Diversity in Organizations Summary

Diversity in Organizations Summary

Chapter 1: Introduction

Diversity is the perceived or real differences in people’s sex, ethnicity, race, mental and physical ability, age, sexual orientation, family and work status, religion, appearance, weight, social class, and other identity-related areas (Bell & Leopold, 2022). Diversity plays a vital role in creating a competitive advantage by enabling an organization to effectively manage costs, acquire resources, be creative, market its products and services, solve problems, and adapt to changes(Bell & Leopold, 2022).In cost management, diversity impacts the costs incurred due to employee turnover, litigation, and lost business. Diversity facilitates the effective adaptation to changes by encouraging openness to experience and cognitive, multicultural, and multilingual flexibility. Diversity can also be vital in improving the organizational strategy, promoting cooperative behavior, and increasing stock prices. Diversity in organizations is stimulated by legal, social, moral, and economic pressures. These pressures may create challenges that impact organizations’ effective implementation of diversity plans. For example, introducing diversity in organizations may be challenging when there are dysfunctional communication processes among individuals from different gender, ages, ethnic, and racial backgrounds, the perception that non-conventional workers are not qualified for a job, harassment, discrimination, and reduced satisfaction, commitment, and attachment. Despite the challenges, organizations should focus on promoting diversity to enhance organizational effectiveness through increased job involvement. Job satisfaction, organizational citizenship behaviors, and organizational loyalty. Hire our assignment writing services in case your assignment is devastating you.

Chapter 2: Theoretical Background and Foundation

According to Bell & Leopold (2022), non-dominant or minority group members are those dominated by the dominant or majority group, members based on prestige, power, and privilege. One of the factors that create a foundation for diversity is identifiability. The majority and minority group members must distinguish cultural or physical traits that enable people to be set aside for special treatment for subordination systems to create identifiability. Stigma influences identifiability, which includes deviations from the typical individual or desired norm. Diversity is founded on differential power, discrimination, characteristics analysis, and group awareness. When developing diversity, organizations may be impacted by social categorization and stereotyping because people use categorization to cope with and simplify the wide range of information they are exposed to (Bell & Leopold, 2022). Social identity and social categorization may create out-group biases and in-group favoritism, attribution errors, multiple group memberships, and non-dominant groups in an in-group. Organizations can address the issues related to social categorization and identity by eliminating stereotypes by leading aversive racists to determine the discrepancies in their behavior and values, thus increasing the desire to reduce it and developing cognitive dissonance, encouraging groups to view themselves as members of one, superordinate group and engaging the members in the group in activities to achieve superordinate, shared goals.

Chapter 3: Legislation

Diversity in organizations is impacted by various decisions made by the United States judicial, legislative, and executive branches. The federal acts that impact diversity include Executive Order 8802(1941), the Equal Pay Act of 1963, the Emancipation Proclamation (1863), Title  VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Executive Orders of Affirmative Action(EO 11246 in 1965 and 11375 in 1966), Vietnam Era Veterans’ Readjustment Assistance Act of 1974, Rehabilitation Act of 1973, Sections 501 and 505, Civil Rights Act, EEOC Guidelines on Sexual Harassment 1980, Family and Medical Leave Act of 1993, Americans with Disabilities Act of 1990, Title I, Lilly Ledbetter Fair Pay Act of 2009, Genetic Information Nondiscrimination Act of 2008, Family and Medical Leave Act of 1993 and Americans with Disabilities Act Amendments Act of 2008. The laws focus on preventing inequitable treatment and discrimination of certain groups of people. Organizations also use fair employment practices to encourage diversity by prohibiting discrimination or preferential treatment of a specific group.

References

Bell, M. P., & Leopold, J. (2022). Diversity in organizations. Cengage.

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Exercise Content

Read the following chapters from the free e-textbook located under the “Course Information and Resources” folder.

Diversity in Organizations Summary

Write a 2-page summary using APA format. Assignment Due: 07/02/2023 11:59 pm EST

Chapter 1. INTRODUCTION
Chapter 2. Theoretical Background and Foundation
​Chapter 3. Legislation