Description : Featuring descriptive case studies from such firms as Xerox, Digital Equipment, Pacific Bell and American Express, this text covers international diversity and merging corporate cultures, as well as ethnic, gender and lifestyle differences.
Description : Managing Diversity considers the implications of diversity for the development and synthesis of specific human resource policy areas. The contributors provide a range of perspectives on the significance of workforce diversity for the human resource domain and the workplace in general. The degree to which current theory and practice have incorporated issues of diveristy management is reviewed. The book: Provides examples of specific sources of diversity among employees Scrutinizes the effectiveness of current human resource practices Suggests approaches for modifying human resource systems to support a managing diversity strategy Discusses the implications of employee diversity for future theory and practice Managing Diversity is the first book to examine in detail how specific human resource functions need to be modified to support workforce diversity.
Description : Showcases the scope of international perspectives that exist on workplace diversity and defines this field. This book is a useful resource for students and academics of human resource management, organisational behaviour, organisational psychology and organisation studies.
Description : This four-volume set provides updated empirical research and best practices for understanding and managing workplace diversity in the 21st century, including issues of gender, race, generation, disability, sexual orientation, national origin, and age.
Description : Isms in Health Care Human Resources: A Concise Guide to Workplace Diversity, Equity, and Inclusion was written to address the human side of health care workplaces and explore how "isms" in health care and other workplaces can reduce output and elevate costs. After providing an overview of isms in healthcare and other workplaces, this concise text examines closely various "isms," from central tendancyism and sexualism to IQism and heterosexism while covering a range of other "isms." It then proposes strategies for intermediation for health care administrators in order to guide them in reducing "isms" in the workplace, and, as a result, increasing productivity.Key Features- Thorough discussion of relevant current events and hot topics, including the Me-Too Movement and the growing advocacy for LGBTQ communities.- Well-supported by extensive data & research from behavioral science, history, philosophy, and other disciplines.- Concise length makes this text an manageable for use in a short 2-3 week course or seminar, and/or an affordable supplement to a Health Care Human Resources or Organizational Leadership course.- Instructor resources include an additional PowerPoint presentation on "Reducing Sexual Harassment in the Workplace by Unraveling its Causes" and a test bank that assesses Level 1, Level 2, and Level 3 health care administration competencies.
Description : Arguing that workplace diversity is no longer just about anti-discrimination compliance but also focusing on inclusion and the impact on the bottom line, this report discusses how workplace diversity can positively affect competitive advantage and how it can be utilized to create diversity initiatives.
Description : This book is a groundbreaking volume that will provide informed, balanced yet frank discussion of U.S. workplace diversity and diversity resistance issues. The chapters in this book put a name on behaviors and practices that have existed in the workplace for a long time, yet until recently have had no name. Further, the majority of the chapters innovatively link existing psychological and organizational factors such as fear, uncertainty, power, emotions and organizational change and development. The book editors and authors emphasize that we need to know more about diversity resistance, both in overt and covert forms. To guide us, we can draw on existing research and practice literature that have both theoretical and empirical depth.The book is appropriate for undergraduate and graduate students in industrial and organizational psychology, human resources management, diversity management, sociology of work, organizational change, and cultural diversity within organizations. It provides a central resource for classes on prejudice and discrimination in organizations, emotions at work, personnel psychology, strategic human resources management and cultural issues in human resources management. Professionals and practitioners who increasingly interact with diverse employees will find this book essential to their work
Description : Managing Workplace Diversity and Inclusion bridges the gap between social science theory and research and the practical concerns of those working in diversity and inclusion by presenting an applied psychological perspective. Using foundational ideas in the field of diversity and inclusion as well as concepts in the social sciences, this book provides a set of cognitive tools for dealing with situations related to workplace diversity and applies both classic theories and new ideas to topics such as United States employment law, teamwork, gender, race and ethnicity, sexual orientation, and other areas. Each chapter includes engaging scenarios and real-world applications to stimulate learning and help students conceptualize and contextualize diversity in the workplace. Intended for upper-level undergraduates as well as graduate students, this textbook brings together foundational theories with practical, real-world applications to build a strong understanding of managing diversity and inclusion in the workplace.
Description : Diversity at Work: The Practice of Inclusion How can organizations, their leaders, and their people benefit from diversity? The answer, according to this cutting-edge book, is the practice of inclusion. Diversity at Work: The Practice of Inclusion (a volume in SIOP's Professional Practice Series) presents detailed solutions for the challenge of inclusion—how to fully connect with, engage, and empower people across all types of differences. Its editors and chapter authors—all topic experts ranging from internal and external change agents to academics—effectively translate theories and research on diversity into the applied practice of inclusion. Readers will learn about the critical issues involved in framing, designing, and implementing inclusion initiatives in organizations and supporting individuals to develop competencies for inclusion. The authors' diverse voices combine to provide an innovative and expansive model of the practice of inclusion and to address its key aspects at the individual, group, and organizational levels. The book, designed to be a hands-on resource, provides case studies and illustrations to show how diversity and inclusion operate in a variety of settings, effectively highlighting the practices needed to benefit from diversity. This comprehensive handbook: Explains how to conceptualize, operationalize, and implement inclusion in organizations. Connects inclusion to multiple dimensions of diversity (including gender, race, ethnicity, nationality, social class, religion, profession, and many others) in integrative ways, incorporating specific and relevant examples. Includes models, illustrations, and cases showing how to apply the principles and practices of inclusion. Addresses international and multicultural perspectives throughout, including many examples. Provides practitioners with key perspectives and tools for thinking about and fostering inclusion in a variety of organizational contexts. Provides HR professionals, industrial-organizational psychologists, D&I practitioners, and those in related fields—as well as anyone interested in enhancing the workplace—with a one-stop resource on the latest knowledge regarding diversity and the practice of inclusion in organizations. This vital resource offers a clear understanding of and a way to navigate the challenges of creating and sustaining inclusion initiatives that truly work. A division of the American Psychological Association and established in 1945, the Society for Industrial and Organizational Psychology (SIOP) is the premier association for professionals charged with enhancing human well-being and performance in organizational and work settings. SIOP has more than 7,000 members.