Quiz 2 Flashcards
(46 cards)
DIVERSITY? WHY IS IT IMPORTANT?
Because white men are not the only people in industry. Women have been increasing in the work force, while men have seen a steady decline.
Whites in the work place has been reduced as well, by 20% (63%)
75% percent of the worlds population will reside in Asia and africa by 2040
India will have the largest pop in 2030
GENDER GAP
47% of women are in the work force. yet, only 3.6% are CEO’s of fortune 500 companies
how many women are in c-suite positions
19%
they are underrepresented at every level
disparity in racial leadership
people of color make up nearly one third of the work force. Yet, less than 5 percent of fortune 500 CEO’s
DIVERSITY VS. INCLUSION
Diversity
• Quality of being diverse; difference
Inclusion
• The state of being valued, respected and supported.
• An inclusive work environment is where everyone has an opportunity to fully participate in creating business success and where each person is valued for his or her distinctive skills, experiences and perspectives.
Where does diversity and inclusion fit into the employee life cycle?
Recruitment and Selection
EMPLOYMENT CYCLE
Recruitment
Selection
Performance
Succession
Development
Transition
Explanation of workplace outcomes
- Individual Traits of Employees
- Bias and Discrimination of Decision Makers
- Sociocultural Organizational Context
INDIVIDUAL TRAITS OF EMPLOYEES (EWO)
- Primary cause of differential workplace outcomes based on internal traits of members of various social identity groups
- Focus: Stable person-based factors (“P” variable)
ü Differences in ability and motivation
ü Differences in biology
Google’s Ideological Echo Chamber
James Damore’s Ten page manifesto that included discriminatory words towards women.
● Google’s political bias has equated the freedom from offense with psychological safety,
but shaming into silence is the antithesis of psychological safety.
● This silencing has created an ideological echo chamber where some ideas are too
sacred to be honestly discussed.
● The lack of discussion fosters the most extreme and authoritarian elements of this
ideology.
○ Extreme: all disparities in representation are due to oppression
○ Authoritarian: we should discriminate to correct for this oppression
● Differences in distributions of traits between men and women may in part explain why we
don’t have 50% representation of women in tech and leadership.
● Discrimination to reach equal representation is unfair, divisive, and bad for business.
Thoughts on diversity?
Is it good:
• Creates better culture
• Improves organizational
outcomes
• Proactive approach
vs.
Is it bad:
- Uncomfortable
- Unfair
- Disrupts the status quo • Not a priority
BIAS OF ORGANIZATIONAL DECISION-MAKERS (EWO)
Based off the belief that differential workplace outcomes based on biased behavior toward members of different social identity groups resulting in discriminatory decisions
Focus: Stereotypes held by decision makers (“P variable”)
üAbout social identity groups
üAbout traits required of jobs
üPrototypical leader
MICROAGGRESSIONS
FORM OF EVERYDAY, INTERPERSONAL DISCRIMINATION THAT ARE AMBIGUOUS. MOST OFTEN COME IN SUBTLE FORMS
PERCEPTIONS OF MICROAGGRESSIONS AGAINST ASIANS
Examined subtle forms of discrimination
among Asian and White participants
Positive stereotypes were perceived differently between Asian and White participants
Asians tended to view positive stereotypes as more problematic than did White participants
HOW MIGHT BIAS IMPACT DECISIONS THAT ARE MADE IN THE EMPLOYEE LIFE CYCLE?
Reduces selection in the first two stages of the employee circle.
Recruitment and Selection
Audition culture in the past
Drastically improve the number of women musicians being hired.
Antecedent to it, women were considered more temperamental, had smaller techniques than men.
o Handpicked by music director
(-0% NY Phil)
IMPACT OF “BLIND” AUDITIONS ON FEMALE MUSICIANS
Names are not revealed until the last blind round
// Screen is used to hide the candidate
// Each candidate is given a number
// Jury rates rates the candidate next to a number on a sheet of paper
% of new hires who are female increased to 35%
// Biases in hiring practices can have a sizable impact on who gets hired and who doesn’t.
IMPACT OF “BLIND” AUDITIONS ON FEMALE MUSICIANS
// Biases in hiring practices can have a sizable impact on who gets hired and who doesn’t.
IMPLICATIONS OF GENDER BIAS
// Science faculty rated male research assistant applicants as more competent and hirable, and indicated they would provide higher salaries
and more mentoring than female applicants (Moss-Racusin et al., 2012)
// Male scientists received stronger letters of recommendation than female scientists applying for post-doctoral positions
(Dutt, Pfaff, Bernstein, Dillard, & Block, 2016)
// Women were given less credit for successful team outcomes and
receive more blame for failed team outcomes, as compared to men (Hayes & Lawrence, 2012)
// Mothers were less likely to be hired and promoted, held to higher
performance standards, and were offered $11,000 less than non-mothers
Kurt Lewin
one of the first pioneers who examined the study of how society affects a person’s thoughts, feelings, and actions. (SS)
Field theory: B=f(P ,E)
a Gestalt psychologist
A person was defined as Properties/characteristics of the individual. (needs, beliefs, values, abilities),
a way of representing essentially the same psychological facts of “life space” itself, and
“the the behaving self”.
Lewinian Perspective
- Can I bring my“whole self” to work?
- What aspects of my identity should I suppress or highlight?
- What costs are there for doing so?
- What meaning does my social identity hold in this environment?
- What challenges might I face based on the meaning of my social identity in this environment?
- What privileges might I accrue based on the meaning of my social identity?
• What are my identities?
• How identified am I
with my various valued and devalued aspects of my identity?
• How identified am I with the organization?
- Sociocultural Organizational Context (EWO)
- Context matters!
- Locates the cause of disparities in the situation/environment as opposed to the individual
- Takes into consideration:
- Who has power
- Who is in my network?
• Who can bring me up the
ladder?
• Systemic inequalities that differentially advantage and disadvantage certain groups
WHICH METHOD MIGHT BE THE EASIEST TO IMPLEMENT IN AN ORGANIZATION?
I believe it’s individual traits of employees would be the easiest to change in an organization.
ü inexpensive
ü fastest to implement
However, it’s changes in biases in decision makers and sociocultural organizational context that make the most effective change.
Modern Workplace Trends
- Globalization
- Service economy
- Increased Technology
- Knowledge workers
Need for KSAO Developed
