Deepening Dialogue
The Potential of Organizational Pedagogy in Context of Diversity: Organizational Learning as Organizational Development and Research Focus
Paper Presentation in a Themed Session Timo Schreiner, Stefan Köngeter
While organizational sociology or psychology are well established (sub-)disciplines, organizational pedagogy is a relatively “young” discipline within the educational science. And yet it offers some specify possibilities of research and organizational development. With a focus of learning and the question how organizations learn, organizational pedagogy provides some interesting ways of looking into diversity within organization. In context of diversity learning addresses organizational structures as well organizational culture and reflects how differences and equality within organizations are interpreted and handled. In my research I show some theoretical basics of organizational pedagogy as well as examples of organizational pedagogy research projects that address diversity with different approaches.
Creating Sustainable Change: The Chemistry of DEI View Digital Media
Paper Presentation in a Themed Session Margaret Rowan
Diversity, Equity, and Inclusion (DEI) initiatives are one of the fastest growing developments in the workplace of the last three years. The trend towards expanding business objectives to include social or cultural goals is reflective of the increasingly global workforce and the overall societal trend towards individualization being a strength, rather than aiming for homogeneity. How does an organization develop and sustain a meaningful, long term DEI objective? Too many companies start lip-service or top-down initiatives, usually in response to societal or political pressure, but without any deep investigation of issues buried within their own organizations, and these initiatives often fail or fizzle out. When they are staffed by motivated and engaged employees (as opposed to an under-resourced and overstretched HR team), lack of motivation, commitment, or meaningful resourcing from the top often prevents meaningful change. By analyzing the core components of both effective and ineffective programs, we identified that an effective DEI program needs to be one that empowers individuals from diverse backgrounds to actively contribute to company strategic initiatives, even if that would normally fall outside the scope of their job. We sought to build on this idea, and identify a mechanism by which an organization can ensure the lived experiences of diverse talent can be brought to bear within the context of a corporate DEI initiative. We have successfully created a model based in the chemistry of catalysis that can be used as a framework for the successful generation of any DEI-focused action group.
Managing the Evils or Fostering the Blessings of Diversity? : A Conjoined Case Study and Scriptural Study View Digital Media
Paper Presentation in a Themed Session Legha Momtazian
Diversity has received great interest in previous research and recent attempts aim to create measures and frameworks to enable its practice, assessment, and management. However, a link between diversity and justice is missing in some empirical research, and diversity is often approached as a condition to be managed. This paper addresses this gap by exploring the approach of the Bahá’í Faith as a contemporary world religion to diversity and its operationalisation. This research, hence, employs scriptural study and case study methods to establish the theoretical bases of such an approach and explores them in organsiational practice. It initially explores how diversity is articulated and suggested to be utilised in Bahá’í scripture, and then explores three case studies that attempted to apply these principles to their organisations. The results of the study indicate that fostering diversity was a multilevel undertaking requiring compassion, responsibility, and at times, restructuring at an individual level and at a legal, political, economic, and social level, with a focus on justice and fairness. It was found that its oversimplification and absence of justice in its criteria could eventually result in unfair exclusions and challenge its operationalisation. The findings of this research could enable managers to ‘foster diversity’ and develop their diversity frameworks based on justice and fairness, including the aspects of organisational environment/culture; managers’ compassion, actions, and policies; and employees’ concern and participation in respecting and appreciating the various aspects of diversity (e.g. gender, race, religion/faith, cultures, and thoughts).
Searching for Safe Sport View Digital Media
Paper Presentation in a Themed Session Lindsay McLean
The issue of safe sport for women in Canada is not a new topic. That being said, it is a topic that has recently gained much attention. This project is a documentary researching unsafe sport practices against athletes in women's sports in Canada and what safe sport looks like in Canada. Drawing on existing literature and interviews with athletes, coaches, officials, and experts, the documentary examines the current state of women's sports in Canada, in a physical, psychological and economic context. The documentary also highlights the role of sports organizations and policymakers in these contexts and how an unsafe environment is created. It concludes with how these environments can be prevented to ensure the future safety of Canadian female athletes. The documentary also includes comparisons to other countries around the world.
