MOS 1021 Nov 28

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Western University
Management and Organizational Studies
Management and Organizational Studies 1021A/B
Kevin Thompson

November 28 – MOS Guest Speaker – Organizational Diversity What is diversity? Diversity is NOT: – Political correctness: useful because it allows people to realize the impact of their words. Problem: it can make people feel worried or scared to ask questions: too much can make people think that they can't say anything/ask questions. – Tolerance: enduring another person. Not diversity because it does not appreciate and accept. Power imbalance – marginalized group (tolerated group) feels bad because they do not feel appreciated of who they are – Statistics: many companies like to state how many people of certain demographics are in their organization. Stats are good to show different groups, but do not show that these different groups necessarily get along with each other. A Spectrum between hate and unconditional diversity (goal that will never really be reached). – b/w ideal and unideal Group vs. Individual Identity – Individual identity is who we think we are based on our past experiences – If both are put on spectrum of diversity (b/w hate and unconditional diversity). – eg. When with group, less accepting vs. More accepting in the individual identity context. – eg. less accepting of people who are different due to less patience while studying for an exam – Acceptance of other groups depends of context. Diversity includes race, managing time, creed, communication, age, sexual and gender orientation – not just categories, but how we work through these on a daily basis. Diversity is about 1. Learning about and understanding differences. 2. Accepting and respecting differences. 3. Celebrating and using differences. What is the Impact of Diversity? – When a team has conflict, there is a risk of it spiralling into something greater. Discrimination is... – unequal or differential treatment of a person or group that is not based on individual or group performance, but is, instead, based on inappropriate considerations (called protected grounds). Examples of protected grounds: 16 grounds in total. eg. Rae, ancestry, record of offences, gender identity, family status Impact, not intent. It doesn't matter if you knew or not, because the impact remains the same. Harassment: a course of vexatious comment or conduct that is known or ought reasonably to be unwelcome. 3 types: racial, sexual, personal. vexatious – no good reason eg. Harass someone due to their sexual orientation, you don't like their hair Costs of Diversity/Harassment Individual Cost – If someone experiences trouble because of diversity – depressed, humiliated, reduce work performance, Productivity Costs – People come to work to seem they are strong, but they can get sick and tired. – Lost time to solve the problem – change teams, reorganize. Reputational Costs – Mis
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