1. © Mujtaba, 2007 Workforce Diversity Management Dr. Bahaudin G. Mujtaba

2. © Mujtaba, 2007 Workforce Diversity Management (Bahaudin G. Mujtaba, 2007) Chapter 1 – Diversity: What is it? Chapter 2 – Diversity Management in Academia Chapter 3 – Socialization and Stereotypes Chapter 4 – Discrimination in Practice Chapter 5 – Technology, Gender and Appreciative Inquiry Chapter 6 – Affirmative Action Chapter 7 – Culture and Management Chapter 8 – Generational and Spiritual Diversity Chapter 9 – Managing for Diversity in Public Agencies Chapter 10 – Organizational Learning and Knowledge Chapter 11 – Power and Leadership Chapter 12 – Gender and Management Hierarchy Chapter 13 – Teamwork and Synergy Chapter 14 – Listening and Conflict Management Skills Chapter 15 – Training Programs: Preparation and Evaluation Chapter 16 – Diversity: The Engine for Success

3. © Mujtaba, 2007 Diversity: The Poster Child of Social Progress and Change Diversity is having a long reign as the ‘New Social Movement’ of the twenty-first century. Diversity talks have become a large portion of our everyday language, strategies, and actions, in both the corporate and regular social settings. To embrace diversity and have a disparate view is the new positivism of most developed nations. As a civilization, diversity as a philosophy and practice of tolerance and acceptance regarding various cultural, social and physical issues has been long overdue; especially when we look back at our historical events and records to recognize where a lack of diverse views and socially-open environments led to many wars, conflicts and hostility among individuals, nations, and groups. We have traveled far despite the fact that diversity appreciation is still lacking in many corners of the globe, especially where issues of religion and culture still produce rifts between peoples.

4. © Mujtaba, 2007 Diversity is a highly ideological and philosophical perspective underlying human understanding, and is in fact a method of wide-scale conflict resolution which attempts to find a common ideal among people of varied social and cultural, racial and ethnic, as well as economic, political, and religious origins, and backgrounds. Thus, as an ideology it is also resisted and shunned as much as any other philosophical movement or view and must live up to change and opposition to yield its maximum benefits for the greater number as a greater good. –Diversity is not an imposition when we consider how varied we are in our beings and social makeup as individuals; we are inherently diverse as intended by nature or the peculiar sway of nature. –Hence, embracing diversity might be a natural intent of evolutionary design or creationism according to whichever one believes.

5. © Mujtaba, 2007 There are theoretical, ideological and philosophical dilemmas that undermine harmonious diversity, including Darwinism, Segregationism, Fundamentalism, Religionism, and Existentialism, and many others. These movements along with their highest ideals survive on advocating self-efficacy and narcissism, which might be discriminatory or even exclusionary as far as the issues which envelop themselves around diversity are concerned.

6. © Mujtaba, 2007 Overall, diversity has one universal meaning, despite the fact that individuals often apply the term according to their own relativistic views. As mentioned in the initial chapter, diversity simply refers to the variety of human traits and ideals, both physical and social that characterizes us as a species. With regards to diversity, there are many dimensions ranging from sexual orientation and religious beliefs, to social and cultural values, physical appearance, among other things. Diversity in any society or group should be examined from the point of view of the prevailing perspectives, religious, social, and cultural practices, and the degree of tolerance and acceptance existing between the individuals and institutions, groups and communities holding differing views. Diversity thus refers to both internal and external concepts of variety as far as perspectives, traits and characteristics are concerned. Similarly, diversity is also seen as important elements of democracy and liberalism so everyone can be free to voice their opinions and thoughts.

7. © Mujtaba, 2007 Modern democracy as well as the concept of having a democratic society seems to go hand in hand with diversity. The acceptance of democracy is ultimately the acceptance of a society and values which are multiple and vastly different from our own. The success of modern democratic expansion across the globe brings with it increased diversity in all aspects of society. The characteristics of democracy as a political-social system make it the most prevalent atmosphere in which diversity initiatives, practices, policies and programs strive. Modern democracy through its embracement of equal justice, treatment, representation, and laws protecting against racial and social injustices has made diversity a virtually irresistible ideology. To democratize is to essentially make a person, group or nation diverse; affording a fair chance for the recognition of differential needs, customs, rights, privileges, freedom, among other things.

8. © Mujtaba, 2007 The rights of minorities, the degree to which this exists determines in full, how diverse a society is, since historically a minority has always been subject to majority rule and control. Liberalism offers this, and the new trend in many westernizing and formerly non-democractic monarchial societies is that of going towards a liberal democracy where a republican or contitutional monarchy is the rule. The current uprisings, for example, in Nepal seem to be reflecting this process. Liberalism is not without numerous disadvantages. In fact because of the aim of liberals there are often many conflicts emerging pertaining to rights and privileges, especially where human rights and civil justice are concerned.

