DIVERSITY ORGANIZATIONS

 Diversity organizations affect the experiences of minority workers

  Diversity of workers can be used as an organizational advantage

1)      Sue’s multicultural model

Organizational development model: Improving organizationsand their employees  through applied research

Multicultural organizational development: Organizations have to be aware and corcerned with social justice issues.The solution is recognizing and valuing diversity.

Monocultural organizations

  Primarily eurocentric and ethnocentric

  Grounded in a white european culture

  Minority group must assimilate to be accepted

Nondiscriminatory organizations

  Recognise the need for reconsideration of human resource systems

  Hesistant to actualize any systemic policy

Multicultural organizations

  Valuing diversity and see it as an advantage

  Seek to provide equal diversity

Barriers of MOD

  The lack of knowledge

  Dominant organizational ethnocentrism prevents these organizations

  Ongoing interpersonal and organizational discrimination

Contributions of MOD

  Offer many lessons for diversity practitioners

  Diversity efforts must be pervasive to be effective

  What equal treatment really means in diverse organizations

2) Cox’s acculturation model

  An adoptation of earlier work on cultural integration

  Which cultural bias is allowed to flourish in the organizations through prejudice and discrimination

Monolithic organizations

  Have the least amount of integration

  Homogenous

  Occupational segretion to minority group members

Plural organizations

  More heterogeneous and more integrated

  May remain skewed integration across function, level and work group

  Training in order to promote diversity

Multicultural organizations

  Diversity is present in all key committees

  Put upon the structural integration of minority group members for the purposes of decision making

  Include training, specifically on manging diversity, new member orientation

3)Thomas and Ely’s diversity paradigms

  Focus upon organizational paradigms

  Member of identity group bring value

  Diversity should be understood as the varied perspectives and approaches to work that members of different identity groups bring

Discrimination and fairness

Preoccupied with recruitment and retention goals

The staff may become diverse but the work does not

 Emphasis on conformity and assimilation

Access and legitimacy

  Focus on differentiation and embrace diversity

  Embrace diversity because it is seen as an avenue to more revenue

  Categorize workers and minority workers feel used and exploited

Learning and effectiveness

  Focus on integration

  Members can say “we’re all on the same team, with differences”

  Lets organization internalize differences

  

Sue’s multicultural model	Cox’s acculturation model	Thomas and Ely’s diversity paradigm
Take a social activist approach to encourage organizations to think about dominance rather than simply business	Focus on dimensions of integration	Focus on positioning diversity as an opportunity for organizational learning
l  Monocultural organizations	l  Monolithic organizations	l  Discrimination and fairness
l  Nondiscriminatory organizations	l  Plural organizations	l  Access and legitimacy
l  Multicultural organizations	l  Monocultural organizations	l  Learning and effectiveness

Overcharging themes

  Stages of development

  Eliminate assimilation and conformity as core values

  New thinking about fairness: Fairness is the ability to make judjments free from discrimination or dishonesty

  Identification and engagement:Employees must be able to identify with their workplace so that they may be full engaged in their job

  These three models offer organizational practitioners and even employees valuable information

  That models can be used as benchmark and which can motivate other organizations