Diversity Management Assimilation Paradigm

The premise of Assimilation Paradigm in diversity management is We are all the same.
The strategy of an organization is to hire diverse employees and encourage uniform
behaviour. The main advantage is it promotes fair hiring but at the same time by subverting
the differences to encourage new ideas company miss out on new ideas. Sometimes
employees feels detached from their work and employees underperform. In assimilation, non
dominant cultural sub-groups conform to the norms and values of the dominant group.
Organizations adopting an assimilation strategy for DM may recognize and express respect
for demographic differences at certain points of employment (e.g., recruiting), but policies
and practices generally standardize behaviours across all employees, encouraging conformity
to a dominant culture. For example, many large law firms focus on attracting women to the
firm. However, these firms then expect women to conform to a work culture and career
trajectory that has been defined by men, that values and rewards characteristics traditionally
seen as masculine, and that does little to accommodate for the unique circumstances of
women.
Differentiation Paradigm
The premise of Differentiation paradigm in diversity management is We celebrate our
differences.The strategy of an organization is to match diverse employees to niche market
in which cultural background is considered as business asset. The main advantage is it helps
to expand in different markets but at the same time staff cant influence mainstream
work.Sometimes employees feel exploited and excluded from other opportunities.
Eg. Cross functional teams
Integration Paradigm
The Integration Paradigm Transcends assimilation and differentiation promoting equality
of opportunity and valuing cultural differences, by orienting towards inclusion of diverse
perspectives to broaden organizational framework. Integration paradigm incorporates aspect f
both integration and differentiation and goes beyond that.
Eg. A public-interest law firms all-white staffs clients are exclusively white. it hires female
attorneys of colour, who encourage it to pursue litigation challenging English-only policies
{language requirements}. since such cases didnt fall under traditional pro bono work,
the firm ignored them. by taking them, it begins serving more women immigrants
and enhances the quality of its work. the lawyers of colour feel valued, and the firm attracts
competent, diverse staff
Steps to encourage Integration Paradigm

encourage open discussion of cultural backgrounds [to fit in minorities often avoid
sharing their views however, open discussion of cultural differences engages people
more fully in work and workplace relationships].

eliminate all forms of dominance (by hierarchy, function, race, gender, etc) that
inhibit full contribution [e.g., when firms opened their annual strategy conference to
people from all hierarchy levels, everyone knows their contributions are valued].
secure organizational trust [tensions naturally arise in a diverse workforce where
people share more feelings and ideas. acknowledging tensions demonstrates
commitment to diversity, and allows for the possibility of resolving them].