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Unlocking the Potential of Diversity in Organisations#CultureChange: What It Is and How It Works

Unlocking the Potential of Diversity in Organisations: #CultureChange: What It Is and How It Works [Organisational culture is often described as “the way we do things around here”. It can consist of habit and convention. Alternatively, it can be a strategically constructed mindset that induces behaviours that support value-creation, focuses minds, fosters trust and renders conflict constructive. These outcomes are also core to an inclusive culture. A D&I programme is not merely a list of inclusive values supported by monitoring and control systems. By itself, a compliance programme may influence behaviours, but not alter mindset. Equally, a push for specific values alone leaves too much room for mistakes, neglect and obfuscation. Words and compliance processes matter, but they must be supported by workplace environment and practices. The organisational narrative and symbolism must be reflective of diversity and inclusion. History must be confronted, corporate narratives redefined, and governance aligned with strategic and inclusive values. The objective must be to move the definition of culture to “the way we think around here”: an enabling mindset capable of navigating complexities and ever-changing circumstances in our search of strategic outcomes.] http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png

Unlocking the Potential of Diversity in Organisations#CultureChange: What It Is and How It Works

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Publisher
Springer International Publishing
Copyright
© The Editor(s) (if applicable) and The Author(s), under exclusive license to Springer Nature Switzerland AG 2022
ISBN
978-3-031-10401-5
Pages
71 –87
DOI
10.1007/978-3-031-10402-2_6
Publisher site
See Chapter on Publisher Site

Abstract

[Organisational culture is often described as “the way we do things around here”. It can consist of habit and convention. Alternatively, it can be a strategically constructed mindset that induces behaviours that support value-creation, focuses minds, fosters trust and renders conflict constructive. These outcomes are also core to an inclusive culture. A D&I programme is not merely a list of inclusive values supported by monitoring and control systems. By itself, a compliance programme may influence behaviours, but not alter mindset. Equally, a push for specific values alone leaves too much room for mistakes, neglect and obfuscation. Words and compliance processes matter, but they must be supported by workplace environment and practices. The organisational narrative and symbolism must be reflective of diversity and inclusion. History must be confronted, corporate narratives redefined, and governance aligned with strategic and inclusive values. The objective must be to move the definition of culture to “the way we think around here”: an enabling mindset capable of navigating complexities and ever-changing circumstances in our search of strategic outcomes.]

Published: Sep 29, 2022

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