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Social equity, or the lack of social equity, is practiced in all of our organizations. By focusing on advancing social equity in organizational culture, public and non-profit organizations can create more inclusive operations, correct historical injustices, and fulfill their mission to serve the community. Social equity is often explored as a grand theory, but it is critical for organizations to identify and practice strategies to apply theory into action. Organizational Culture and Social Equity: An Experiential Guide is the first book of its kind to provide the public service-minded reader with an opportunity to practice social equity. The chapters are designed to be both theoretical and practical, helping the reader develop knowledge to analyze social equity efforts in their own organization as well as the tools to act. The contributing chapter authors in this book explore social equity through various dimensions of organizational culture: physical characteristics and general environment; policies, procedures, and structures; socialization; leadership behavior; rewards and recognition; discourse; and learning and performance. Each contributor provides a thorough overview of their respective culture category along with important theories and concepts, definitions, and strategies for practice. The chapter authors then examine social equity in each area of organizational culture through a learning activity, discussion questions, and a call to action. Each chapter further reinforces concepts with a vignette featuring a public administrator who has faced a situation related to that chapter. Organizational Culture and Social Equity is a timely and essential read for all those who wish to study or practice public administration through an equity lens.
This book provides practical guidance for managers, leaders, diversity officers, educators, and students to achieve the benefits of diversity by focusing on creating meaningful, inclusive interactions. Implementing inclusive interaction practices, along with accountability practices, enhances performance outcomes for the organization and improves equity for members of historically underrepresented and marginalized groups. The book highlights the need to challenge existing approaches that have overemphasized representational—that is, numerical—diversity. For many decades, the focus has been on this important first step of increasing the numbers of underrepresented groups. However, moving beyond representation toward a truly inclusive organizational culture that produces real performance and equity has been elusive. This book moves the focus from achieving numerical diversity to achieving frequent, high-quality, equitable, and productive interactions that enable individuals to leverage their distinctive talents and provides the steps to do so. The benefits of this approach occur at the individual, workgroup, and organizational levels. Real-life examples of good inclusive practices are provided from across the for-profit, nonprofit, and governmental sectors and in various organizational contexts. The book is ideal not only for those charged with diversity, equity, and inclusion efforts in organizations but also for organizational leaders and managers who can create and/or support the implementing of inclusive organizational practices and also for postgraduate and undergraduate students studying human resource management, organizational behavior, management, or diversity, equity, and inclusion.
In this compelling book the author contends that social equity--specifically racial equity--is a nervous area of government. Over the course of history, this nervousness has stifled many individuals and organizations, thus leading to an inability to seriously advance the reduction of racial inequities in government. The author asserts that until this nervousness is effectively managed, public administration social equity efforts designed to reduce racial inequities cannot realize their full potential.
Despite hundreds of federal laws and U.S. Supreme Court decisions prohibiting discrimination based on sex and race, American women and people of color continue to face pervasive individual and structural discrimination. Women often lack equal pay for equal work, affordable childcare, and paid family medical leave. Following the overturning of Roe vs. Wade, safe, legal abortion has become inaccessible in approximately half the country, disproportionately impacting poor women. Women and people of color are underrepresented in elected offices at the federal and state levels, and the voting rights of people of color continue to be eroded. Employing a public administration framework, Social Equity in a Post-Roe America documents the scope and breadth of inequality in the United States, linking social equity to sex, race, and the rule of law. This insightful and provocative new book examines U.S. Supreme Court decisions and federal statutes across four public policy domains that increasingly influence U.S. democracy and impact the lives of American women. These policy domains consist of political representation, which includes citizenship and voting rights, contraception, abortion, and employment. Social Equity in a Post-Roe America offers policy recommendations to increase equitable access and equal opportunity for women and people of color. It is required reading for all students of public administration, public policy, and political science, as well as for engaged citizens.
