Tenets of Diversity in Nonprofit Organizational Management
Chapter 18 of the text, The Nonprofit Human Resource Management Handbook, discusses the need to expand the definition of diversity from only recognizing observable phenotypical differences to less visible differences like affiliations or orientations. Nonprofit human service organizations emphasize diversity inclusion and sensitivity when dealing with their client populations but often neglect to be inclusive and sensitive to the diversity of their own workforce. To succeed in managing a workforce that is increasingly diverse, human service leaders will need to strive for cultural proficiency and acknowledge individual and group identity differences and similarities among populations in the United States.
Please respond to the following:
What does diversity mean to you?
Why is it so important to enhance diversity in human service organizations?
In what ways can leaders unwittingly oppress employees who have been historically discriminated against?
What are some things managers and leaders in the workplace should know?
What do you see as solutions that could decrease barriers to accepting workplace diversity?
How can leaders and managers assist employees in overcoming and reducing preconceived thoughts (i.e., stereotypes, bias, and prejudice) about those outside of the dominant group?
How can evaluating an organization’s values be helpful in becoming a culturally sensitive and inclusive workplace?
Congress, E. P., Luks, A., & Petit, F. (2017). Nonprofit Management: A social justice
Global Business & Management Research, 2012, Vol 4, Issue 3/4, p235
