EXPLAIN WHY DIVERSITY NEEDS TO BE MANAGED. PROBABILITIES OF PROBLEMS CAN HAPPEN IF DIVERSITY IS NOT MANAGED. AND OUTCOMES IF IT IS MANAGED.

EXPLAIN WHY DIVERSITY NEEDS TO BE MANAGED. PROBABILITIES OF PROBLEMS CAN HAPPEN IF DIVERSITY IS NOT MANAGED. AND OUTCOMES IF IT IS MANAGED.

Some people think that workforce diversity will automatically lead to positive outcomes for organizations. Drawing on theory and research explain why workforce diversity needs to be managed for benefits to be realized
Instruction:
Use relevant readings (I will add) but also your own independent research.

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Body should contain the following topics
– Diversity in workforce.
– Explain why diversity needs to be managed. Probabilities of problems can happen if diversity is not managed. And outcomes if it is managed.
– Refer to organizational examples
– Overall trend and specific groups of employees to illustrate key points

Gender, Race, and Meritocracy in Organizational Careers Author(s): Emilio J. Castilla Source: American Journal of Sociology, Vol. 113, No. 6 (May 2008), pp. 1479-1526 Published by: The University of Chicago Press Stable URL: http://www.jstor.org/stable/10.1086/588738 Accessed: 21-07-2017 07:48 UTC JSTOR is a not-for-profit service that helps scholars, researchers, and students discover, use, and build upon a wide range of content in a trusted digital archive. We use information technology and tools to increase productivity and facilitate new forms of scholarship. For more information about JSTOR, please contact support@jstor.org. Your use of the JSTOR archive indicates your acceptance of the Terms & Conditions of Use, available at http://about.jstor.org/terms The University of Chicago Press is collaborating with JSTOR to digitize, preserve and extend access to American Journal of Sociology This content downloaded from 128.250.144.144 on Fri, 21 Jul 2017 07:48:09 UTC All use subject to http://about.jstor.org/terms AJS Volume 113 Number 6 (May 2008): 1479–1526 1479 2008 by The University of Chicago. All rights reserved. 0002-9602/2008/11306-0001$10.00 Gender, Race, and Meritocracy in Organizational Careers1 Emilio J. Castilla Massachusetts Institute of Technology This study helps to fill a significant gap in the literature on organizations and inequality by investigating the central role of meritbased reward systems in shaping gender and racial disparities in wages and promotions. The author develops and tests a set of propositions isolating processes of performance-reward bias, whereby women and minorities receive less compensation than white men with equal scores on performance evaluations. Using personnel data from a large service organization, the author empirically establishes the existence of this bias and shows that gender, race, and nationality differences continue to affect salary growth after performance ratings are taken into account, ceteris paribus. This finding demonstrates a critical challenge faced by the many contemporary employers who adopt merit-based practices and policies. Although these policies are often adopted in the hope of motivating employees and ensuring meritocracy, policies with limited transparency and accountability can actually increase ascriptive bias and reduce equity in the workplace. An extensive body of research on organizations and stratification has established that organizations play a key role in generating and perpetuating inequality in employment outcomes (Baron and Bielby 1980;

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