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Subject: search.filters.subject.Diversity in the workplace

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    Members’ perceptions of cultural inclusivity in organisational communication : a thesis presented in fulfilment of the requirements for the degree of Doctor of Philosophy in Communication at Te Kunenga ki Pūrehuroa: Massey University
    (Massey University, 2023) Green, Malcolm
    This study examines cultural inclusivity as a phenomenon in organisational communication. Its significant, original contribution to knowledge is identifying a construct of cultural inclusivity distinct from diversity, inclusiveness, and inclusion. Theories of organisational assimilation and member identity/identification are used to interpret the stories of organisational members from majority/dominant and minority/nondominant culture groups. The connection between ethnic/racial/national culture and the focal theories is explored. Clarification of the construct of cultural inclusivity and its relationship to cultural diversity, inclusiveness, and inclusion are developed. This enhances awareness of the core construct of cultural inclusivity in the stories of organisational members. Data gathered through loosely structured interviews produced stories from culturally diverse members’ experiences of similar communication from their organisations in Aotearoa/New Zealand about changes in working conditions under Covid-19 restrictions. Thematic analysis was used to explore participants’ perceptions of cultural inclusivity in organisational communication. Possibilities are presented for future research of this construct and its application in organisational communication.
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    Understanding inclusion : an exploratory study of women ICT employees’ experiences : a thesis presented in partial fulfilment of the requirements for the degree of Doctor of Philosophy in Management at Massey University, Albany, New Zealand
    (Massey University, 2021) Perera, M.D. Shamalka
    Information and Communication Technology (ICT) is a profession where women are under-represented. As a minority in a gendered work context, women are at risk of feeling excluded in work groups. In order to attract and retain more women into the ICT profession, scholars emphasise the importance of creating inclusive work environments. Inclusion is an approach that is widely adopted by organisations to provide a better experience for employees. Therefore, the first aim of this study is to explore women ICT employees’ experiences and perceptions of inclusion in a work group setting. According to Optimal Distinctiveness Theory (ODT), one feels included when the core elements of inclusion, belongingness and uniqueness needs, are mutually fulfilled. Thus, the second aim of this study is to explore how women ICT employees view the relationship between inclusion, belongingness, and uniqueness. To study this phenomenon in an exploratory manner, 36 semi-structured interviews were conducted with women ICT employees and data was analysed thematically. Results show how women ICT employees understand inclusion in their work group contexts. Specifically, results show how women ICT employees perceive inclusion, what factors influence their experiences and perceptions of inclusion, and how they view the fulfilment of belongingness and uniqueness needs in a work group. This study contributes to the literature on diversity and inclusion by providing support for the efficacy of inclusion at an individual level and by identifying the factors that influence women ICT employees’ inclusion. Additionally, Human Resource Management (HRM) practitioners are provided with recommendations on fostering inclusion among women ICT employees through improved policies and practices aligned with organisational goals.
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    Diversity in New Zealand organisations : a case study : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University, Manawatu, New Zealand
    (Massey University, 2019) Voon, Jessica
    Workplace diversity has become a hot topic in organisations worldwide. Although many organisations have expressed a commitment to diversity, the trade-off between the positive and negative outcomes of diverse workgroups are creating challenges for organisations to manage. As a result, very little progress has been made in terms of actual hiring of under- represented groups. In New Zealand, the higher unemployment rates for those identifying as Māori and Asian, and the under-representation of women in male-dominated occupations, are major considerations for organisations striving to achieve diversity in their workgroups. Names presented on resumes have been showed to act as cues to the ethnicity and gender of the candidate, which trigger cognitive processes such as social categorisation, stereotypes, and biases. This study aims to explore the cognitive processes that can affect selection decisions during resume screening and whether these effects are related to participants’ perceived diversity outcomes; whether they perceive diversity as beneficial or threatening to workgroup outcomes. A total of 233 participants from a New Zealand organisation completed an online hypothetical resume screening task asking them to select 4 candidates from a list of 12, who varied in gender, ethnicity, and level of experience. Participants completed 3 separate assessment types: competence, social fit, and interview shortlist. Following on from this task, participants indicated their agreement with a series of sentences designed to measure their perceptions regarding cultural and gender diversity outcomes in the workplace, before providing their demographic information. The findings indicated that biases and stereotypes are still likely to exist during selection decisions, in much subtler forms. Māori and Asian candidates are disadvantaged compared to equally qualified NZ/European candidates, and men are likely to perceive less benefits and more threats from diversity than women. Greater perceived benefits from diversity did influence the preference for diversity when selecting candidates. These findings have significant implications at an individual, organisational and societal level, and those tasked with hiring need to be aware of the processes that can influence selection during resume screening.
