How Diversity Affects The Large Workplace
Management 311: Team 4
Abby Weiss, Carmelita Rodriguez, Mai Dinh, Morgan Tifft, Nathan Purnell
This presentation looks into how diversity affects the workplace in regards to job satisfaction, motivation, and several other aspects.
Hossain, M., Atif, M., Ahmed, A., & Mia, L. (2020). Do LGBT Workplace Diversity Policies Create Value for Firms? Journal of Business Ethics, 167(4), 775–791. https://doi-org.ezproxy.library.wwu.edu/10.1007/s10551-019-04158-z
This article shows the ways that U.S. anti-discriminatory laws prohibiting discrimination in the workplace based on sexual orientation and gender identity can help spur innovation and potentially cause higher work performance for all workers. The article also examines Rawls’ Theory of Justice and stakeholder theory, showing how firms with diversity policies are more likely to be innovative and have better performance than those without said policies in place. This relates to our topic by showing a link between diversity and increased performance in the workplace, increased performance leads to a less stressful environment and enforces the concept of diversity affecting morale in a positive way.
Rouméas, É. (2020). Religious Diversity in the Workplace: The Case for Alternative Dispute Resolution. Political Studies, 68(1), 207–223. https://doi-org.ezproxy.library.wwu.edu/10.1177/0032321719839316
This article written by Élise Rouméas, from the University of Oxford, talks about how alternative dispute resolution (ADR) has a key role in negotiating religious freedom in the workplace. ADR helps provide a framework of harmony, collaboration between the workers and the company to navigate the complex landscape of religious diversity at work and seek fair arrangements for workers. Employees have the right to resign if they consider their job to be incompatible with their religious beliefs or practices. This matter is relevant to our topic because religion is widely recognized by law as a protected characteristic; employees are protected against discrimination and/or harassment on the base of religion. However, many issues remain up in the air, for instance, do businesses have the responsibility to accommodate special dietary requirements based on religion? Should they provide workers with prayer breaks? All these things affect diversity in the workplace.
Schippers, M. C., Den Hartog, D. N., Koopman, P. L., & Wienk, J. A. (2003). Diversity and team outcomes: the moderating effects of outcome interdependence and group longevity and the mediating effect of reflexivity. Journal of Organizational Behavior, 24(6), 779–802. https://doi-org.ezproxy.library.wwu.edu/10.1002/job.220
In this study, the authors at the Erasmus University Rotterdam and Free University Amsterdam, The Netherlands shows the combined effects of group diversity and longevity and the combined effects of diversity and interdependence are critical to predicting reflexivity and team performance. This research is credible because the main effects were found using research conducted between 54 working groups from 13 different organizations. This is relevant to our research because it provides the relationship between diversity and team processes as well as the relationship between diversity and team outcomes.
Smith, C. R. (2000). Notes from the Field: Gender Issues in the Management Curriculum: A Survey of Student Experiences. Gender, Work & Organization, 7(3), 158–167. https://doi-org.ezproxy.library.wwu.edu/10.1111/1468-0432.00104
This article, written by Catherine R. Smith explores the topic of gender in regards to business management and the business field as experienced by students and workers in the field, which is why it is helpful to our project. As stated as the “forward” so to speak, Catherine writes the following anecdote, “This article reports on a subsequent survey that explored postgraduate business students’ perceptions of gender issues in the management curriculum, and their effects on learning experiences. It suggests that a masculine ethos is perceptible in management education, which can disadvantage female and male students in different ways. The study suggests that greater awareness of gender issues should be a major consideration for management educators, to enable future managers to recognize and harness gender diversity in the workplace.” This article is credible because it, while being somewhat older, is still concrete evidence of how the workplace is to non-male genders and the article itself is a collegiate, peer-reviewed source written by the Foundation Chair of Business of The University of Newcastle, Catherine R. Smith.
Won, D., Hwang, B., & Chng, S. J. (2021). Assessing the effects of workforce diversity on project productivity performance for sustainable workplace in the construction industry. Sustainable Development, 29(2), 398–418. https://doi-org.ezproxy.library.wwu.edu/10.1002/sd.2155
This article looks at diversity in the Singapore workforce and how it affects productivity. Specifically, the article compares the construction industry to the rest of the workforce, and uses 21 different diversity factors to try to explain why the construction industry is less productive than the rest of the workforce in Singapore. This source is credible because it used survey information from 58 different firms in Singapore, the study was supported by multiple organizations, and the authors provide a long list of sources that they referenced at the bottom of the article. For our research topic, this will be useful information because it directly relates diversity to how a team performs, and uses a lot of data to support the claims. We can then use this data to support our own findings.