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Hello GDO, OB, and HR Netters:

I am looking for a measure that asks CEOs to rate how well their managers are implementing diversity management (practices)?  I have searched high and low but haven't had much success.  Maybe I have been using the wrong key words or looking at the wrong places.  I can also adapt an existing measure that does not relate to diversity.

I'll be happy to compile my finds and share them here.

Thanks in advance,

Ed

--

Eddy Ng, PhD

Professor and F.C. Manning Chair in Economics and Business

Dalhousie University

Ed,

I am replying a little late to your request for "a measure that asks CEOs to rate how well their managers are implementing diversity management (practices)."  Since what you want to learn how well managers implement diversity management practices, then I assume that you would probably would look at the outcomes of those practice implementations.

If this is true, then one must look at the different impact levels that the diversity practices have on the organization's life, performance, etc. Since the Civil Rights Act (1964) and the creation of Equal Employment Opportunity Office (1972) many companies reacted to the new laws by just hiring more minorities and women, thinking that this was enough to meet the requirements of the law. More recently there were signs that just showing numbers is not enough, and some businesses started to search for ways to do more than that.

I see that effective diversity management practices must lead to an improved organizational environment, where cultural inclusion is the norm (or better yet, a habit)! I have included a part of a handout I used in my classes up this past spring semester (I retired from Texas State at the end of May). This handout is derived from a couple of papers I wrote with my colleague Dr. Denise de la Rosa (Grand Valley State). There are two models in the handout. One describes "A Process of Discrimination and Exclusion." I believe managers and anyone else in the organization must understand this process and visualize their own place in it, if they are not totally at ease with people who are different. There are many instances in which dehumanization might exist in organizations (and in other environments).

The other is the "Organizational Cultural Inclusion Model" where I attempt to represent the different levels of organizational intervention and the potential outcomes at each level. This model allows us to identify at what level the organization might find itself in terms of diversity management practices, if at all.

I hope this helps in some way!