MHR 600 Lecture Notes - Lecture 10: Reverse Discrimination, Absenteeism, Organizational Architecture
2 Apr 2016
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Document Summary
Session 10 - assessing diversity and inclusion the role of hr. Diversity management is voluntary is proactive, rather than reactive is a universal approach is broader in scope & more inclusive than equity legislation acknowledges all differences among people (traditional & non-traditional employees) Diversity management is not about: reverse discrimination quotas, mandated targets correcting a past imbalance treating people the same & ignoring their differences charity. To increase organizations" ability to deal with globalization opportunities. To reflect canada"s (& toronto"s) ethno-cultural composition. To improve problem solving & decision-making at all organizational levels. To identify & capitalize on business opportunities & to improve products & services. To enlarge customer base by reflecting their wide array of interests & perspectives. To increase organizational flexibility to meet divergent customer needs. To better able to attract foreign investors. To attract & retain the best talent. To raise morale & enrich the quality of work-life for organizational members. To achieve win/win tradeoffs between family/work responsibilities.
