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internal diversity

internal diversity external diversity organizational diversity

personal diversity

invisible diversity

visible diversity

visible diversity invisible diversity personal diversity

thomas r. roosevelt

thomas r. roosevelt

respect

acceptance

acceptance respect

diversity

diversity

diversity

diversity

workplace diversity

diversity

fons trompenaars and charles hampden-turner

trompenaars and hampden-turner model

trompenaars and hampden-turner model

more incentives

improved adaptability

greater tolerance to different views

improved customer service

diversity in the workplace policy implementation

workplace diversity implementation

workplace diversity implementation

employee resistance to change

communication

cultural diversity

cultural diversity

pros and cons

inclusion

multidimensional

job level job function seniority management status division/department/unit/group on-the-job experience work location

language accent geo location nationality religion military service educational background work experience marital status parental status appearance

physical ability race ethnicity gender age sexual orientation

organizational diversity

external diversity

internal diversity

improved customer service greater tolerance to different views improved adaptability more incentives

religion personality differences education

gender race age ethnicity

-affirmative action and equal opportunity arent enough when it comes to cultural diversity -cultural diversity encompasses not only basic characteristics but also secondary aspects -cultural diversity is continuous process rhat must be carried out in accordance with the changing requirements and expectations od adverse workforce

communication employee resistance to change workplace diversity implementation diversity in the workplace implementation

exclusion denial suppresion segregation assimilation tolerance connection establishing promoting mutual adaptation

multidimensional inclusion pros and cons

external diversity

universalism vs. particularism individualism vs. communitarianism neutral vs. emotional specific vs. diffuse achievement vs. ascription sequential time vs. synchronous time internal direction vs. outer direction

power distance index individualism vs collectivism maculinity vs femininity uncertainty vs avoidance index long-term vs short term orientation indulgence vs restraint

-laying groundwork and securing organizational leadership for interventions -assessung organizational needs related to diversity -developing and communicating a vision, goals and strategic plan -implementing selected interventions -monitor and evaluating progress and result

-managing/valuing diversity training -orientation programs for new members -targeted career development programs -performance appraisal and reward systems that consider diversity

A.) level 1 -the exclusionary organization -the club B.) level 2 -the compliance organization -the affirmative action organization C.) level 3 -the redefining organization -the multicultural organization

-businesses are growing more diverse across the board -businesses operate in and ever-changing environment

-diversity and inclusion policy development -diversity-focused hiring practices -diversity training and education programs -employee resource groups -mentorship program -diversity metrics and benchmarking -inclusive workplace culture initiatives -leadership development programs

planned approaches delibirate actions tactic and initiatives

guest feedback staff feedback cultural diversity metrics

cultural accommmodations multilingual staff

cultural awareness and training diversity and inclusion training

establish a diversity vision secure leadership commitment develop a diversity strategy

planning and commitment cultural awareness and training inclusive policies and practices cultural accomodations and services continuous improvement

leadership commitment employee engagement training and development accountability continous improvement

-conduct cultural diversity training -develop inclusive policies and procedures -recruit and retain diverse staff -engage with diverse cultural group -monitor and evaluate cultural diversity

enhance guest experience competitive advantage improved employee relations increased revenue

ethnicity language religion age disability sexual orientation socio economic nationality

geert hofstede

geert hofstede

human nature man-nature relationship time activity relationship orientation

florence kluckhohn qnd fred strodtbeck model

mildred hall

high context cultures low context cultures

edward t. hall

1950s

high context and low context culture

edward t. hall

edward and mildred hall model

tourists

employees

employees tourists

external customer

internal customers

non-uniform

no -uniform

learnt

learnt

dynamic

dynamic

dynamic learnt non-uniform

culture

monolithic stage stage of plural representatives extremely diverse model

globalization

social organization

technology

religions

law and politics

language

values

art

art language law and politics technology social organization beliefs and values religious