Prelims
Diversity and Organizational Development
ISBN: 978-1-83982-593-4, eISBN: 978-1-83982-592-7
Publication date: 16 June 2021
Citation
Kuklenski, J. (2021), "Prelims", Diversity and Organizational Development, Emerald Publishing Limited, Leeds, pp. i-xiv. https://doi.org/10.1108/978-1-83982-592-720211012
Publisher
:Emerald Publishing Limited
Copyright © 2021 by Emerald Publishing Limited
Half Title Page
Diversity and Organizational Development
Title Page
Diversity and Organizational Development: Impacts and Opportunities
Authored by
Jennifer Kuklenski
Northland College, USA
United Kingdom – North America – Japan – India – Malaysia – China
Copyright Page
Emerald Publishing Limited
Howard House, Wagon Lane, Bingley BD16 1WA, UK
First edition 2021
Copyright © 2021 by Emerald Publishing Limited
All rights of reproduction in any form reserved
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British Library Cataloguing in Publication Data
A catalogue record for this book is available from the British Library
ISBN: 978-1-83982-593-4 (Print)
ISBN: 978-1-83982-592-7 (Online)
ISBN: 978-1-83982-594-1 (Epub)
Dedication
For Alex, Jenna, Paige, and Teigan
List of Tables and Figures
Figure 2.1. | Average Number of Labor Migrants Entering Select Countries, 2007–2017. |
Figure 3.1. | The Diversity Tree and Sample Attributes. |
Figure 3.2. | Single-Dimensional Versus Multi-Dimensional Diversity Frameworks. |
Figure 4.1. | Hofstede's Dimensions of National Culture and Sample Country Rankings. |
Figure 4.2. | Three of the Most Common Hand Gestures. |
Figure 5.1. | Flow of Time: Monochronic Versus Polychronic Time Orientation. |
Figure 7.1. | Pyramid of Corporate Social Responsibility (CSR). |
Figure 8.1. | Stages of Diversity and Inclusion Organizational Development (D&IOD). |
Figure 10.1. | Equality versus Equity. |
Table 2.1. | Median Age in Select Countries 1950–2100 (Projected). |
Table 2.2. | Countries With Largest Percentage Change in Female Board Seats, 2010–2017. |
Table 5.1. | Summary of Relational Models Primary Characteristics. |
List of Abbreviations
- AA
-
Affirmative action
- AR
-
Authority ranking
- CS
-
Communal sharing
- CSR
-
Corporate social responsibility
- CVS
-
Chinese Value Survey
- D&I
-
Diversity and inclusion
- D&IOD
-
Diversity and inclusion organizational development
- EAP
-
Employee assistance plan
- EEOC
-
Equal Employment Opportunity Commission
- EM
-
Equality matching
- ESG
-
Environmental, social, and governance
- EU
-
European Union
- HR
-
Human Resources
- IDV
-
Individualism
- ILO
-
International Labour Organization
- IRIC
-
Institute for Research on Intercultural Cooperation
- IVR
-
Indulgence versus restraint
- LTO
-
Long-term orientation
- MAS
-
Masculinity
- MCOD
-
Multicultural organizational development
- MP
-
Market pricing
- OD
-
Organizational development
- OECD
-
Organization for Economic Cooperation and Development
- PDI
-
Power distance
- PRI
-
Protestant Relational Ideology
- SRI
-
Socially responsible investment
- STEM
-
Science, technology, engineering, and mathematics
- UAI
-
Uncertainty avoidance
- UN
-
United Nations
- US
-
United States
- USSR
-
Union of Soviet Socialist Republics
- WHO
-
World Health Organization
- YEN
-
Young Employee Network
Acknowledgments
The contents of this book span nearly 15 years of education, work, and research on diversity, inclusion, cross-cultural communication, and intercultural relationships in communities and organizations. Accordingly, my acknowledgments are directed toward those who helped me complete this book, as well as those who have informed my understanding of social justice issues, shaped my worldview, and inspired my practice.
I was first introduced to the concepts of cross-cultural understanding, tolerance, and inclusion by Dr Eddah Mutua. In her undergraduate communications course, I was put into uncomfortable but incredibly rewarding situations with people from all social backgrounds and identities. As someone raised in a small rural area with very little diversity, this experience was invaluable. Working under her leadership with Communicating Common Ground, I learned how to better communicate and empathize with people of diverse backgrounds and without such an experience, this book may never have come to fruition.
This work was completed with support from my colleagues at Northland College. Dr Kevin Schanning deserves special mention for sharing resources with me, encouraging me professionally, and informing me of the opportunity for course release that allowed me to dedicate more time to completing the book. To that end, I am also grateful to Dr Wendy Gorman for awarding me the course release that aided in my timely completion of the book. I would also like to extend gratitude to my Northland College students, especially those who have taken The Inclusive Workplace course. Their insights and careful consideration further sparked my own reflection on the challenging concepts covered in this book. I am particularly grateful for the detailed comments provided by Kelsie Shields and Bailey Wynn, who went above and beyond by reviewing a few draft chapters.
I would also like to acknowledge my Humanity in Action Diversity and Diplomacy Fellowship cohort for sharing their deeply personal stories and helping me confront my own privileges. These remarkable people helped me grow as an individual who will continue to work toward diversity, equity, and inclusion in all workplaces. I am also deeply grateful for the moral and intellectual support from Dr Tímea Varga, who has championed my research and inspired me to keep pushing forward even when giving up felt so much easier. Her willingness to always listen to me brainstorm ideas, as well as her design feedback, aided in the creative thinking necessary to make this book stand out among its peers.
Most importantly, I cannot thank my family and partner enough for their unwavering support of my many educational and professional pursuits. Frequent inquiries about the book and my progress from my father, brother, sister, and sister-in-law kept me motivated to finish so that I could finally share this book with them. Special recognition is deserved by my mother Mimi, who spent countless hours reading every chapter. She provided me with much needed critical and thorough feedback that helped propel the book toward its final version. Profound thanks is also extended to my partner, R.J., not only for his illustrative contribution in Chapter 3, but also for the many bouquets of flowers and bottles of champagne given to celebrate milestones in completing this work.
- Prelims
- Chapter 1 Introduction
- Chapter 2 Diversity in Context
- Chapter 3 Defining Diversity
- Chapter 4 Cultural Diversity
- Chapter 5 Cognitive Diversity
- Chapter 6 Social Exclusion
- Chapter 7 Embracing Diversity
- Chapter 8 Inclusive Organizational Development
- Chapter 9 Inclusion and Organizational Culture
- Chapter 10 Conclusion
- References
- Index