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Printable Handouts
Navigable Slide Index
- Introduction
- Agenda
- What is diversity and why manage it?
- Workforce diversity
- More diversity at the bottom
- Reasons for workforce diversity
- Diversity: the business case
- Workforce diversity effects
- What are diversity paradigms?
- Diversity management paradigms
- Discrimination and fairness
- Access and legitimacy
- Integration and learning
- Most common diversity management activities
- Diversity recruitment
- Diversity values
- Visual diversity (1)
- Visual diversity (2)
- Diversity training
- Information dissemination
- Skill training
- Awareness training
- Diversity training risks
- Mentoring
- Does mentor-mentee similarity matter?
- Does mentoring impact employee retention?
- Designing a diversity management program
- Diversity management paradigms
- Diversity management pathways
- Diversity management recap (1)
- Diversity management recap (2)
- Thank you & references
This material is restricted to subscribers.
Topics Covered
- Defining workforce diversity
- Workforce demographic changes
- Business case for diversity
- Diversity effects in organizations
- Diversity management paradigms
- Diversity recruitment
- Diversity training
- Diversity skill training
- Diversity awareness training
- Mentoring a diverse workforce
- Employee network groups
- Designing diversity management programs
Talk Citation
Kulik, C.T. (2019, April 30). Diversity management [Video file]. In The Business & Management Collection, Henry Stewart Talks. Retrieved November 23, 2024, from https://doi.org/10.69645/EUAP2720.Export Citation (RIS)
Publication History
Transcript
Please wait while the transcript is being prepared...
0:00
Hello, and welcome to this presentation on "Diversity Management".
My name is Carol Kulik.
I'm a professor in the School of Management at the University of South Australia.
My research usually focuses on three topics:
human resource management practices,
organizational fairness, and diversity management.
What fascinates me about
diversity management is the challenge it presents to organizations.
Usually in organizations, our goal is to treat everyone the same.
Organizations establish policies that spell out how things work,
and we expect that policy to be applied consistently over time and across people.
That's usually what we mean by fairness,
treating everyone the same way every time.
But diversity management requires that organizations be more flexible and more creative.
To manage a diverse workforce,
sometimes you have to treat people differently.
That requires a very different idea about fairness.
In diversity management, we're trying to figure out how to make
an organization work for people with different needs,
different backgrounds, and different skills.
1:07
Here's the agenda for this presentation.
I'm going to start by defining diversity
and explaining why organizations need to manage it.
I'll then tell you about diversity management paradigms,
the different philosophies that motivate
organizations to launch diversity management programs.
We'll talk about several different kinds of diversity management activities,
the methods by which organizations do diversity management.
I'm focusing on three of the most popular methods:
diversity recruitment, diversity training,
and mentoring a diverse workforce.
Then at the end of the presentation,
we'll pull it all together and talk about designing
a diversity management program from start to finish.