
line managers and workers, 0 tolerance approach to bullying, no victimisation, engagement at all levels, monitoring/data analysing, surveys, commitment to L&D for staff, CEO embedding diversity in strategy
4 ways diversity can be shown in a business:
Employer brand, Job analysis/R and S, Culture, Performance management/promotion (inclusive approach)
Equality definiton:
Making sure people are not disadvantaged, discriminated against or excluded from participation
Drivers of diversity:
Recognition of benefits, globalisation, changing legislation around ‘fairness at work’, changing employee expectations, & (3 main!)
Then the 3 main drivers/ benefits:
Social/moral case: increased ethical responsibility, CSR, reputation. Business case: diverse organisations perform better. Legal case: avoid prosecution, tribunals, conflict and damage to reputation
Difficulties not being diverse:
Lack of innovation, trouble attracting/retaining employees, legal consequences, damage to reputation, lack of engagement/bad people management, non-agile
Two approaches to PM:
Inclusive or Exclusive
Companies can choose between two ways of being diverse during R and S: Jewson and Mason (1986)
Radical approach: positive discrimination is sometimes used as intervention is acceptable to achieve equality. Liberal approach: everyone should have the right to ‘universal standards of justice and citizenships’ fair treatment regardless of their background (Bloisi 2007)
Who is involved?
Everyone in the business, fro CEO to workers
Which practices may result in discrimination?
‘Exclusive’ or ‘inclusive approach to promotion/PM, in-direct discrimination on job descriptions, harassment/ victimisation (after claim), bad culture, little consequences/policies, direct via not hiring women/POC, failure to comply with the law, e.g. the equality act/10 protected characteristics
The Equality Act 2010..
Harmonised legislation that organisations have a duty to make ‘reasonable adjustments’ to the workplace to facilitate disabled employees, has 9 protected characteristics from discrimination
The Equal Pay Act..
1970
Kent Police Case
Again officer won case against fellow officer on the grounds of racial discrimination and victimisation. It was found that a grievance in 2014 was not properly investigated and he was treated differently after making the claim
Pay Gap is high profile, the figures:
April 5th 2018: 8% no pay gap, 2019: 12% have no pay gap, between women and men remains the highest gap in the UK.
31% of women claimed to..
have been sexually discriminated against whilst looking for/being at work
