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Handbook of Research on Workforce Diversity in a Global Society

Book Description

Emphasizing the importance of workforce diversity as it relates to valuing the similarities, differences, and talents of employees at all ranks has provided a wonderful topic for research. Leveraging diversity is one emerging paradigm able to demonstrate the value of workforce diversity in its many forms.

Handbook of Research on Workforce Diversity in a Global Society: Technologies and Concepts serves as a cutting-edge resource for scholars, researchers, organizational leaders, practitioners, and graduate students who want to enhance their understanding of leverage diversity in the workforce. Secondly, the handbook highlights innovative research, theoretical frameworks, and perspectives that are currently being used to guide the practice of leveraging diversity in multiple organizational settings. It also provides insights on future workforce diversity trends.

Table of Contents

  1. Cover
  2. Title Page
  3. Copyright Page
  4. Editorial Advisory Board and List of Reviewers
    1. Editorial Advisory Board
  5. Preface
  6. Section 1: Leveraging Workforce Diversity in Higher Education
    1. Chapter 1: Regional Integration in West Africa
      1. ABSTRACT
      2. INTRODUCTION
      3. BACKGROUND OF THE STUDY
      4. THE UNIVERSITY SYSTEM AND LEVERAGING HUMAN RESOURCE DIVERSITY
      5. CONCLUSION AND RECOMMENDATIONS
    2. Chapter 2: Examining the Diversity Curriculum of Leading Executive MBA Programs in the United States
      1. ABSTRACT
      2. INTRODUCTION
      3. BACKGROUND
      4. DIVERSITY CURRICULUM IN LEADING EMBA PROGRAMS
      5. FUTURE RESEARCH DIRECTIONS
      6. CONCLUSION
    3. Chapter 3: Theorizing African American Women’s Learning and Development
      1. ABSTRACT
      2. INTRODUCTION
      3. SIGNIFICANCE OF CULTURALLY INFORMED LEARNING TO THE FIELD OF ADULT LEARNING AND EDUCATION
      4. AFRICAN AMERICAN WOMEN’S WAYS OF KNOWING: CULTURALLY INFORMED LEARNING
      5. METHODOLOGY
      6. LEARNING TO LEAD: REFLECTIONS OF AFRICAN AMERICAN WOMEN LEADERS
      7. DISCUSSION OF THE ADULT LEARNING ORIENTATIONS EMERGING FROM THE NARRATIVES
    4. Chapter 4: Leveraging Workforce Diversity through a Critical Examination of Intersectionalities and Divergences between Racial Minorities and Sexual Minorities
      1. ABSTRACT
      2. INTRODUCTION
      3. PURPOSE
      4. METHODOLOGY
      5. THEORETICAL FRAMEWORKS
      6. SIMILARITIES
      7. DIVERGENCES
      8. RECOMMENDATIONS AND CONCLUSION
      9. LIMITATIONS AND IMPLICATIONS FOR FUTURE RESEARCH
    5. Chapter 5: Workforce Diversity at the Lagos Business School, Pan-African University, Nigeria
      1. ABSTRACT
      2. INTRODUCTION
      3. CASE STUDY: LEVERAGING SURFACE AND DEEP-LEVEL DIVERSITY AT THE LAGOS BUSINESS SCHOOL
      4. CONCLUSION
    6. Chapter 6: A Collaborative Inquiry
      1. ABSTRACT
      2. INTRODUCTION
      3. HOW WE USED CI TO INCREASE CROSS-CULTURAL AWARENESS
      4. THE COMPLEX AND PARADOXICAL NATURE OF DIVERSITY WORK: ISSUES, CONTROVERSIES, PROBLEMS
      5. SOLUTIONS AND RECOMMENDATIONS
      6. FUTURE RESEARCH DIRECTIONS
      7. CONCLUSION
  7. Section 2: Leveraging Workforce Diversity and Leadership
    1. Chapter 7: Leadership’s Role in Leveraging Workforce Diversity
      1. ABSTRACT
      2. INTRODUCTION AND BACKGROUND
      3. KEY DIVERSITY TRENDS
      4. DIVERSITY CHALLENGES
      5. OPPORTUNITIES TO LEVERAGE DIVERSITY
      6. BENEFITS OF LEVERAGING DIVERSITY THROUGH ACTIVE LEADERSHIP
      7. CONCLUSION
    2. Chapter 8: Managing Privilege as a Key to Inclusive Leadership
      1. ABSTRACT
      2. INTRODUCTION
      3. BACKGROUND: APPROACHES TO PRIVILEGE WITHIN THE LITERATURE
      4. AUTHORS’ APPROACH TO PRIVILEGE
