Differences At Work And “Identity Abrasions”

1. Review the Learning Resources on diversity and inclusion in healthcare organizations.

2. Your Instructor will identify three “Differences at Work” vignettes as the focus of this Discussion. Read the three case studies and choose one as the subject of your Discussion post.

3. Identify the issues in your chosen case study and reflect on how a diversity and inclusion perspective might mitigate, address, or contribute to the concept of “identity abrasion” in the workplace.

4. Consider how this situation might affect organizational performance, staff morale and retention, and/or competitive advantage.

5. Consider how you would respond if you were the employee in your chosen vignette and what kind of support and resolutions you might seek, or what you would recommend to this individual in terms of responses.
Differences at Work and “Identity Abrasions”

To Prepare:

· Review the Learning Resources on diversity and inclusion in healthcare organizations.

· Your Instructor will identify three “Differences at Work” vignettes as the focus of this Discussion. Read the three case studies and choose one as the subject of your Discussion post.

· Identify the issues in your chosen case study and reflect on how a diversity and inclusion perspective might mitigate, address, or contribute to the concept of “identity abrasion” in the workplace.

· Consider how this situation might affect organizational performance, staff morale and retention, and/or competitive advantage.

· Consider how you would respond if you were the employee in your chosen vignette and what kind of support and resolutions you might seek, or what you would recommend to this individual in terms of responses.

References

Fried, B. J., & Fottler, M. D. (Eds.). (2018). Fundamentals of human resources in healthcare (2nd ed.). Chicago, IL: Health Administration Press.

· Chapter 11, “Diversity and Inclusion in the Workplace” (pp. 296–308)

Becker’s Healthcare. (2016). The new look of diversity in healthcare: Where we are and where we’re headed. Becker’s Hospital Review. Retrieved from https://www.beckershospitalreview.com/hospital-management-administration/the-new-look-of-diversity-in-healthcare-where-we-are-and-where-we-re-headed.html

Dreachslin, J. L., Weech-Maldondo, R., Gail, J., Epané, J. P., & Wainio, J. A. (2017). Blueprint for sustainable change in diversity management and cultural competence: Lessons from the National Center for Healthcare Leadership Diversity Demonstration Project. Journal of Healthcare Management, 62(3), 171–185. doi:10.1097/JHM-D-15-00029

Hegwer, L. R. (2016). Building high-performing, highly diverse teams and organizations. Healthcare Executive, 31(6), 10–19.
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________________________________________________________________________________________________________________ Professor Sandra J. Sucher and Research Associate Rachel Gordon, Global Research Group, prepared this case. The authors are grateful for the contributions of Professor Robin J. Ely and Robin Cherry Glass (MBA 2007). Some information has been disguised. HBS cases are developed solely as the basis for class discussion. Cases are not intended to serve as endorsements, sources of primary data, or illustrations of effective or ineffective management. Copyright © 2007 President and Fellows of Harvard College. To order copies or request permission to reproduce materials, call 1-800-545-7685, write Harvard Business School Publishing, Boston, MA 02163, or go to http://www.hbsp.harvard.edu. No part of this publication may be reproduced, stored in a retrieval system, used in a spreadsheet, or transmitted in any form or by any means—electronic, mechanical, photocopying, recording, or otherwise—without the permission of Harvard Business School.

S A N D R A J . S U C H E R

R A C H E L G O R D O N

Differences at Work: Ben (A)

I was a senior analyst at a major hotel company. Although I worked mostly in corporate headquarters, I would occasionally travel to the field where I met with front-line employees and learned what was on their minds.

On a trip to Cleveland, I had the chance to speak with two people working at the front desk about what it was like to work at the hotel. The younger of the two had joined the staff recently; the other one, his supervisor, had been with the company for almost 15 years. They seemed particularly interested in talking with me because they rarely got a chance to talk directly to anyone from headquarters.

We discussed changes in the industry. They complained about our company’s aggressive cost control initiatives, spearheaded by our charismatic but frugal CEO, whose policies were occasionally unpopular. After a few more minutes of conversation, the supervisor casually quipped, “The CEO is so tight with a buck, I wonder if he is Jewish.”

As a Jewish person I didn’t know how to react. I had never actually experienced anything like this before, especially in a professional setting. My instinct was not to be combative or hostile. I felt a bit like a deer caught in headlights. The junior employee looked a little surprised at his supervisor’s remark, but, laughing, he quickly changed the subject. Smiling, I made an excuse to end our discussion and walked away.

This document is authorized for use only by Nida Jovellanos in NURS-6221A-2/NURS-6221-2-Managing Human Resources2020 Spring Qtr 02/24-05/17-PT27 at Laureate Education – Walden University, 2020.

 

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