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Transcript of Diversity
Three paradigms to define it
2) How do
An example: the IBM case
3) What do
need to understand
4) Diversity and
diversity and leadership
5) A focus on
is diversity management
What is diversity?
It is a
with important competitive and ethical implications (McMahon, 2010)
It is necessary to use a multidimensional approach to define it:
Human capital diversity
mosaic of people
who bring a variety of backgrounds, styles, perspectives, values and beliefs as assets to the group and organizations with which they interact” (Rasmussen, 1996)
we are all the same
we celebrate differences
It transcends assimilation and differentiation, promoting equal opportunity and valuing cultural differences.
“we are all on the same team, with our differences, not despite them!”
What do business leaders need to know about diversity?
"Diversity becomes a lens for looking at, identifying, developing, and advancing talent"
Harvard Business School
"Diversity initiatives can have important and interesting social justice benefits, but the real reason you want to pursue diversity programs is for innovation.
You want diversity of thought. "
Weatherhead School of Management, Case Western Reserve University
"When diversity and inclusion are minimized
(or altogether absent),
you incur into «group-think»"
regional vice president and chief diversity officer for Dale Carnegie Training
In 1995, the CEO Lou Gerstner
diversity task-force initiative
for reaching a broader range of customers
sign an important
seize the business opportunities
Each task force comprised 15 to 20 senior managers, cutting across the company’s business units:
people with different
began to work for
the main purpose:
making IBM a
What were the results?
importance of development and promotion,
the need to focus on recruiting a
diverse pool of employees
but also more specific issues such as the access to buildings and technology for people with disabilities
request for the creation of
diversity groups beyond those at the executive level,
in order to involve employees in the effort too
How can we explain IBM's success?
a was the strong support from company leaders
We are here
The state of things in Italy
Female manpower is fundamental for our typology
of production, that is fashion
(Medium-sized enterprise - Textile and Fashion).
First enterprise for
LGBT Diversity Index 2015
(Parks) thanks to several initiative specifically developed to favor LGBT people's inclusion in the workplace:
to all kind of couples
on the theme
for people discriminated for their sexual orientation (Naples)
"Employees play a fundamental role inside our company, therefore to take care of their relationships and of their diversity is surely a relevant thing".
(Medium-sized enterprise - Building).
diversity management practices
in adopting diversity management practices
considering to introduce
diversity management practices
Source: Basaglia et al. (2014)
What kind of practices?
practices to guarantee
REWARDS AND PUNISHMENTS
HIGH IDEALS AND MORAL VALUES
VISION OF THE FIRM and INSPIRE
FOLLOWERS TO CARRY IT OUT
PROTECTION OF SOCIAL WELFARE
What kind of leadership style may facilitate the implementation of diversity practices?
Women in high places
GLASS CLIFF EFFECT
Emerges when women are in contexts that value female leadership
only in time of crisis.
These women tend to identify with their gender group
and emphasize social-emotional abilities.
They risk to neglect other leadership styles and
do not improve their career.
It is a
- fairness and equal opportunities
It strengthens the link between a company and the
where it works
Managers' response can be different
Principles for effective diversity programs
Some CEO from around the globe approached inclusivity as a personal mission:
Brazilian-Lebanese-French Chairman and CEO of
Current president and chief executive officer of MasterCard
Ajay Singh Banga
Source: Manuti & Mininni, 2015
How do companies manage diversity?
The story of
Don't discriminate this person!
I promote him as director!
sees as dual aspects of workforce diversity
seeks from diversity
views diversity as having
similarities and differences
QUEEN BEE EFFECT:
Emerges when women work in a context that devalues female leadership.
These women in order to escape from gendered stereotypes:
Distance themselves from their gender group
Try to emphasize the typical behavior of male leadership
This behavior has a negative effect because these women don't realize sexist practices.
University of Bocconi in Milan
created a project, in order to promote an alternative and more balanced leadership model
This program offers some tools in order to help women develop:
SELF-AWARENESS AND POTENTIAL
RELATIONAL SKILLS WITH: boss, colleagues and stakeholders
COMPREHENSION OF ORGANIZATIONAL DYNAMICS
MANAGEMENT OF SENSITIVITY