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Diversity Management
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In response to the growing diversity in the workforce around the world, many
companies have instituted specific policies and programs to enhance recruitment,
inclusion, promotion, and retention of employees who are different
from the privileged echelons of society. Just as the privileged groups may vary
from one country to the next (e.g., urban men of Han descent in China,White
men in the United States, or Protestantmen in Northern Ireland), so too do the
disadvantaged groups (e.g., the lower castes in India, North African immigrants
in France, or women in Korea). Although equal rights legislation and
affirmative/positive action policies have helped disadvantaged groups obtain
access to a variety of jobs not previously open to them, it is their exclusion
from circles of influence in work organizations that has kept them from fully
contributing to and benefiting from their involvement in the workplace.
Diversity management policies and programs are designed to create a welcoming
organizational environment to those groups that, in the past and through
the present, have not had access to employment, in general, and to more lucrative
jobs, in particular.
The term diversity management originated in North America but has
slowly taken hold in other regions and countries of the world (e.g., Hays-
Thomas, 2004; Kaiser & Prange, 2004; Nyambegera, 2002; Ozbilgin & Tatli,
2008; Palmer, 2003; Palmi, 2001). Below is a brief definition of the term
Saylor - Personal Name
1st Edition
NONE
Diversity Management
Management
English
2000
1-118
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