Diversity climate is defined as organizational members' attitudes and perceptions toward people from cultural groups other than their own." (Kinicki & Kreitner 2009). To develop an effective diversity climate, organizations should understand the reasons for diversity and then set goals that will create diversity. “An organization must learn the value of cultures, create diversity plan and find a means to ensure the success of the diversity plan.” (Moon, 1997)
Working in any health care oriented organization, cultural differences are of a vast variety. Strong non-judgmental attitudes are expected, especially when there are many lifestyles present. I am very impressed with the intense cultural training I have received while working for the state of Louisiana as a child protection investigator, and now working with HIV/AIDS patients. Parents rear their children based on how they were disciplined. What some cultures would consider normal modes of discipline, others would consider abusive. The same cultural differences present themselves in the workplace. Presented is a variation of the model my organization uses when training new recruits to work directly with people living with HIV/AIDS. Someone who has never been exposed to gay or transgendered people may find themselves shocked by the variations of those we work with. Its important to remember those things we have in common, instead of focusing on the differences.
My model for analyzing diversity would place “Diversity Climate” as the core of the model followed with steps for analyzing and implementing diversity in a hierarchical manner. With Diversity Climate as the center of my model, the first step would be to set diversity goals within the organization.
1. Training leaders of the organization. Management must find leaders who understand diversity climate and develop the vision for organizational culture change. It is important for leaders to understand why creating diversity makes an organization stronger.
2. Educate new leaders. Educate new recruits in the diversity of other cultures or hire those from other cultures. Included in the education would be oral presentations, as well as written literature and quizzes. Part of this training would be a mentoring phase, where seasoned leaders can show new recruits firsthand how to handle diversity issues that may arise. Policies involving diversity and cultural differences are to give equal opportunity without regard to age, gender, race, sexual orientation, culture, or religion.
2. Periodic assessments. This will be to help identify issues in regard to cultural diversity. Assessments would include evaluations and on-going policy reviews for new developments pertaining to diversity climate. Allowing feedback for new managers and employees is a valuable source of information.
3. Reward system. A reward system will put in place for those who excel. Not only for those who are rewarded, but it gives others incentive as well. Rewards bring better results and give everyone involved a sense of belonging. Employers also experience increases in productivity and greater efficiency. Through workplace rewards and incentives, employers and workers enjoy a positive and productive work environment. “Workplace diversity programmes involve many elements; however, measurement, monitoring and accountability are key issues which are especially useful at business unit as well as company level. Improved diversity at management level is one indicator of successful diversity integration. One of the most effective actions has been to include diversity in management appraisal systems.” (Grosser, 2007)
4. Achievements and Conclusions. Once or twice a year, achievements and conclusions are to be reported. This is to identify any issues that may still be present or have developed over time. Feedback for improvement from all levels within an organization will lead to employment satisfaction.
“Organizations must provide a diversity climate for all. We can attract valuable managers if diversity in the work place is our goal. Diversity climate eliminates ethnocentrism and prejudices. By putting into place a Diversity Climate Model, we can identify issues as we become aware of them. “Communicating in a more effective and structured way, corporate or operational diversity strategies and activities will provide competitive advantages in talent recruitment, CSR and market accessibility” (Grochel, 2007). Diversity Climate is necessary to ensure a good working environment, employee satisfaction, and attracting talented people.. When we are able to identify and address judgmental attitudes, we can effectively resolve them.
Kate Grosser, (2007): DIVERSITY. The A to Z of Corporate Social Responsibility. Retrieved October 8, 2011 from http://www.credoreference.com/entry/wileyazcsr/diversity
Kinicki, A., & Kreitner, R. (2009). Organizational Behavior: key concepts, skills, & best practices (4th Ed.). New York, NY: McGraw-Hill
Moon, M. (March 1997): Understanding the Impact of Cultural Diversity on organizations Retrieved on October 8, 2011 from http://www.au.af.mil/au/awc/awcgate/acsc/97-0607c.pdf
S. Groschl and Co-Authors, (July 2011) New Findings on Hospitality Management. Retrieved October 8, 2011, from ABI/INFORM Trade & Industry. (Document ID: 2391905981).
No comments:
Post a Comment