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What is Presumed Incompetent

Chapter 2
Implementation Strategies for Improving Diversity in Organizations
Perception that an individual’s work is less superior because of their social affiliation and the assumption that they are placed in prestigious or high-profile jobs because of affirmative action.
Published in Chapter:
Re-Conceptualizing Diversity Management: Organization-Serving, Justice-Oriented, or Both?
Marilyn Y. Byrd (University of Oklahoma, USA) and Claretha Hughes (University of Arkansas, USA)
Copyright: © 2021 |Pages: 36
DOI: 10.4018/978-1-7998-4745-8.ch002
Abstract
This chapter highlights how diversity management, a widely practiced management philosophy, has emerged from an original focus of equal opportunity and representation to a focus on a strategic and competitive business opportunity for organizations. However, the adverse, lived experiences that socially marginalized people experience are concealed within business goals despite having their “difference” marketed as a competitive advantage. The aim of this chapter is to conceptualize diversity management as having mutually inclusive, intersecting goals rather than mutually exclusive, competing goals.
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