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How to Break the Cycle of Low Workforce Diversity: A Model for Change
Social justice concerns but also perceived business advantage are behind a widespread drive to increase workplace diversity. However, dominance in terms of ethnicity, gender or other aspects of diversity has been resistant to change in many sectors. The different factors which contribute to low dive...
Autores principales: | , , , |
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Formato: | Online Artículo Texto |
Lenguaje: | English |
Publicado: |
Public Library of Science
2015
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Materias: | |
Acceso en línea: | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4517751/ https://www.ncbi.nlm.nih.gov/pubmed/26217957 http://dx.doi.org/10.1371/journal.pone.0133208 |
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author | O’Brien, Katherine R. Scheffer, Marten van Nes, Egbert H. van der Lee, Romy |
author_facet | O’Brien, Katherine R. Scheffer, Marten van Nes, Egbert H. van der Lee, Romy |
author_sort | O’Brien, Katherine R. |
collection | PubMed |
description | Social justice concerns but also perceived business advantage are behind a widespread drive to increase workplace diversity. However, dominance in terms of ethnicity, gender or other aspects of diversity has been resistant to change in many sectors. The different factors which contribute to low diversity are often hotly contested and difficult to untangle. We propose that many of the barriers to change arise from self-reinforcing feedbacks between low group diversity and inclusivity. Using a dynamic model, we demonstrate how bias in employee appointment and departure can trap organizations in a state with much lower diversity than the applicant pool: a workforce diversity “poverty trap”. Our results also illustrate that if turnover rate is low, employee diversity takes a very long time to change, even in the absence of any bias. The predicted rate of change in workforce composition depends on the rate at which employees enter and leave the organization, and on three measures of inclusion: applicant diversity, appointment bias and departure bias. Quantifying these three inclusion measures is the basis of a new, practical framework to identify barriers and opportunities to increasing workforce diversity. Because we used a systems approach to investigate underlying feedback mechanisms rather than context-specific causes of low workforce diversity, our results are applicable across a wide range of settings. |
format | Online Article Text |
id | pubmed-4517751 |
institution | National Center for Biotechnology Information |
language | English |
publishDate | 2015 |
publisher | Public Library of Science |
record_format | MEDLINE/PubMed |
spelling | pubmed-45177512015-07-31 How to Break the Cycle of Low Workforce Diversity: A Model for Change O’Brien, Katherine R. Scheffer, Marten van Nes, Egbert H. van der Lee, Romy PLoS One Research Article Social justice concerns but also perceived business advantage are behind a widespread drive to increase workplace diversity. However, dominance in terms of ethnicity, gender or other aspects of diversity has been resistant to change in many sectors. The different factors which contribute to low diversity are often hotly contested and difficult to untangle. We propose that many of the barriers to change arise from self-reinforcing feedbacks between low group diversity and inclusivity. Using a dynamic model, we demonstrate how bias in employee appointment and departure can trap organizations in a state with much lower diversity than the applicant pool: a workforce diversity “poverty trap”. Our results also illustrate that if turnover rate is low, employee diversity takes a very long time to change, even in the absence of any bias. The predicted rate of change in workforce composition depends on the rate at which employees enter and leave the organization, and on three measures of inclusion: applicant diversity, appointment bias and departure bias. Quantifying these three inclusion measures is the basis of a new, practical framework to identify barriers and opportunities to increasing workforce diversity. Because we used a systems approach to investigate underlying feedback mechanisms rather than context-specific causes of low workforce diversity, our results are applicable across a wide range of settings. Public Library of Science 2015-07-28 /pmc/articles/PMC4517751/ /pubmed/26217957 http://dx.doi.org/10.1371/journal.pone.0133208 Text en © 2015 O’Brien et al http://creativecommons.org/licenses/by/4.0/ This is an open-access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are properly credited. |
spellingShingle | Research Article O’Brien, Katherine R. Scheffer, Marten van Nes, Egbert H. van der Lee, Romy How to Break the Cycle of Low Workforce Diversity: A Model for Change |
title | How to Break the Cycle of Low Workforce Diversity: A Model for Change |
title_full | How to Break the Cycle of Low Workforce Diversity: A Model for Change |
title_fullStr | How to Break the Cycle of Low Workforce Diversity: A Model for Change |
title_full_unstemmed | How to Break the Cycle of Low Workforce Diversity: A Model for Change |
title_short | How to Break the Cycle of Low Workforce Diversity: A Model for Change |
title_sort | how to break the cycle of low workforce diversity: a model for change |
topic | Research Article |
url | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4517751/ https://www.ncbi.nlm.nih.gov/pubmed/26217957 http://dx.doi.org/10.1371/journal.pone.0133208 |
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