What does a defensive strategy in organizational diversity typically address?

What does a defensive strategy in organizational diversity typically address?

• A. Proactive measures against stereotypes
• B. Discrimination and fairness issues
• C. Strict policies on employee conduct
• D. A focus on individual employee performance

Answer: (B)

A defensive strategy in organizational diversity primarily focuses on addressing discrimination and fairness issues within the workplace. This approach recognizes that organizations must actively combat bias and discrimination to create a fair and equitable environment for all employees. By concentrating on these areas, organizations aim to minimize the risk of legal repercussions and reputational damage while fostering an atmosphere in which diverse talent can thrive. This strategy is essential for compliance with anti-discrimination laws and practices that promote equality. The emphasis on discrimination and fairness reflects a reactive stance, where the organization responds to existing issues or potential challenges related to diversity and inclusion. This contrasts with proactive measures, such as those related to reducing stereotypes or focusing solely on individual employee performance, which do not directly target systemic issues within the organization. Thus, focusing on discrimination and fairness involves acknowledging and addressing the deeper-rooted problems that can hinder a truly diverse and inclusive workplace.

A defensive strategy in organizational diversity primarily focuses on addressing discrimination and fairness issues within the workplace. This approach recognizes that organizations must actively combat bias and discrimination to create a fair and equitable environment for all employees. By concentrating on these areas, organizations aim to minimize the risk of legal repercussions and reputational damage while fostering an atmosphere in which diverse talent can thrive. This strategy is essential for compliance with anti-discrimination laws and practices that promote equality.

The emphasis on discrimination and fairness reflects a reactive stance, where the organization responds to existing issues or potential challenges related to diversity and inclusion. This contrasts with proactive measures, such as those related to reducing stereotypes or focusing solely on individual employee performance, which do not directly target systemic issues within the organization. Thus, focusing on discrimination and fairness involves acknowledging and addressing the deeper-rooted problems that can hinder a truly diverse and inclusive workplace.