Diversity management is a process intended to create and maintain a positive work environment where the similarities and differences of individuals are valued, so that all can reach their potential and maximize their contributions to an … Your workforce, your customers, and your markets are increasingly diverse. This article outlines how this management practice emerged, and how it is enacted, and it identifies and critically discusses the two crucial areas of dissent or ambivalence within the diversity management discourse: first, the dimensionality of diversity management… To promote individual and organizational success, you must welcome diversity and manage it well. Although a widespread management approach, diversity management is far from being a well-defined and unambiguous one. Managing diversity in the workplace presents a set of unique challenges for HR professionals. There are various approaches to diversity management in corporate America; each with its own objective and methods of achievement. The diversity team and inclusion culture primarily come out of human resource and legal professionals fulfilling minimum requirements, so they are still fairly weak. The similarity-attraction paradigm explains how diversity can have negative outcomes for an organization. We discuss the major issues and objectives of managing diversity and examine the state of human resource diversity management practices in organizations. The conflict paradigm is based on the idea that every society experiences inequality based on the social differences between the dominant group and the other groups in the society. C. Encouraging someone else to assume the leadership role in the group. Diversity Management: A New Organizational Paradigm Jacqueline A. Gilbert ... of under represented individuals through proactive efforts to manage their diversity. In this talk from RSA Animate, Sir Ken Robinson lays out the link between 3 troubling trends: rising drop-out rates, schools' dwindling stake in the arts, and ADHD. The learning and effectiveness paradigm is less likely to generate the bad feelings sometimes associated with other types of diversity programs because it: a. focuses only on surface-level diversity dimensions such as gender and ethnicity. It is your job to make the most of the diversity present in your company. Access-and-legitimacy paradigm: At this phase, management has successfully elevated the culture from acceptance to active inclusion. This paper critically reviews the literature on managing diversity through human resource management (HRM). B. 5 Steps for Successfully Managing Diversity. An important, timely talk for parents and teachers. b. avoids the conflict inherent in bringing different talents and perspectives together. The cognitive diversity hypothesis explains how diversity benefits organizational outcomes. Challenges of Diversity Management. Telling them that it is your way or not at all. By Chris Kilbourne Jul 14, 2010 Special Topics in Safety Management. Hiring a diverse staff for your business creates a workforce that possesses a wide range of skills, talents and ideas. Those who subscribe to the ideas of the functionalist paradigm view society as socially stable and describes the mechanisms that are used to maintain social stability. Our review shows that inequality and discrimination still widely exist and HRM has focused mainly … You are leading and influencing when you are doing all of the following EXCEPT: A. Inviting other members of the emergency management team to discuss common goals. 2.