The topic is Representative Bureaucracy and Employment Equity
Requirements:1.One page, single spaced, Times New Roman font, size 12. (approximately 500 words)2.This is a critical summary, meaning you must use your own words for the majority of the assignment. Maximum 1 quotation.3.Use course material, such as slides, newspaper articles, and videos. You are not to conduct extra research or use other sources. Use all of the course material for the week.4.CITE. You must cite all materials so it is clear what sources you are using for the summary. You may choose the citation style, whether it is APA or MLA.
link 1 for article https://www.issuelab.org/resources/4940/4940.pdf?download=truelink 2 for articlehttps://theconversation.com/racialized-student-achievement-gaps-are-a-red-alert-108822
link 3https://www.cbc.ca/news/politics/diversity-public-service-trudeau-1.5607977
HRM: Diversity Policies HRM: Diversity Policies Representative Bureaucracy The basic idea of representative bureaucracy is to have a public service that has the same statistical representation as the public which it serves Passive representation: just about statistical mirroring of the population No action on behalf of public servants is needed Active representation: statistical mirroring PLUS individual bureaucrats are expected to push for the interests of the groups they represent. Bureaucrats are trying to influence decisions, policies, and outcomes Passive Representation Argued to have a symbolic importance Demonstrates to diverse and minority citizens that: Public services are open and accessible to them Jobs are open to diverse groups Also: argument that if some bureaucrats are discriminatory in their own beliefs, they are less likely to act on these feelings if they have diverse colleagues Further, colleagues can be re-socialized- can learn to be more understanding or accepting of diverse groups, or can learn how to better respond to various needs Active Representation Initially warned against Idea that politicians should make decisions, not bureaucrats BUT: many argue that active representation is needed, because symbolic doesn’t go far enough *** Especially in cases where systemic discrimination is pervasive Active representation occurs when bureaucrats “press for the interests and desires of those whom he is presumed to represent, whether they be the whole people or some segment of the people” (Mosher, 1968, 12) Relying on HRM policies aimed at recruiting a diverse workforce as well as Cultural awareness training Active participation of all individuals, to give diverse individuals a voice (inclusion) Passive Diversity Policy: Equal Employment Opportunity Equal Employment Opportunity (EEO): policy that requires employers not to discriminate against individuals based on particular characteristics Like gender Race Ethnicity Religion etc Encourages the workforce to be more diverse in a passive way Organizations are not actively seeking to hire or promote employees Just not discriminating Limitations of EEO EEO can increase diversity BUT: in many cases- too passive. Does not require hiring of diverse employees Does not provide any guarantees for hiring or promotions, no programs or training for cultural sensitivity etc. Especially in places with deeply entrenched racism or discrimination- EEO is not enough to overcome it Passive Diversity Policy: Affirmative Action Affirmative Action seeks to reduce and remove employment discrimination as well More active action on behalf of organizations, for recruiting, hiring, and promoting minorities Primary tool: quotas Quotas are setting specific targets for hiring minorities Goes one step further than EEO, organizations seek to not discriminate, but also actively hire minorities Limitations of Affirmative Action Many organizations sought to fill quotas, without ensuring that minorities had the skills for the job Created a work culture of resentment Further: resulted in a lot of counter lawsuits “Reverse discrimination” Active Representation: Diversity Management Term “Diversity Management” originated in the US in the late 1980s in response to reports that the US population was going to change drastically in the next 30 years Began in the business sector. Lack of practices in order to attract and accommodate such a diverse workforce Followed by the public sector and service providers client base was about to change significantly EEO/AA practices insufficient, could not be extrapolated in order to manage for diversity. New policies necessary. Diversity Management “Managing diversity accepts that the workforce consists of a diverse population of people. The diversity consists of visible and non-visible differences, which will include factors such as sex, age, background, race, disability, personality and workstyle. It is founded on the premise that harnessing these differences will create a productive environment in which everybody feels valued, where their talents are being fully utilized and in which organizational goals are met” (Kandola and Fullerton, 1994). Diversity Management in Action Cultural awareness Things as simple as understanding history can have large impacts in understanding why cultures differ, and why there may be some tensions between different groups. Knowledge can be a powerful tool in overcoming workplace tensions Sensitivity Training Overt discrimination is obvious, but other forms are less obvious to some Making individuals aware of “microaggressions” Management Training Managers are a key part of diversity management- if a manager does not care or is not interested, the broader policies will not work. Building diversity and inclusion into job descriptions Makes people accountable for these actions Benefits of Diversity Management More active than AA and EEO- reduces their limitations like hostile work environments More creative solutions to problems -avoidance of “groupthink” Higher employee retention levels minorities typically have higher turnover rates Higher levels of job satisfaction for all employees, not just minorities Makes minority employees feel more comfortable and motivated A way for government’s to achieve moral obligations to their constituents Healthy work environment attracts the best talent. Developing countries use DM as a method of attracting the most talented workers Limitations of Diversity Management Diversity Management programs have been very successful in some places, but not everywhere Time and Cost Not a one-time expense Tokenism Managers have to be very well trained and want to implement diversity management policies