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Diversity management aims at providing tangible benefits to the school community. Diversity
management is seen as a strategy aimed at tapping into the full potential of all employees,
customers [including students and parents] and the community in
order to give the members a
competitive advantage. Thus, the logic of diversity management is that it allows every
member to bring to the workplace his or her unique perspective, benefiting the school
organization, as a whole (Ozbilgin & Tatli, 2008).
Diversity Management aims to shape the structural and social conditions within the school
system so that all members of staff can develop to the full within this environment. This
helps
increase the performance, motivation and social skills of employees, benefiting all those
involved and increasing the schools success (Mansouri & Wood 2007). Diversity management is
not the sole domain of the human resource function in the organization primarily aimed at
compliance with legal requirements. It is a systematic organization wide effort based on the
premise that for organizations to survive and thrive there is an inherent value in diversity (Kreitz,
2007).
Diversity Management as a human resources strategy
can form an ideal basis for
implementing broader diversity management strategies. However, this is not exclusively human
resources policy. When a comprehensive approach is adapted, to the diversity, the diversity can
be effectively managed at all levels. Diversity management processes include super ordinate
strategies that cause the company and the environment to mutually influence each other
(Burridge & Chodkiewicz 2008).
Diversity management has a dual focus: the first is enhancing social justice by creating an
organizational environment in which no one is privileged or disadvantaged due to characteristics
such as race or gender; these cons increasing productivity
and profitability through
organizational transformation (e.g. Cox, 2001; Ozbilgin and Tatli, 2008). Hence, the goal of
diversity management in schools should encompass acceptance and reveal progress of the school
through harmony in all aspects of the organization. It is also respecting individuals, fairly
selecting, and including individuals in all aspects ofthe school works.
Workers should have
contribution in building better school culture and play significant role to promote the school to a
competitive level. Further, diversity management can create a competitive advantage in areas
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such as marketing, problem solving, and resource acquisition (Cox, 2001). There ore, diversity
management is not the sole domain of the human resource function in the organization (as has
been the case with affirmative or positive action initiatives) primarily aimed at compliance with
legal requirements. It is a systematic organization wide effort based on the premise that for
organizations to survive and thrive there is an inherent value in diversity (Cox, 2001). However,
it is important to note that careful research in a global context suggests that diversity
management can have both positive and negative consequences as well as no change at all
and that a more nuanced approach to the link between diversity management and
organizational outcomes is in order. Diversity management policies
and programs need to
be designed to create a welcoming organizational environment encompassing all diversity
groups. This implies that the diversity management in the schools needs to realize an improved
cultural climate that well coming every member of the school as well as guests who come to take
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