BUS 107 Section 221 4 August 2016 E-Portfolio # 1 Reference: https://hbr.org/2016/07/why-diversity-programs-fail In Why Diversity Programs Fail, authors Frank Dobbin and Alexandra Kalev elucidate why the current methods for increasing diversity in the workplace are ineffective. The current diversity methods in reducing bias include diversity training, hiring tests, performance ratings, and grievance systems. Based on statistical evidence, the authors asserts that these tools are ineffective. For instance, most firms impose mandatory diversity training on managers to reduce bias on the jobs. However, a research shows that diversity trainings, which is employed under command-and-control approach, fail because people often respond to compulsory occurs with anger and resistance and many participants actually report more animosity toward other groups afterward. But voluntary training evokes the opposite response, leading to better results. Therefore, as a response to the failures of the popular solutions in promoting diversity in the workplace, the authors provide new tools such as mentoring programs, recruiting initiatives, and diversity task forces. According to the authors, these tactics are more effective because they include manager engagement, increased contact with minorities, and promote social accountability. Diversity management is related to Organizational Behavior because diversity (or the lack of it) directly affects an individuals attitude and job task performance, a groups cohesion and function, and an organizations survival. Therefore, my supervisor should care about this article because effective diversity management provides access to a pool of skills and abilities that can lead to innovation and thus the success of the company. Furthermore, failure to
incorporate diversity in companies can lead to miscommunication, misunderstanding, and
conflict. The article also gives us a new perspective on diversity management. The business world is constantly evolving and what may have worked in the past may not work now. One thing we can takeaway from the new tools of diversity management provided in the article is the importance of engagement. Engagement provides a more hand-on approach to solving problems. For example, increased contact with the minorities can lead to better understanding of each others personalities and values. This sharing of deeper-level of diversity can possibly lead to an increased trust and respect, which are critical qualities of an effective business environment.