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Building bridges to inclusion: A case study of conflict in a diversity advisory group.

机译：搭建包容性桥梁：多元化咨询小组中的冲突案例研究。

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摘要

This observational case study examines the effects of intergroup conflict experienced by a diversity advisory group (DAG) as it attempted to create and implement a diversity program for a nonprofit health care agency. I hypothesize that internal diversity advisory groups are microcosms of an entire organization, and therefore are excellent laboratories for understanding the organization's readiness to foster an environment where diversity and inclusiveness are valued. The PDE begins by examining the efforts of one agency which had a clear need to increase the diversity of its staff in order to better serve its clients and maintain state and federal funding. The conflict and confusion that befell the committees established to create and implement the diversity strategy are common among diversity advisory groups. It is the nature of this conflict that was the focus of this PDE.;My research was conducted in a naturalistic setting with me as an observer and member of the DAGs. This research was conducted during prolonged contact with Success Project's DAGs and covers more than two years of observations. The intent of the research was to understand the causes of the conflict and to develop strategies to alleviate affective conflict in future diversity efforts. The agency's effort to create and implement a diversity plan began in 1995 when Success Projects* created a 5 year strategic plan; a significant module in the plan included the creation and implementation of a diversity program The agency received a grant from a special funding and technical assistance program designed to increase the diversity of nonprofit staffs and boards of directors. One requirement for receiving the grant was that the grantee form a diversity advisory committee. This study explores the organizational structure of the agency and its response to the conflict It also describes incidents of conflict that erupted during meetings of the second DAG, which was created after the first one was disbanded in failure, and the result of those episodes on the committee's ability to complete its mission. This research project includes recommended educational resources to prepare the agency for organizational change and conflict management Finally, lessons learned are documented as part of a strategic plan to alleviate affective conflict in future diversity efforts.;*The name of the organization has been changed to protect the privacy of its clients.
机译：这项观察性案例研究考察了多样性咨询小组（DAG）在尝试为非营利性医疗机构创建和实施多样性计划时所经历的群体间冲突的影响。我假设内部多样性咨询小组是整个组织的缩影，因此是了解组织准备营造重视多样性和包容性的环境的优秀实验室。 PDE首先检查一个机构的工作，该机构显然需要增加其工作人员的多样性，以便更好地为其客户提供服务并保持州和联邦资金。在多元化咨询小组中，为建立和实施多元化战略而成立的委员会之间的冲突和困惑是很普遍的。 PDE的重点就是这种冲突的性质。我的研究是在自然主义的环境中进行的，我是我的观察员和DAG成员。这项研究是在与Success Project的DAG长期接触期间进行的，涵盖了超过两年的观察结果。该研究的目的是了解冲突的原因，并制定缓解未来多样性工作中情感冲突的策略。该机构创建和实施多样性计划的工作始于1995年，当时“成功项目” *制定了一项5年战略计划。该计划的一个重要模块包括创建和实施多元化计划。该机构从一项特殊的资金和技术援助计划中获得了一笔赠款，该计划旨在增加非营利性员工和董事会的多元化。接收赠款的一个要求是，受赠者必须成立多元化咨询委员会。这项研究探索了该机构的组织结构及其对冲突的反应。它还描述了在第二个DAG会议期间爆发的冲突事件，该事件是在第一个DAG因失败而解散后创建的，并且这些事件在委员会完成任务的能力。该研究项目包括推荐的教育资源，以使该机构为组织变革和冲突管理做准备。最后，将所汲取的教训记录为缓解未来多样性工作中的情感冲突的战略计划的一部分。*该组织的名称已更改，以保护组织客户的隐私。

著录项

  • 作者

    Maxwell, W. Pearl.;

  • 作者单位

    The Union Institute.;

  • 授予单位 The Union Institute.;
  • 学科 Sociology.
  • 学位 Ph.D.
  • 年度 1999
  • 页码 118 p.
  • 总页数 118
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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