Cultural Diversity At Work

Does cultural diversity enhance or detract work group functioning? Workforce diversity perspectives o 1. Integration-and-learning perspective o 2. Access-and-legitimacy perspective o 3. Discrimination-and-fairness perspective American management literature advice that workforce diversity enhances group effectiveness Empirical research on diversity relationship is limited and mixed evidence Impact of diversity in identity group memberships, like race and sex (Cox)

Diversity Diversity characteristic of groups of two or more people and refers to demographic differences among group members( McGRath, Berdahl, and Arrow 1995) Pelled (1996) racial diversity means visible differences intergroup bias and negative work group outcomes Cox, Lobel, McLeod (1991) racial diversity would enhance creative problem solving and positive work group outcomes Cultural identity-race, ethnicity, sex, social class, religion, nationality, sexual identity o Membership in socioculturally distinct groups Cultural identity groups share certain worldviews, norms, values, goal priorities, sociocultural heritage Cultural identities associated with certain power positions, some have greater power, prestige, and status than others o Ex. western society = men as group hold higher status and formal power o Whites vs. blacks, Christians vs. Jews, hetero vs. homo, class struggle Diversity and Work Group Functioning 1. research on how the proportional representation of certain demographic groups influences those traditionally in the minority. 2. The second involves research on the effects of group composition on outcomes related to work group effectiveness.

Effects of Proportional Representation Question of whether increasing minorities (Ex. women, blacks) has positive impact? some theorists argued increased women lead to less discrimination b/c minority barriers will be removed (Blau, Kanter, Gutek, Cox, Larkey) Blalock increases in minority threaten the majority, leading to more discriminiation o backlash (Yoder) and not addressing relationship (Zimmer, Alderfer) empirical evidence supports both claims

Effects of Group Composition one view = demographic diversity increases pool of resources, perspective, styles, knowledge. Minority perspectives are valuable assets to work groups heterogeneous groups are more likely to generate diverse set of approaches to set of problems Thomas and Ely three types of diversity perspectives Studies done on law firm, financial services firm, and consulting firm Data Collection Interviews with study participants Four types of questions o 1. Observations, beliefs concerning cultural diversity o 2. If cultural diversity posed particular challenges or opportunities o 3. Importance of own cultural identity groups o 4. What intergroup relations were like and if positive impact Integration-and-Learning Perspective Integration and learning perspective- insights, skills, and experiences employees have gained as cultural identity group members are valuable resources which can advance the groups mission links diversity to work processes, and makes diversity a resource for learning and adaptive change Only integration and learning perspective out of the three theories was linked to sustained performance goals

Integration and learning perspective - Group members are encouraged to bring all relevant insights and perspectives to bear on their work. Encouraged group members to discuss openly their different points of view because there differences were viewed as opportunities for learning Members were valued and respected, thus they expressed themselves as members of their racial identity groups "The integration and learning perspective is a way of managing the fact of racial discrimination in the larger culture Conclusion 264-273 Access-and-legitimacy perspective, cultural diversity is a potentially valuable resource, but only at the organization's margins and only to gain access to and legitimacy with a diverse market. Discrimination-and-fairness perspective- cultural diversity is a mechanism for ensuring equal opportunity, fair treatment, and an end to discrimination; it provides no link at all between cultural diversity and the group's work and, in fact, puts a color-blind strategy for managing employees and employee relations