Org Behavior Discussion 1

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Framingham State College *

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MISC

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Management

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Jun 21, 2024

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docx

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Uploaded by EarlRoseZebra4

Week 1 Discussion: Overcoming Challenges in Diversity Management 1. **What specific challenges does Alex face as an underrepresented leader in a diversity management role? How do these challenges compare to those faced by leaders from more traditionally represented backgrounds? The challenges that Alex faces as an underrepresented leader in a diversity management role are skepticism, resistance, navigating stereotypes, building trust amongst his colleagues, and managing a balancing act. These challenges come about from leaders like Alex than those faced by leaders from more traditionally represented backgrounds because “ Executives from these groups face special challenges because many people—either unconsciously or consciously—don’t associate leadership with someone who looks like them” ( Wharton IDEAS Lab). Which means as Alex navigates his role, he had to build trust with others. As although he does not look like them or come from the same background as them, he will have to navigate the preconceived stereotypes people unbiasedly or biasedly have for someone that can effectively lead in that role. 2. **How can organizations and senior leaders support underrepresented individuals in leadership roles related to diversity management? What policies or initiatives could be put in place to mitigate the challenges faced by leaders like Alex? One thing that organizations and senior leaders can do to support the underrepresented individuals in leadership roles is to create a mentorship program. For example, my partner’s organization has a mentorship program through their diversity, inclusion, and equity incentive. The goal of this is to meet each individual where they are at in their career and goals. The program has a minimum year commitment, but it fosters and implores individuals to stay in the program to continue their mentorship and also become a mentor as well. This program strives to give anyone a chance to learn other teams and organizations (to explore if they want to change roles) or set them up for promotion. Either way the program is set up to breakdown the stereotypes that employees have when looking at diversifying their teams which includes educational and work/life experiences others may bring to the table. 3. **What strategies can Alex employ to build trust and credibility within the organization, especially among those who are skeptical of his leadership in diversity and inclusion efforts? A few strategies that Alex can employ to build trust and credibility within his organization are to be authentic and transparent, support and empower others, respect and value differences and know his audience (LinkedIn). If Alex knows his audience, he can help foster that trust and credibility because he will know the cultural, social, and professional contexts of the organization. When he is also to show that he respects and appreciates their diversity then that can help foster rapport and avoid misunderstandings. Also, if Alex respects and values differences within the organization, then it would reflect to the organization and colleagues that he recognizes and appreciates the unique contributions, strengths, and perspectives everyone brings to the table. With support and empowerment to others, Alex would provide his colleagues with resources, guidance, and feedback they would need to succeed. With the open dialogue that Alex establishes that can create a more open understanding of each colleague and the strengths they bring to the organization, so it can be empowered and fostered for the betterment of the employee and the organization.

4. **What role does the company's culture play in either exacerbating or alleviating the challenges that underrepresented leaders like Alex may encounter in diversity management? The role that the company’s culture plays in either exacerbating or alleviating the challenges that underrepresented leaders like Alex may encounter in diversity management is either the success or the failure of the company. If the company’s culture plays an exacerbating challenge on the underrepresented leaders like Alex, then it would fail economically and culturally. However, if the culture alleviates the challenges then it would see success such as noted that “ Organizations that make significant expenditures of human and financial capital to foster a culture that embraces diversity gain an edge in talent acquisition, employee engagement and retention, innovation, and customer service. This edge helps to sustain excellence in performance, innovation, growth, and profitability” (AIChE). 5. In what ways can organizations ensure that leaders like Alex are not overburdened by their responsibilities in diversity management while still excelling in their core roles within the company? One way that an organization can ensure that leaders like Alex are not overburned by their responsibilities in the diversity management would be starting at the top of the organization. In the article, Creating a Culture of Diversity , it cites “ A successful safety culture starts at the top, and so does a successful diversity culture. A company’s commitment to diversity needs to come from the highest management levels, and should be made highly visible. The leadership should identify the need for a strong diversity culture, and foster cultural change to sustain an inclusive environment” (AIChE). Sources Creating a culture of diversity . AIChE. (2020, July 31). https://www.aiche.org/resources/publications/cep/2016/october/creating-culture-diversity How do you establish trust and credibility with diverse groups? . Six Tips to Establish Trust and Credibility with Diverse Groups. LinkedIn. (2023, August 24). https://www.linkedin.com/advice/0/how-do-you-establish-trust-credibility-diverse Why is it still so difficult to cultivate diverse leaders? . Wharton IDEAS Lab. (2018, September 3). https://ideas.wharton.upenn.edu/research/cultivate-diverse-leadership/ Hi Yoldine, I agree with your post for this discussion. I think that the culture needs to be established from the top down, and by the WeWork example, that can have a serious impact on the organization morally, ethically, and motivationally. No one wants to go to work every day and resent the

leadership or the culture that is being imposed on the organization. I particularly agree with the statement, "The Organization can help by starting mentorship programs, providing diversity training, and being fair in promotions to create an inclusive environment." I think it is very important for organizations to implement programs that offer diversity and career advancement. I noted in my post that my partner's company really fosters their diversity in their mentorship program. And by diversity that means matching mentors and protegees that come from different departments and different leadership roles. They also do not pressure protegees to have a goal of advancement, but rather the goal is defined by the individual themselves. They also encourage the participants to continue their involvement past the 1-year commitment. Additionally, they have an understanding that not all mentors and protegees will match well and encourage any protegees to reach out if they feel they are having a hard time connecting with their assigned mentor. Through this program the organization is trying to build their culture through diversity as to expose as many members as possible to different departments, individuals, and opportunities that they otherwise would not have if they stayed assigned to their department. Chris Davis Hi Spencer, I like how you broke down the obstacles that Alex faces being an underrepresented minority in a leadership role. I think that biased and unbiased opinions that individuals have, can create a huge obstacle for an underrepresented leader to tackle. I do think having someone who understands the obstacles and challenges is exactly what an organization needs to thrive in. I myself have gone through a situation where I have a disability and was not taken seriously of it. Based on biases that individuals had that my disability was not visible enough for them, the seriousness was not acknowledged, and I was mistreated by the organization. If I had a leader or someone in DEI that understood that there were biases hindering my ability to perform my job duties, I think the outcome would have been much different. I think DEI can only help any organization when it is fostered in a positive light and encouraged. One thing I have noticed that organizations are starting to implement in hiring processes is that they are also accepting personal/life experience for the required experience. I think this is a great pivot in the hiring process (thanks to DEI) as not everyone always has the standard experience, i.e. being a caregiver for a family member but it was not a paid role. This opens doors for people who may be underrepresented due to their inability to have a college degree plus experience, because they have double the experience with that family member; which caused them to not be able to pursue a college degree in say Liberal Arts. Chris Davis

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Org Behavior Discussion 1

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