      5. BACKGROUND: INCLUSIVE LEADERSHIP WITHIN THE LITERATURE
      6. THE BASIS FOR LEADERS’ MANAGING PRIVILEGE
      7. OUTCOMES OF INCLUSIVE LEADERSHIP WHILE MANAGING PRIVILEGE
      8. JOURNEY TO MANAGING PRIVILEGE
      9. INCLUSIVE LEADERS EMPOWERING OTHER LEADERS
    3. Chapter 9: Developing Global Leaders
      1. ABSTRACT
      2. INTRODUCTION
      3. GLOBAL LEADERSHIP
      4. FUTURE RESEARCH DIRECTIONS
      5. CONCLUSION
    4. Chapter 10: Leveraging Age Diversity in Times of Demographic Change
      1. ABSTRACT
      2. INTRODUCTION
      3. LEVERAGING DIVERSITY THROUGH LEADERSHIP: HOW TO MAKE SURE THAT ORGANIZATIONS GET THE BEST FROM AGE DIVERSITY
      4. FUTURE RESEARCH DIRECTIONS
      5. CONCLUSION
    5. Chapter 11: Leveraging Multinational Firm Performance through the Use of Diversified Top Management Teams
      1. ABSTRACT
      2. INTRODUCTION
      3. BACKGROUND
      4. PUTTING IT INTO A FRAMEWORK: THE IMPACT OF DIVERSITY ON MULTINATIONAL FIRM TMT FUNCTIONING
      5. FUTURE RESEARCH DIRECTIONS
      6. CONCLUSION
  8. Section 3: Strategies for Leveraging Workforce Diversity
    1. Chapter 12: Leveraging Workforce Diversity using a Multidimensional Approach
      1. ABSTRACT
      2. INTRODUCTION
      3. BACKGROUND
      4. DEVELOPING THE WORKPLACE DIVERSITY TAXONOMY
      5. FUTURE RESEARCH DIRECTIONS
      6. CONCLUSION
    2. Chapter 13: Leveraging the Power of Diversity in Workplace Learning Strategies
      1. ABSTRACT
      2. INTRODUCTION
      3. BACKGROUND
      4. WORKPLACE LEARNING STRATEGIES
      5. SOLUTIONS AND RECOMMENDATIONS
      6. FUTURE RESEARCH DIRECTIONS
      7. CONCLUSION
      8. Appendix A: ATLAS Learning Strategy Quick Reference Guide
      9. Appendix B: Assessing the Learning Strategies of AdultS
    3. Chapter 14: Training and Development
      1. ABSTRACT
      2. INTRODUCTION
      3. MODEL DEVELOPMENT
      4. IMPLEMENTATION MODEL
      5. CONCLUSION
    4. Chapter 15: Leveraging Workforce Diversity through a Career Development Paradigm Shift
      1. ABSTRACT
      2. INTRODUCTION
      3. BACKGROUND
      4. MAIN FOCUS OF THE CHAPTER
      5. FUTURE RESEARCH DIRECTIONS
      6. CONCLUSION
    5. Chapter 16: Diversity Training in Organizations
      1. ABSTRACT
      2. INTRODUCTION
      3. THE BUSINESS RATIONALE FOR ENGAGING WITH DIVERSITY ISSUES
      4. DELIVERING DIVERSITY TRAINING
      5. IDENTITY AND PRIVILEGE
      6. CONCLUSION
    6. Chapter 17: Demographic Changes and Equal Employment Opportunity Legislation
      1. ABSTRACT
      2. INTRODUCTION
      3. HRD, DEMOGRAPHIC CHANGES, AND EEO LEGISLATION
      4. BENEFITS OF DIVERSITY FOR ORGANIZATIONS AND IMPACT ON DEVELOPMENT PROGRAMS
      5. THE FUTURE OF THE PRACTICE OF HRD AND DIVERSITY
      6. FUTURE OF RESEARCH IN HRD AND DIVERSITY
      7. CONCLUSION
    7. Chapter 18: Global Diversity Management Programs and Strategies at CEVA Logistics
      1. ABSTRACT
      2. INTRODUCTION
      3. BACKGROUND
      4. CEVA LOGISTICS: A GLOBAL SUPPLY CHAIN MANAGEMENT COMPANY
      5. FUTURE RESEARCH DIRECTIONS
      6. CONCLUSION
  9. Section 4: Initiatives for Leveraging Workforce Diversity
    1. Chapter 19: Leveraging Workforce Diversity in Practice
      1. ABSTRACT
      2. INTRODUCTION
      3. RESEARCH MOTIVATION
      4. DEFINING “MINORITY” IN MINORITY-OWNED BUSINESSES
      5. INCREASED GROWTH IN SUPPLIER DIVERSITY
      6. CHALLENGES OF MAINTAINING RELATIONSHIPS WITH MINORITY SUPPLIERS
      7. PREVIOUS RESEARCH ON MINORITY-OWNED SUPPLIERS
      8. CONCEPTUAL FRAMEWORK
      9. PROPOSITION DEVELOPMENT
      10. CONCLUSION
    2. Chapter 20: Leveraging Workforce Diversity and Team Development
      1. ABSTRACT
      2. INTRODUCTION
      3. TEAM WITHIN DIVERSE SETTINGS
      4. TEAM DEVELOPMENT
      5. GEERT HOFSTEDE CULTURAL DIMENSIONS
