Managing workplace diversity and inclusion a psychological perspective pdf

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managing workplace diversity and inclusion a psychological perspective pdf

Managing Workplace Diversity and Inclusion | A Psychological Perspective | Taylor & Francis Group

Managing Workplace Diversity and Inclusion bridges the gap between social science theory and research and the practical concerns of those working in diversity and inclusion by presenting an applied psychological perspective. Using foundational ideas in the field of diversity and inclusion as well as concepts in the social sciences, this book provides a set of cognitive tools for dealing with situations related to workplace diversity and applies both classic theories and new ideas to topics such as United States employment law, teamwork, gender, race and ethnicity, sexual orientation, and other areas. Each chapter includes engaging scenarios and real-world applications to stimulate learning and help students conceptualize and contextualize diversity in the workplace. Intended for upper-level undergraduates as well as graduate students, this textbook brings together foundational theories with practical, real-world applications to build a strong understanding of managing diversity and inclusion in the workplace. Search all titles. Search all titles Search all collections. Your Account Logout.
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Chapter 5 Managing Diversity

Diversity and inclusion in the workplace

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While UK legislation — covering age, disability, race, religion, gender and sexual orientation among others — sets minimum standards, an effective diversity and inclusion strategy goes beyond legal compliance and seeks to add value to an organisation, contributing to employee well-being and engagement. The moral case for building fairer and more inclusive labour markets and workplaces is indisputable: people matter, and organisations must ensure their people management approaches do not put any group at a disadvantage. Regardless of our identity or background, we all deserve the opportunity to develop our skills and talents to our full potential, work in a safe, supportive and inclusive environment, be fairly rewarded and recognised for our work and have a meaningful voice on matters that affect us. Everyone stands to benefit when we embrace and value the diversity of thoughts, ideas and ways of working that people from different backgrounds, experiences and identities bring to an organisation. It helps people grow and learn, tackles under-utilisation of skills by enabling people to reach their full potential, improves decision-making, boosts engagement and innovation, and enables businesses to better meet the needs of a diverse customer base.

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