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Advanced Org 2020 Guest Lecture-Blackboard PDF
Advanced Org 2020 Guest Lecture-Blackboard PDF
BEYOND THE
INDIVIDUAL
CRICOS No.00213J
community.
Today’s talk: Beyond the individual
• How do individual and interpersonal processes manifest
at organisational levels?
• Systemic oppression
• Defining
• Examples
• What is it that
contributes to a more
healthy and vibrant
pot of red flowers?
• How do the US
examples provided
relate to the
Australian context?
12
Society
Organisation
Interpersonal
Individual
SOCIAL SYSTEMS
Some examples of systemic inequities
Employment
• Bertrand & Mullainathan (2004)
• Boston & Chicago help wanted ads
• Whites receive 50% more callbacks for interviews
• Resume quality more influential for white names than for African-
American names
• Racial gap consistent across occupation, industry and employer
size
• ANU study (Booth et al., 2012)
• Anglo-Saxon, Indigenous, Italian, Chinese, and Middle Eastern
names for entry-level jobs
• Consistently ethnic minority candidates needed to apply for more jobs to
be called back for an interview
• Differences across subgroups and gender
Employment (Booth et al., 2012)
• Male and female applicants
• Significantly more callbacks for Anglo-Saxon (35%) as compared to
Indigenous (26%), Chinese (21%) and Middle Eastern (22%)
applicants. No difference for Italian applicants (32%)
• Female applicants
• Significantly more callbacks for Anglo-Saxon (38%) applicants as
compared to Indigenous (31%), Chinese (21%) and Middle-Eastern
(25%) applicants. No difference for Italian applicants (37%)
• Male applicants
• Significantly more callbacks for Anglo-Saxon (33%) as compared to
Indigenous (22%), Chinese (22%) and Middle Eastern (19%)
applicants. No sig difference for Italian applicants (28%)
Employment
• WGEA Gender Equity Insights report
• Survey covers 40% of Australian workforce
• Increased focus within organisations on gender equity
• 10% increase in organisations with formal remuneration
policy or strategy (to 58.5% in 2016-17)
• 13.7% increase in organisations undertaking pay gap
analysis
• Companies reporting gender pay gaps to Executive and
taking actions to correct for gaps resulted in 3.3%
reduction in gap
• Combined actions most effective
Source: https://www.wgea.gov.au/data/wgea-research/gender-equity-
insights-inside-australias-gender-pay-gap
Employment
Study in 2018 identified lack of diversity in leadership within
major Australian companies
Source:
https://www.humanrights.gov.au/sites/default/files/document/publication/Leading%20for%20Change_Blueprint2018_FINAL_Web.pdf
Employment
Recap: Systematic differences
• Across industries
• Across aspects of employment
• Likelihood of call-backs for interviews
• Pay gaps
• Moving into leadership roles
• Interpersonal processes at play, but what could be
happening systemically to drive ongoing trends?
19
Health care
• Aboriginal and Torres Strait Islander people have 2.3
times the disease burden of non-Indigenous people
65
Source:
Japan Australia OECD avg Indigenous
https://www.humanrights.gov.au/sites/default/fi Australians
les/document/publication/CTG%202018_FINA
L-WEB.pdf
20
Health care
Social
Questions to Consider Determinants of
• What is happening at a systems Health (SDH)
level to create such major
differences
• Across countries?
• Within countries?
Dimensions of diversity:
Addressing Model
• Age
• Developmental disability
• Disability (acquired)
• Religion and spirituality
• Ethnicity and Culture
• Socioeconomic status
• Sexual Orientation
• Indigenous Heritage and Colonisation
• National Origin, Immigration, Refugee Status & Language
• Gender and Sex
Recap
• Many, many other examples (incarceration rates, child
protection, health care access and quality, etc.)
• Systematic differences in outcomes across subgroups of
the population
• Social determinants of healthà influence across many
different layers of identity and isms
• Approaches to change at an individual level have not
proven sufficient
• Systemic reform needed to effect change
HOW DO WE ADDRESS
SYSTEMIC
OPPRESSION?
What steps are needed to create change?
Approaches to Cultural Diversity
(Adapted from: Downing, Kowal and Parades, 2011)
Individual
Health health
system worker
15
10
Minority
5 Non-minority
0
Low High
Diversity Training
Reading review of research (King et al., 2012)
• Significant, large effect: experiencing more job
discrimination was related to lower job satisfaction
• The negative effect of discrimination is less when
prevalence of discrimination in the organization is higher
• Where there are more minority employees, the effect of
experienced discrimination is greater on job
dissatisfaction
Evaluating systems
What is
happening
Society within broader
society?
Who does your Federal and
org reach? How Organisation state-based
do outcomes programs and
vary? How do policies
your staff
Interpersonal Pay attention to
represent your patients
diverse
and your
communities? impact on them
What changes
can you make?
Individual Know thyself
Evaluating systems