{"id":250,"date":"2020-05-28T03:54:19","date_gmt":"2020-05-28T03:54:19","guid":{"rendered":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/?p=250"},"modified":"2020-05-31T01:14:23","modified_gmt":"2020-05-31T01:14:23","slug":"discussion-post-week-of-5-18-toni","status":"publish","type":"post","link":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/2020\/05\/28\/discussion-post-week-of-5-18-toni\/","title":{"rendered":"Discussion Post, Week of 5\/25 [Toni]"},"content":{"rendered":"

Formal organizational diversity policies and how they affect minorities\u2019 self-perceptions and goals in leadership, seem to be based on statistics of findings through the lens of subcategories of multiculturalism, valuing interindividual differences and valuing homogeneity.\u00a0 These three subcategories seem to increase perceptions<\/em> of an open diversity climate, which in turn enhances leadership self-efficacy. I feel ill-equipped to analyze or even summarize these findings I attempted to follow throughout this article. It\u2019s incredibly well researched and documented.\u00a0 It\u2019s made clear that many sources are out there to say that, \u201cminority leadership is crucial to optimally utilize the talent of all employees for competitive advantage<\/em>,\u201d but it\u2019s also stated that such initiatives, such as affirmative action, are often accompanied by unintended negative consequences.\u00a0 Further attempting to study if cultural intervention in the form of diversity policies can be instrumental in stimulating minority leadership and impacting leadership self-perceptions, they manipulate the environment to see the extent that such policies succeed in creating a climate for diversity, and if they will positively influence minority employees.\u00a0 However, without the manipulations in place, one might wonder what the real life impacts these cultural interventions actually have? And is the real goal diversity? Or apparent diversity so long as it benefits the company at large?<\/p>\n","protected":false},"excerpt":{"rendered":"

Formal organizational diversity policies and how they affect minorities\u2019 self-perceptions and goals in leadership, seem to be based on statistics of findings through the lens of subcategories of multiculturalism, valuing interindividual differences and valuing homogeneity.\u00a0 These three subcategories seem to increase perceptions of an open diversity climate, which in turn enhances leadership self-efficacy. I feel … <\/p>\n

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