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    Corporate approaches to human sustainability : workforce wellbeing in large Japanese companies : a thesis presented in partial fulfilment of the requirement for the degree of Doctor of Philosophy in Management at Massey University, Albany, Auckland, New Zealand
    (Massey University, 2019) Kobayashi, Kazunori
    Sustainability and Corporate Social Responsibility (CSR) have become widely researched fields. In recent years, there has been a growing social concern about issues affecting workforce wellbeing and human sustainability. However, little is known about how companies resolve these issues. In particular, there is a dearth of empirical research in these fields examining how companies address workforce wellbeing and human sustainability issues under increasing social pressures. To fill this knowledge gap, this exploratory study examines how large Japanese companies address these issues. It is positioned within a social constructionism/interpretivism paradigm and employs qualitative research methodology, drawing upon interviews with managers from 31 companies, as well as their stakeholders and informants. The study begins by examining workforce wellbeing and human sustainability initiatives promoted by large Japanese companies. It identifies four interconnected areas addressed as integral parts of CSR practices: gender equality, flexibility at work, regulating overwork, and productivity improvement. However, while companies promote initiatives under increasing social pressures, they find it difficult to incorporate the initiatives into CSR strategy due to emerging dilemmas. Next, the study explores the business-society interface in which companies face these dilemmas. It identifies nine factors which constrain the implementation of human sustainability initiatives. The evidence indicates that these factors constitute the underlying system of responsibilities that characterises the existing workstyle, leading to externalised overwork and gendered roles in Japanese society. Finally, the study examines how some companies implement human sustainability initiatives as part of their business strategies, even within these constraints. The evidence shows that these companies seek to proactively align core business practices with human sustainability initiatives, in order to enhance business performance over the long run. The findings also suggest that companies seek to proactively engage with key stakeholders to work through existing stakeholders’ expectations. Overall, the outcomes of this thesis elucidate a conceptual framework of the corporate approaches to workforce wellbeing and human sustainability, incorporating the roles of key stakeholders. This may assist scholars and practitioners to address issues affecting workforce wellbeing and human sustainability more effectively within a given social context. Hence, the contributions of this study are both theoretical and empirical.
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    Communicating across cultures in a New Zealand workplace : an investigation of attitudes, policies and practices at Excell, Auckland : a 75 point thesis presented in partial fulfilment of the requirements for the degree of Master of Management in Communication Management at Massey University
    (Massey University, 2006) Mannes, Mariska
    From a sociocultural perspective, the aim in this study was to find out whether or not New Zealanders in one Auckland workplace consciously communicate in a different way with colleagues from migrant cultures. Because New Zealand has become increasingly culturally diverse, workplaces have to adapt to a multicultural workforce. Migrants have cultural values that may conflict with New Zealand values; therefore, it is possible that misunderstandings may occur. The objectives in this study were to find out if in one research site whether New Zealanders adjusted their communication when communicating with colleagues from migrant cultures. Methodology was concentrated on intercultural concepts of positive and negative stereotyping, high and low context communication, hierarchy and cultural differences in power distance to explore any awareness of differences in communicating with migrants compared with the way in which communication was conducted with New Zealanders. Informal interviews were conducted to guide the direction of an initial questionnaire which led to the development of the questionnaire used in a survey carried out with 53 Pakeha and Maori working at Excell Corporation, a New Zealand company in Auckland. Results indicated that New Zealand employees of Excell did adjust their communication when communicating with colleagues from different cultures. However the extent of adaptation depended on the situation. The results confirm the significance of this study for organisations with a multicultural staff by highlighting why and where communication breaks down. For example, avoiding migrant colleagues occurred because of previous frustrating encounters, stereotypic attitudes and not having the time to try to understand migrant colleagues.
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    Sexual orientation diversity programmes : an evaluation : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Social Policy at Massey University
    (Massey University, 1999) Powell, Terence W
    Since the mid 1980s the American, like the New Zealand workplace has undergone significant changes, particularly in the composition of the workforce. Increasingly, the 'traditional' employee, a white male, ablebodied heterosexual is in the minority. The emergence of Diversity Programmes within the American workplace is a direct response to these changes. While Diversity Programmes emerged from Equal Employment Opportunity (EEO) and Affirmative Action Programmes, the distinctions are significant. Diversity Programmes focus on productivity, profitability, inclusivity and organisational culture. In recent years a major area of growth has been the development of sexual orientation Diversity Programmes. This research examines ten American organisations that have invested significant resources into sexual orientation Diversity Programmes with reported success, describes their key features and the reasons for this success. The findings clearly reflect the literature on the subject and show that when an organisation values and respects its gay, lesbian and bisexual employees the rewards to the company can be significant, both to the individual and the organisation. The second component of the research was the examination of the response of New Zealand organisations to the implementation of sexual orientation Diversity Programmes. However, it became evident that this could not proceed as planned, primarily due to local lack of awareness of the concept of Diversity Programmes and the apparent lack of interest in addressing the issue of sexual orientation in the workplace. The local research then reviewed local human resource related policies and procedures, to determine the level of inclusivity of gay and lesbian employees, and found that of the 20 organisations sampled, while all subscribe to EEO, most exclude sexual orientation, and in many cases their policies and procedures are discriminatory against gay and lesbian employees. The research highlighted significant differences between the American and the New Zealand organisations sampled. While American companies have embraced sexual orientation Diversity Programmes as being good for business, the local organisations remain focused on legislative requirements and moral obligation, a key criticism of EEO programmes in the literature. While the American workplace has demonstrated an ability to respond successfully to the changing nature and composition of the workplace, New Zealand organisations have been slow to adapt, with the result that gay and lesbian employees do not, in many cases, have equity within the workplace and organisations are not realising their potential level of profit and profitability.