Unlocking the Benefits of Diversity

Abstract

As the demographic composition of organizations in the United States rapidly shifts, such that minority groups are becoming the numerical and economic majority, organizations are grappling with ways to manage diversity in the workplace. The two forms of diversity initiatives most frequently implemented in organizations—colorblindness and multiculturalism—have clear benefits; however, each also contributes to feelings of exclusion by different organizational members. In this article, the authors describe problematic issues raised by these two approaches to diversity and offer an alternative perspective—all-inclusive multiculturalism, or the AIM model. The authors posit that AIM serves as a catalyst for positive and effective organizational change through the development of social capital and positive relationships at work and enables organizational members to grow to their fullest potential.

Working to reduce the effects of discrimination: Identity management strategies in organizations.

“…Color-blind policies focus on ignoring different group identities and emphasize an overarching organizational identity (Stevens, Plaut, & Sanchez-Burks, 2008). Because this approach stresses individual accomphshment (Stevens et al, 2008), it is favored by those who beheve in individual merit and meritocracy (Thomas, Mack, & Montagliani, 2004).…”

“…Because this approach stresses individual accomphshment (Stevens et al, 2008), it is favored by those who beheve in individual merit and meritocracy (Thomas, Mack, & Montagliani, 2004).…”

Intercultural Leadership: Variations in Chinese Canadian Perspectives of Career Mobility into Senior Leadership Roles

“…The current study uncovered evidence of assimilation and integration for most participants, with some who felt marginalized. Two forms of diversity initiatives are most frequently implemented in organizations: colour blindness (assimilation melting pot) and multiculturalism (Stevens, Plaut, & Sanchez-Burks, 2008). The multiculturalism approach aligns with the goals of ABC Bank and with national goals.…”

Contesting gender stereotypes stimulates generalized fairness in the selection of leaders

“…Changes in demographics of a nation are also reflected in companies and have led to a more heterogeneous workforce over the last decades (Stevens, Plaut, & Sanchez-Burks, 2008). This research shows that using this existing diversity in a workforce, e.g.…”