Ethical Dimensions of Diversity (SAGE Series on Business Ethics)

Rating:
Summary: Impact of diversity on organizational culture
Review: Hopkins' discussion of the ethical dimensions of diversity is both timely and relevant and his process model of the ethics-diversity relationship provides a framework from which ethicists, OD practicioners and organizations who are addressing a changing work environment and workforce can begin a dialogue. He rightly recognizes and frames in intellectual terms, the dilemma with which this reviewer agrees. Today's organizations, as organizations have always been, are comfortable with the way in which power is distributed and maintained in that distribution. What Hopkins verbalizes, I believe helpfully, is the fear that I have heard expressed (or suppressed) in my discussions with managers, that is, that diversity will result in the chaotic introduction of mores and values that may not be consistent with those held in place by the status quo and, likely, most reflective of dominant views.

The importance of opening a dialogue to identify, examine and evaluate the presence and application of ethical standards in organizations and the possible entrance of new mores and values represented by diversity is high.

His process model of the ethics-diversity relationship offers a framework for initiating this dialogue. His references to other sources, such as his re-presentation of congruency and national culture clusters is a helpful resource for those uneducated about the distinctions. He also provides ten case studies by five scholars which could serve to generate healthy discussion among managers and those interested in the intersection of ethics and diversity.

The appreciation this reviewer has for Hopkins' introduction of the topic of the impact of diversity on the organizational culture is, however, overshadowed by her concern about his understanding of and presentation of many of the issues outside of the philosophical treatise on mores, ethics and culture. Hopkins' own prejudices and biases as well as his ignorance regarding distinctions between and among identity groups--such as ethnic cultural groups, sexual orientation identity groups, gender groups and legally-defined racial groups--and of classes protected by non-discrimination law were continously exposed in his discourse.

Rating:
Summary: Impact of diversity on organizational culture
Review: Hopkins' discussion of the ethical dimensions of diversity is both timely and relevant and his process model of the ethics-diversity relationship provides a framework from which ethicists, OD practicioners and organizations who are addressing a changing work environment and workforce can begin a dialogue. He rightly recognizes and frames in intellectual terms, the dilemma with which this reviewer agrees. Today's organizations, as organizations have always been, are comfortable with the way in which power is distributed and maintained in that distribution. What Hopkins verbalizes, I believe helpfully, is the fear that I have heard expressed (or suppressed) in my discussions with managers, that is, that diversity will result in the chaotic introduction of mores and values that may not be consistent with those held in place by the status quo and, likely, most reflective of dominant views.

The importance of opening a dialogue to identify, examine and evaluate the presence and application of ethical standards in organizations and the possible entrance of new mores and values represented by diversity is high.

His process model of the ethics-diversity relationship offers a framework for initiating this dialogue. His references to other sources, such as his re-presentation of congruency and national culture clusters is a helpful resource for those uneducated about the distinctions. He also provides ten case studies by five scholars which could serve to generate healthy discussion among managers and those interested in the intersection of ethics and diversity.

The appreciation this reviewer has for Hopkins' introduction of the topic of the impact of diversity on the organizational culture is, however, overshadowed by her concern about his understanding of and presentation of many of the issues outside of the philosophical treatise on mores, ethics and culture. Hopkins' own prejudices and biases as well as his ignorance regarding distinctions between and among identity groups--such as ethnic cultural groups, sexual orientation identity groups, gender groups and legally-defined racial groups--and of classes protected by non-discrimination law were continously exposed in his discourse.