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Embracing workplace diversity

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challenging ideas about difference ... Silencing of gender, sexuality and disability ... General sense that transformation issues are not ok to speak about ... – PowerPoint PPT presentation

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Title: Embracing workplace diversity


1
Embracing workplace diversity
  • Prof Melissa Steyn
  • iNCUDISA
  • University of South Africa

2
INTERCULTURAL AND DIVERSITY STUDIES OF SOUTHERN
AFRICA
challenging ideas about difference through
research and education
3
  • When does a difference make a difference?

4
Post colonial/Post apartheid context
5
The Norm
White Male English/ Afrikaans Able
bodied Heterosexual
6
  • Ideologies of
  • superiority/
  • entitlement/
  • norm
  • Cultures of exclusion

7
Cultures of Exclusion
  • White Privilege
  • Male Privilege
  • White dominated
  • White identified
  • White centred
  • Male dominated
  • Male identified
  • Male centred

8
DEISA Studysome findings
  • Assimilationist model
  • Diversity conversation within compliance
    mentality
  • Organisational culture not really interrogated
  • Race remains THE issue
  • Suspicion and mistrust amongst black and white
  • Symbolic coding of success under whiteness
  • Legacy of inequality constantly affirming
    assumptions Whites have skills, blacks dont
  • Structure of workplaces are divisive and raced
    raced based competition
  • Greatest mobilisation happening around whiteness
    and white victimisation
  • Silencing of gender, sexuality and disability

9
  • Different along power differentials of
    Management/staff
  • General sense that transformation issues are not
    ok to speak about
  • Fear of being marked/Bringing up the past
  • No space for these conversations
  • Colourblindness avoidanceinformal methods of
    silencing
  • Need to problematise the normal informal
    processes reproduce/clone hegemonic
    relationships, creating resentments

10
  • Problem at Management /professional levels --
    not seeing it commitment issues
  • Not recognise complexity of being diversity
    literate
  • Many orgs know what policy should look like and
    know how to phrase it Dont know how to do it
  • Lip service cognitive level
  • Integral connection between the workplace and
    rest of societythe workplace is a social site

11
  • No sustained holding of processes through
    dialogue
  • Gloss invokes the right language (e.g.
    Constitution) but no more
  • Policy implementation gap
  • Ultimately its about management

12
  • How the work is seen impacts on how it can be
    done
  • Not core business
  • Uneven participation not everyone in the
    organisation involved
  • Not prioritised and rewarded

13
Benchmarks360O
14
Dimensions of diversity management
  • Visions, goals and policies
  • Leadership and accountability
  • Infrastructure and implementation
  • Work schedules and rules
  • Job design, classification, compensation
  • Employee benefits and services
  • Measurement, research, and assessment

15
Dimensions cont.
  • Recruitment, staffing and advancement
  • Diversity training and education
  • Diversity communications
  • Performance improvement, training, and career
    development
  • Community relations
  • Products, services and supplier relations
  • Marketing and customer service
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