tailieunhanh - Lecture Managing diversity in Australia: Chapter 14 - Glenda Strachan, Erica French, John Burgess

Chapter 14 - Sexual and gender identity at work. The main contents of the chapter consist of the following: Terminology, workplace culture, paucity of research, workplace experience for LGBT, similar but distinct experiences, the legal context,. | Chapter 14 Sexual and gender identity at work M P Ann Stewart and Kristopher Coonan Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity 14- Terminology The acronym LGBT/I (also BGLT/I, BGLTQ/I) is commonly used for lesbian, gay, transgender, bisexual and intersex people. It can be written in any order. We use the umbrella term ‘transgender' in deference to popular accepted usage to refer to all non-intersex gender-diverse people, but acknowledge that many people prefer other terms, such as transexual or intergender. Many people following sex/gender transition will simply identify as men or women. Intersex people should not be conflated with the transgender community. It should be noted, however, that a number of transgender people may, on medical investigation, be found to be biologically intersex. Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity | Chapter 14 Sexual and gender identity at work M P Ann Stewart and Kristopher Coonan Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity 14- Terminology The acronym LGBT/I (also BGLT/I, BGLTQ/I) is commonly used for lesbian, gay, transgender, bisexual and intersex people. It can be written in any order. We use the umbrella term ‘transgender' in deference to popular accepted usage to refer to all non-intersex gender-diverse people, but acknowledge that many people prefer other terms, such as transexual or intergender. Many people following sex/gender transition will simply identify as men or women. Intersex people should not be conflated with the transgender community. It should be noted, however, that a number of transgender people may, on medical investigation, be found to be biologically intersex. Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity 14- Workplace culture The workplace is not a neutral environment – it reflects the dominant culture (white, male, heterosexual & bi-gendered). Heterosexuality as the ‘norm’ permeates every aspect of social existence, including the workplace. We coin the term ‘heterogemony’ to capture the pervasive power of heterosexual privilege, or ‘heteronormativity’. Copyright 2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan, French and Burgess, Managing Diversity 14- Paucity of research Over the past few decades, researchers have increasingly analysed the implications for organisational management of a diverse staff profile. Issues related to sexuality, gender identity and gender expression though, have not received the same attention as gender, race, ethnicity or disability. Discrimination against same-sex attracted and gender-diverse people may constitute the ‘last acceptable prejudice’, judging by the relative lack of research and organisational attention. Copyright 2010 .

• Quản trị kinh doanh
• Workplace culture
• Managing diversity in Australia
• Managing diversity
• Diversity in the workplace
• Personnel management
• Lecture Managing diversity in Australia
• Managing cultural diversity
• Diversity within organisations
• Managing young workers
• Managing the ageing workforce
• Workforce diversity
• Australian Public Service
• Mapping equity
• Women in male dominated industries
• Trade unions
• Social justice
• Complexity of disability
• Family policies
• Employing indigenous Australians
• Women in management
• Cultural fit