      6. ORGANIZATIONAL CONTEXT
      7. SUMMARY
    3. Chapter 21: Leveraging Workforce Diversity through Volunteerism
      1. ABSTRACT
      2. INTRODUCTION
      3. DEFINING WORKFORCE DIVERSITY
      4. THE HISTORY OF WORKFORCE DIVERSITY IN THE USA
      5. WORKFORCE DIVERSITY IN NONPROFITS
      6. HISTORY OF THE PEACE CORPS
      7. DIVERSITY IN THE PEACE CORPS
      8. WORKFORCE DIVERSITY AND HRD IN NONPROFITS
      9. BUILDING DIVERSITY IN YOUR ORGANIZATION
    4. Chapter 22: Leveraging Workforce Diversity through Human Resource Management Initiatives
      1. ABSTRACT
      2. INTRODUCTION
      3. DIVERSITY AS A STRATEGIC VALUE
      4. APPROACHES TO DIVERSITY
      5. ROLE OF HUMAN RESOURCES MANAGEMENT IN DIVERSITY MANAGEMENT
      6. HUMAN RESOURCES POLICIES THAT LEVERAGE DIVERSITY MANAGEMENT
    5. Chapter 23: Leveraging Intergenerational Diversity to Meet Business Goals
      1. ABSTRACT
      2. INTRODUCTION
      3. IDENTIFYING GENERATIONAL COHORTS
      4. AREAS OF THE INTERGENERATIONAL GAPS
      5. CLOSING GENERATIONAL GAPS
      6. BEST PRACTICES FOR LEVERAGING INTERGENERATIONAL DIVERSITY
      7. DISPELLING STEREOTYPES ABOUT THE GENERATIONS
      8. FUTURE RESEARCH DIRECTION
      9. CONCLUSION
    6. Chapter 24: Leveraging Sexual Orientation Workforce Diversity through Identity Deployment
      1. ABSTRACT
      2. INTRODUCTION
      3. IDENTITY DEPLOYMENT: THEORETICAL BACKGROUND
      4. ORGANIZATIONAL VIEW OF IDENTITY DEPLOYMENT: NORMALIZING AND DIFFERENTIATING STRATEGIES
      5. MIXED MODEL OF IDENTITY DEPLOYMENT
      6. CONCLUSION AND FURTHER SCOPE
  10. Section 5: Leveraging Workforce Diversity through Theoretical Frameworks and Technology
    1. Chapter 25: Critical Race Theory
      1. ABSTRACT
      2. INTRODUCTION
      3. SOCIO-HISTORICAL PERSPECTIVES OF BLACK WOMEN AS LEADERS
      4. METHODOLOGY
      5. JEAN’S STORY: TO ENTER AND LEAD
      6. CRITICAL RACE THEORY: TOWARD A SOCIO-CULTURAL FRAMEWORK
      7. CONCLUSION AND RECOMMENDATION
    2. Chapter 26: Utilizing a New Human Relations Framework to Leverage Workforce Diversity
      1. ABSTRACT
      2. INTRODUCTION
      3. BACKGROUND
      4. DIVERSITY MANAGEMENT: TOWARDS A DEFINITION
      5. FUTURE RESEARCH DIRECTIONS
      6. CONCLUSION
    3. Chapter 27: Theoretical Frameworks and Models Supporting the Practice of Leveraging Workforce Diversity
      1. ABSTRACT
      2. INTRODUCTION
      3. BUSINESS CASE FOR DIVERSITY
      4. DRIVING CULTURAL AND ORGANIZATIONAL CHANGE
      5. CONCLUSION
    4. Chapter 28: Using Global Virtual Teams to Leverage Workforce Diversity in Global Environments
      1. ABSTRACT
      2. INTRODUCTION
      3. TWO SALIENT FEATURES OF GVTs AND CONFLICT
      4. TWO ANTECEDENTS OF GVT CONFLICT: DIVERSITY AND TECHNOLOGY
      5. TECHNOLOGY TO AID COLLABORATION AND REDUCE CONFLICT IN GVTs
      6. COLLABORATION ENGINEERING FOR STRUCTURE AND FACILITATION IN GVT
      7. ORGANIZATIONAL APPLICATION OF THINKLETS TO VIRTUAL COLLABORATION
      8. IMPLICATIONS FOR PRACTICE
      9. IMPLICATIONS FOR RESEARCH
      10. CONCLUDING REMARKS
      11. APPENDIX A: THINKLET EXAMPLES
    5. Chapter 29: Leveraging Diversity in a Virtual Context
      1. ABSTRACT
      2. INTRODUCTION
      3. TEAM HETEROGENEITY AND AGGRESSION
      4. INDIVIDUAL CHARACTERISTICS AND AGGRESSION
      5. CYBER-AGGRESSION
      6. STRUCTURAL AND INTERPERSONAL MODERATING FACTORS
      7. STRUCTURAL FACTORS
      8. INTERPERSONAL FACTORS
      9. RECOMMENDATIONS AND CONCLUSION
    6. Chapter 30: Leveraging Workforce Diversity
      1. ABSTRACT
      2. INTRODUCTION
      3. CHANGING GLOBAL ECONOMY
      4. INNOVATION AND TECHNOLOGY
      5. ORGANIZATIONAL LEARNING
      6. ORGANIZATIONAL PERFORMANCE
      7. CONCLUSION
  11. Compilation of References
  12. About the Contributors