Is the process whereby the organization recognizes the importance of people’s diversities for the achievement of business ends, and chooses to manage them in a conscious, differentiated, effective, efficient, and equitable way to maximum advantage.
Published in Chapter:
Utilizing a New Human Relations Framework to Leverage Workforce Diversity
Rossella Riccò (University of Milan, Italy)
Copyright: © 2012
|Pages: 23
DOI: 10.4018/978-1-4666-1812-1.ch026
Abstract
In a global society, leveraging people’s diversities is one of the major challenges faced by organizations of any size in developed countries. Factors such as demographic changes, international and national anti-discrimination measures, globalization, service-economy shifts, stakeholder pressures on organizational commitment to corporate social responsibility, and technological advances are heightening the international attention paid to the increase in people’s diversities, thereby fostering discussion on their management in organizations. Since the end of the 1980s, professionals and academics have been debating how to devise efficient, effective, and equitable ways to manage workforce diversity in organizations; however, they have produced neither a shared definition of diversity management nor a general accepted assessment on the outcomes that diversity management can deliver for organizations and persons. The aim of this chapter is to expand the understanding of diversity management by systematizing it on the basis of McGregor’s new human relations framework.