9. © Mujtaba, 2007 Liberalism Liberalism takes four major forms that engender principles and concepts vital to the creation and progress of diversity. These forms include: –Political liberalism; the belief that individuals are the basis of law and society, and that society and its institutions exist to further the purpose of individuals, without showing favor to any particular individuals or groups. –Cultural liberalism; the rights of individuals with regards to right and wrong, morality or conscience and lifestyle surrounding issues of sexual freedom, religious freedom, mental freedom, and protection from government intervention into private life (this is similar to the concept of cultural relativism). –Economic liberalism; where freedom of contractual relations and property rights are the basis of business and economical survival and free enterprise and laissez- faire capitalism are advocated. –Social liberalism; this form is often referred to as welfare liberalism, reform liberalism, or New Liberalism, where basic necessities such as education, economic opportunity, and protection from harmful events beyond individual control are part of the role of society through its political arm.

10. © Mujtaba, 2007 Diversity and Regional Integration The prosperity of many of the world’s regions will depend on integration at all levels: social, cultural, economic, religious, and political. This will only be effectively achieved through having diverse perspectives. Regional planners must integrate diversity programs and initiatives into their economic plans for regional development. This will break the social barriers, which are often obstacles preventing individual nations and people with vastly different religious, political, social and cultural beliefs, history and lifestyles from working in cooperative groups. This is especially true in regions where disunity on all matters prevail, because of the inability to accept adjacent nations’ and peoples’ cultural and social values. One of the interesting issues has been that of political diversity lacking between many regions, especially where both democratic and communist nations exist in the same region experiencing developmental issues. There are often different political aims and goals, and political and social systems often fail to overlap.

11. © Mujtaba, 2007 Diversity and Internationalization Internationalization can be defined in two ways: internationalization as a process of internationalizing business and economic activities by expansion across borders and into new nation areas; and internationalization as in ‘internationalization and localization’ which are essentially processes of adapting products and services for non- native environments, i.e. other nations and cultures. As such, internationalization requires cultural and social understanding, and the endorsement of diversity on which it must strive to essentially achieve product and organizational goals. To adapt products and services to non-native environments there must be cultural and social understanding of the people whose nation is being patronized.

12. © Mujtaba, 2007 Diversity and Globalization Globalization is similar to regional integration, with one distinction; globalization takes place among countries around the world from all major regions as a process of political, cultural, social, economic, and technological integration. Increased trade and migrations resulting from this global process of integration can lead to societies and regions becoming more and more diverse. Globalization and diversity are thus complimentary processes; each one facilitating the growth of the other. Furthermore, globalization leads to more diversity and attempts of diversify and facilitate the growth and success of global initiatives. Globalization and increased diversity have been both facilitated by a number of factors: technological advances, increased communications capabilities; transnational and regional, increased travel and advances in transportation capabilities, international trading, and increased competition.

13. © Mujtaba, 2007 Diversity and International Management The growth of international management over the past two decades has pushed diversity initiatives and programs to the forefront of management thought and practices. Organizational leaders and managers, theorists and practitioners now recognize the importance of applying management concepts and techniques in multinational environments, and adapting home-country practices and methods to different socio-cultural, economic and political environments. This means success in the global business environment, where internationalization and localization processes ensure product adaptability.

14. © Mujtaba, 2007 Diversity and Culture Cultural diversity is one of the most prolific changes taking place in our society today. The United States has been referred to as one of the most culturally diverse nations on earth, due to the number of different people from various nations and cultures living in this country. Cultural differences affect us at all levels; social, political, economic and religious. Culture is a very difficult issue to deal with when it comes to diversity, even as difficult as religion, which itself cannot be separated from culture. Culture, which usually refers to the way of life of a group of people, and the beliefs and practices they share, is often characterized by the following: it is learned, shared, generational, symbolic, and adaptive. Cultural adaptation is the most important characteristic when it comes to diversity.

15. © Mujtaba, 2007 Religious Diversity Religious pluralism is the widest attempt at encouraging universality and the acceptance of diversity in beliefs. It is simply an ideology of religious relativism meant to foster equality of religion and religious beliefs. Encouraging religious diversity has been a very difficult issue, especially where monotheism is concerned.

16. © Mujtaba, 2007 Religious diversity is very important if we are to live peacefully and prosperously in any society. The lack of religious diversity in many eastern nations has been the cause of conflicts and individual oppression. Being tolerant of another’s religious beliefs is the ultimate display of human respect, since an individual’s belief is a vital part of his or her being. Diversity in religions certainly exists in many societies, as it is the acceptance of this diversity that is the real issue. Accepting others’ religious beliefs and respecting them will foster cooperative human understanding. We are distinct as individuals, therefore, why can’t our beliefs in faith and religion be just as unique?