Fairness in the workplace is a key element to the successful management and development of an organization. By evaluating the treatment of employees within educational settings, as well as examining their reaction to fair and effective leadership practices, an institution gains a competitive edge within the global academic landscape. The Handbook of Research on Organizational Justice and Culture in Higher Education Institutions examines employee perspectives and behavior within educational settings. Highlighting the application of organizational integrity practices being used to meet the demands of institutional employees within developing and developed economies, this publication is a vital reference source for academicians, professionals, researchers, and students interested in higher education business management and development.
Featuring all original chapters, this book presents a balanced, comprehensive overview of the policies and practices for achieving racial and ethnic diversity in public organizations, with a strong orientation toward improving diversity management in the public sector. The book can be used both as a main text and a supplementary text in classes that focus on diversity, diversity management, public administration and multiculturalism, diversity and public productivity, public service delivery and diverse populations, and public policy and changing demographics. This completely revised and updated edition includes six brand new chapters, expanding the book's coverage to include: Diversity Ideology in the United States; Managing Diversity in Communities, Workplaces, and Society; Managing Diversity: Moving Beyond Organizational Conflict; Institutional Racism, Diversity and Public Administration; Cultural Competency, Public Administration, and Public Service Delivery; Diversity Management and Cultural Competencies.
The questionable practices and policies of many businesses are coming under scrutiny by consumers and the media. As such, it important to research new methods and systems for creating optimal business cultures. Organizational Culture and Behavior: Concepts, Methodologies, Tools, and Applications is a comprehensive resource on the latest advances and developments for creating a system of shared values and beliefs in business environments. Featuring extensive coverage across a range of relevant perspectives and topics, such as organizational climate, collaboration orientation, and aggressiveness orientation, this book is ideally designed for business owners, managers, entrepreneurs, professionals, researchers, and students actively involved in the modern business realm.
The delivery of quality education to students relies heavily on the actions of an institution’s administrative staff. Effective leadership strategies allow for the continued progress of modern educational initiatives. Educational Leadership and Administration: Concepts, Methodologies, Tools, and Applications provides comprehensive research perspectives on the multi-faceted issues of leadership and administration considerations within the education sector. Emphasizing theoretical frameworks, emerging strategic initiatives, and future outlooks, this publication is an ideal reference source for educators, professionals, school administrators, researchers, and practitioners in the field of education.
Public administration education programs prepare students in the provision of important public and nonprofit services, so it is essential that such programs help prepare administrators to advance social equity, one of the pillars of the discipline. This exciting new book from social equity authorities Sean McCandless and Susan T. Gooden demonstrates how public administration faculty can teach social equity across the curriculum, in practical terms. This edited collection features chapters from authors experienced in both public administration and in teaching social equity. Each chapter discusses teaching social equity in a particular class (Introduction to Public Administration, Organizational Dynamics and Theory, Human Resources, Policy Process, Research Methods, Capstones, and more) through distinct pedagogical practices that advance student learning (including case studies, community engagement projects, and simulations). The text captures an array of instructional approaches to social equity within public affairs education, particularly at the graduate level. It includes approaches from both established and newer instructors, across a diversity of universities. The book serves as an important resource to faculty who teach these courses, as well as the students who take them. Most importantly, it is a resource to academics and practitioners alike who share a commitment to fairness in the implementation of public services.
This comprehensive, integrated teaching resource provides students with the tools and methodologies they need to effectively negotiate the multiple dynamics that emerge from difference, and to appropriately respond to issues of marginalization and social injustice. Written from an American perspective, the book not only covers the traditional topics of race, gender, ethnicity, and social class, but explores emerging trends around ‘-isms’ (racism, sexism). Thoroughly revised and updated, this third edition includes new case studies and expanded coverage of topics such as social justice, microaggressions, and gender identities and expressions. End-of-chapter questions encourage students to engage in difficult conversations, and case studies stimulate students’ awareness of real-world issues that emerge from diversity, helping students to develop the broad range of skills they need to mediate or resolve diversity issues as future professionals. This edition includes updated Instructor Resources such as PowerPoint slides, multiple choice quizzes, and essay questions as well as additional links which can be found online.