Psychology

Developing effective processes of diversity management requires a universal or holistic approach incorporating critical evaluations of organizational structures and processes, developing high levels of diversity awareness as well as enhancing central diversity relevant competencies and skills. In addition to this, it is important to understand the extent to which diversity is a multidimensional concept, and how, in its broadest sense, it impacts on all members of a particular organizational setting. The relationship between diversity and enhanced productivity is not automatic. Diversity, even where it does exist, may not be recognized, encouraged or seen as potentially positive. And even those organizations which do promote and support diversity cannot be guaranteed to reap automatic benefits. However, if properly integrated, effective diversity management initiatives have the potential to improve productivity and opportunity within our organizations. And indeed, such initiatives may play a positive and powerful role in the development of more tolerant, more liberating and more equitable processes in the wider societies in which they operate.

"The desire for social certainty causes decision makers to prefer to work with individuals that they perceive to be similar to them". Recent studies on "homophile" or "a preference for sameness" indicate that there continues to be a "desire for social certainty" in organizational settings of today. As a result the political and demographic drive to facilitate diversity at work may be challenged by an unspoken, and perhaps even unconscious, drive to maintain traditional demographics in the workplace, and to accept diversity only in the shallowest and most tokenistic of terms. If a preference for sameness continues to persist, associated problems such as a dearth of role models, lack of appropriate mentoring and absence of networks for career progression and development will also continue to operate against people who do not...