17. © Mujtaba, 2007 Diversity and Relativism Relativism is the philosophical view that human value and beliefs are only meaningful in cultural or historical contexts. As such relativism denounces the existence of absolutes as far as human values and social, religious, cultural, political and other views are concerned. Relativism is an ideology of diversity and tolerance. We will often hear the concept of cultural relativism, which refers to the process of interpreting cultural values and beliefs only from the viewpoint of the culture and history of the group, society or nation in which they exist.

18. © Mujtaba, 2007 Diversity and Competition Competition is fueling rapid growth and integration, networking and collaboration in our economies and societies of the twenty-first century. This competition has led to the growth of MNCs, global logistics, offshoring, increased migration and emigration, cultural mixing and social integration on all levels. The advent of economic and financial competition has led us to come closer together as a civilization as we interact to exchange our goods and services for survival.

19. © Mujtaba, 2007 Diversity and Change The changes taking place in all sectors of twenty-first century society are unprecedented. There are vast changes taking place in the political, religious, economic, social, and cultural arenas that are direct and indirect results of the need for diversity and universal perspectives in responding to the issues, problems and challenges of our time. Change is definite and often embracing diverse perspectives is our only weapon against change, especially where outdated methods and beliefs, values and practices jeopardize human safety, rights, and the achievement of societal and organizational goals. Social change is the most powerful proponent of diversity because our values, behaviors, and attitudes are the most measurable and predictable variables of variety as far as beliefs and practices, values and perspective are concerned.

20. © Mujtaba, 2007 Diversity Research & Programs There have been numerous cultural theories and studies attempting to categorize and explain human behaviors, values and attitudes in terms of variety or diversity. For example, Trompanaar’s Research, which over a decade ago examined human diversity from a cultural viewpoint using cultural group and factors such as individualism and communitarianism (equivalent to Hofestede’ individualism and collectivism), specific relationship, diffuse relationship, universalism, particularism, neutral relationship, emotional relationship, achievement and ascription. Hofestede used factors or dimensions such as individualism and collectivism, power distance, uncertainty avoidance, masculinity and femininity among other variables. These are prime examples of how we have attempted to explain and bring to the forefront awareness of diversity in the human species.

21. © Mujtaba, 2007 Diversity and the Future Diversity should not be seen as an artificially designed imposition. By nature we are diverse as a species, and the physical world in which we live holds to the law of diversity as well. We all cannot think the same, look the same, behave the same, or have the same beliefs, values and attitudes. This would be a dull world indeed. Our future depends on how much we embrace diversity as societies in turmoil. The society of today and tomorrow will be vastly different in terms of its composition and outlook, provided that we have not experienced any drastic changes or revolutions that reverse the course in diversity movements and programs.

22. © Mujtaba, 2007 Employee Retention & “DIVERSITY” Define “diversity.” Implement diversity training. Value individuality. Enforce equal opportunity. Require behavior alignment. Support artistry and openness. Involve everyone synergistically. Transcend tolerance to a win / win paradigm. And Yearn for peace and sensitivity.

23. © Mujtaba, 2007 David Niven, actor and author, states that: –"Which is more important, good or bad? Regardless of which you consider to be the right answer, bad is often the bigger part of our thoughts. The traffic jam that bogs down our day stays in our thoughts longer than the open road that sped us on our way. The rude clerk is memorable long after the nice clerk is forgotten. Remind yourself to see the good, to think about the good, to remember the good. The good is out there just as much as the bad, but we are often prone to miss it."

24. © Mujtaba, 2007 Workforce Diversity Management (Bahaudin G. Mujtaba, 2007) Chapter 1 – Diversity: What is it? Chapter 2 – Diversity Management in Academia Chapter 3 – Socialization and Stereotypes Chapter 4 – Discrimination in Practice Chapter 5 – Technology, Gender and Appreciative Inquiry Chapter 6 – Affirmative Action Chapter 7 – Culture and Management Chapter 8 – Generational and Spiritual Diversity Chapter 9 – Managing for Diversity in Public Agencies Chapter 10 – Organizational Learning and Knowledge Chapter 11 – Power and Leadership Chapter 12 – Gender and Management Hierarchy Chapter 13 – Teamwork and Synergy Chapter 14 – Listening and Conflict Management Skills Chapter 15 – Training Programs: Preparation and Evaluation Chapter 16 – Diversity: The Engine for Success

25. © Mujtaba, 2007 It’s what is inside that makes a difference! Learn well, take chances, and remember that together we can move the world!

26. © Mujtaba, 2007 Reference Mujtaba, B. G. (2007). Workpalce Diversity Management: Challenges, Competencies and Strategies. ISBN: 1-59526-548-1. Llumina Press; website; www.llumina.com; (phone: 866-229-9244 or: 954-726-0902).www.llumina.com