...1. David A. Thomas and Robin J. Ely's three paradigms of diversity focuses on: (1) discrimination and fairness, (2) access and legitimacy, and (3) learning and effectiveness paradigm as shown. "Most people assume that workplace diversity is about increasing racial, national, gender, or class representation - in other words, recruiting and retaining more people from traditionally underrepresented identity group." [1] This is true for both discrimination and fairness and access and legitimacy paradigms. Although these two paradigms are the most common way that companies approach diversity, they are not the most effective way for companies to manage diversity. Discrimination and fairness paradigm focuses on hiring women and people of color according to the Equal Employment Opportunity federal laws, fair treatment, and recruitment purposes. Companies that use this style to manage diversity will continue to face issues because their employees will feel that they were only hired to fill a void and not really hired based on their qualifications. Employees will not feel as though they are valued or even an asset to the company. The goal with this paradigm is to hire people from diverse backgrounds in order for them to increase its numbers for minorities and women. Access and legitimacy paradigm method is used to hire people to fit in a specific group. The focus is to hire people based on the consumer market. For instance, a company located in "Spanish Harlem" hires Hispanics...
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...David A. Thomas and Robin J. Ely's Three Paradigms of Diversity 1. David A. Thomas and Robin J. Ely's three paradigms of diversity focuses on: (1) discrimination and fairness, (2) access and legitimacy, and (3) learning and effectiveness paradigm as shown. "Most people assume that workplace diversity is about increasing racial, national, gender, or class representation - in other words, recruiting and retaining more people from traditionally underrepresented identity group." [1] This is true for both discrimination and fairness and access and legitimacy paradigms. Although these two paradigms are the most common way that companies approach diversity, they are not the most effective way for companies to manage diversity. Discrimination and fairness paradigm focuses on hiring women and people of color according to the Equal Employment Opportunity federal laws, fair treatment, and recruitment purposes. Companies that use this style to manage diversity will continue to face issues because their employees will feel that they were only hired to fill a void and not really hired based on their qualifications. Employees will not feel as though they are valued or even an asset to the company. The goal with this paradigm is to hire people from diverse backgrounds in order for them to increase its numbers for minorities and women. Access and legitimacy paradigm method is used to hire people to fit in a specific group. The focus is to hire people based on the consumer...
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...Executive Summary This paper will focus on the diversity audit that has been done for Starbucks Coffee Company. The audit will have a description of the company’s background along with viewing the company’s different types of practices that they use that involves diversity. We will be viewing the company’s statements and conducting research on previews interviews and even viewing news articles about the company. We will find out what the organizations diversity practices will consist of according to the deep research that will be conducted. The audit will consist of learning about the background of Starbucks and how the company addresses and approaches diversity within their organization. The paper will be focusing on David A Thomas and Robin J Ely’s three paradigms of diversity which consist of” discrimination and fairness, access and legitimacy and learning and effectiveness paradigm” to compare and contrast the methods that Starbucks uses as a form of diversity. Finally, making some suggestions and recommendation on how Starbucks can improve their current state of diversity. First we will discuss how Starbuck came about the companies background along with the diversity methods they have been using allowing them to become very successful. Organizational Background Howard Schultz is the CEO of Starbucks and the founder of this company since 1982. In his opening mission statement he states “Our mission: to inspire and nurture the human spirit-one person, one cup and one...
Words: 2578 - Pages: 11
