diversity :
any collective mixture characterised by differences, similarities and related tensions and complexities
Dimensions of diversity :
internal ( age, gender )
external ( religion, education )
organisational ( department, field )
Managing diversity :
long term strategy, ongoing process, top management commitment
benefits of managing diversity :
retaining employees, broadening perspectives, sense of belonging
stereotypes and prejudice :
stereotype = fixed, exaggerated, distorted view of group
prejudice = negative attitudes/judgements based on stereotypes
assimilation :
pressure for minorities to conform to dominant groups culture and style, based on superior assumption
the multicultural organisation :
values diversity, learns from all groups, integrates minority norms into culture
How to be multicultural : Allen and Montgomery model based on Lewin-Shein
- Unfreezing ( change current culture, commitment )
- moving ( programmes, inclusivity )
- refreezing ( institutionalise change )
difference between affirmative action and diversity
affirmative action is a government pressure, whilst valuing diversity is organisation driven and based on individual performance
Relevant legislation :
the constitution ( bill of rights )
employment equity act ( affirmative action )
labour relations act ( workplace forums, unfair dismissals )
basic conditions of employment act ( minimum standards )
B-BBEE ( ownership, management control )
sexual harassment :
any unwanted conduct of a sexual nature that is intended to affect or interfere with a persons work performance or meant to create and intimidating environment
This for that/quid pro quo sexual harassment :
superior demands sexual favours in exchange for work related benefits, blackmail
Can’t take it anymore/ hostile environment harassment :
unwelcome sexual behaviour interferes with work performance, can be anyone
