Usually initiated by Human Resources professionals and managed by department heads and supervisors, an effective diversity management program will promote recognition and respect for the individual differences found among a group of employees.
Advertisement In Brief Decades of research by organizational scientists, psychologists, sociologists, economists and demographers show that socially diverse groups that is, those with a diversity of race, ethnicity, gender and sexual orientation are more innovative than homogeneous groups.
It seems obvious that a group of people with diverse individual expertise would be better than a homogeneous group at solving complex, nonroutine problems. It is less obvious that social diversity should work in the same way—yet the science shows that it does. This is not only because people with different backgrounds bring new information.
Simply interacting with individuals who are different forces group members to prepare better, to anticipate alternative viewpoints and to expect that reaching consensus will take effort.
The first thing to acknowledge about diversity is that it can be difficult. Supreme Court justices disagree on the virtues of diversity and the means for achieving it. Corporations spend billions of dollars to attract and manage diversity both internally and externally, yet they still face discrimination lawsuits, and the leadership ranks of the business world remain predominantly white and male.
It is reasonable to ask what good diversity does us. Diversity of expertise confers benefits that are obvious—you would not think of building a new car without engineers, designers and quality-control experts—but what about social diversity? What good comes from diversity of race, ethnicity, gender and sexual orientation?
Research has shown that social diversity in a group can cause discomfort, rougher interactions, a lack of trust, greater perceived interpersonal conflict, lower communication, less cohesion, more concern about disrespect, and other problems.
So what is the upside? The fact is that if you want to build teams or organizations capable of innovating, you need diversity.
It encourages the search for novel information and perspectives, leading to better decision making and problem solving. Diversity can improve the bottom line of companies and lead to unfettered discoveries and breakthrough innovations.
Even simply being exposed to diversity can change the way you think. This is not just wishful thinking: Information and Innovation The key to understanding the positive influence of diversity is the concept of informational diversity.
When people are brought together to solve problems in groups, they bring different information, opinions and perspectives. This makes obvious sense when we talk about diversity of disciplinary backgrounds—think again of the interdisciplinary team building a car. The same logic applies to social diversity.
People who are different from one another in race, gender and other dimensions bring unique information and experiences to bear on the task at hand. A male and a female engineer might have perspectives as different from one another as an engineer and a physicist—and that is a good thing.
Research on large, innovative organizations has shown repeatedly that this is the case. First, they examined the size and gender composition of firms' top management teams from through Then they looked at the financial performance of the firms.
They found that companies that prioritized innovation saw greater financial gains when women were part of the top leadership ranks. Racial diversity can deliver the same kinds of benefits. In a study conducted inOrlando Richard, a professor of management at the University of Texas at Dallas, and his colleagues surveyed executives at national banks in the U.
Student Leader Learning Outcomes (SLLO) Project provides universal methods and tools for staff throughout Texas A&M University to use with student leaders in student organizations, programs, or activities to help in the assessment and documentation of enhanced learning in relation to the students’ leadership experiences. The practice of addressing and supporting multiple lifestyles and personal characteristics within a defined group. Management activities includes educating the group and providing support for the acceptance of and respect for various racial, cultural, societal, geographic, economic and political backgrounds. Nov 15, · Diversity management is a strategy that is intended to foster and maintain a positive workplace environment. Usually initiated by Human Resources professionals and managed by department heads and supervisors, an effective diversity management program will promote recognition and respect for the individual differences found among a group of employees.
For innovation-focused banks, increases in racial diversity were clearly related to enhanced financial performance. Evidence for the benefits of diversity can be found well beyond the U. In August a team of researchers at the Credit Suisse Research Institute issued a report in which they examined 2, companies globally from tolooking for a relationship between gender diversity on corporate management boards and financial performance.Diversity definition is - the condition of having or being composed of differing elements: variety; especially: the inclusion of different types of people (such as people of different races or cultures) in a group or organization.
How to use diversity in a sentence.
When we draw on the wisdom of a workforce that reflects the population we serve, we are better able to understand and meet the needs of our customers-the American people.
Jun 13, · Diversity management is the key to growth in today’s fiercely competitive global marketplace. No longer can America’s corporations hide behind their lack of cultural intelligence.
The Society for Human Resource Management (SHRM) is the world’s largest HR association, with , members creating better workplaces.
SHRM – The Voice of All Things Work. Definition of diversity management: The practice of addressing and supporting multiple lifestyles and personal characteristics within a defined group. Management activities includes educating the group and providing support for the. Meyer’s story illustrates in microcosm the challenge of gender diversity in global corporations.
Since the passage of the Civil Rights Act in , organizations have devoted substantial efforts to increasing the representation of women among their ranks and to “normalize” women in the workplace.