New Kid on the Block: An Exploration of Workplace Learning through the New Employee Lens
Location
3032
Format Type
Event
Format Type
Workshop
Start Date
January 2018
End Date
January 2018
Abstract
This qualitative research study explored formal and informal socialization processes as tools of workplace learning for defining boundaries for diversity socialization. Specifically, this study was formulated to view this dynamic from the lens of new employees of companies that have received multiple annual recognitions for being the “best for diversity.” Semi-structured interviews were conducted with twenty-seven new employees and two organizational representatives within two multi-site organizations to gain a deeper understanding of how new employees experience the formal and informal organizational socialization processes related to diversity in their organizational. Additionally, this study sought to identify which socialization experiences are most influential to the lenses new employees utilize to view diversity demographics and diversity-related efforts within their organizations.
The findings from this study support the assertion that organizations need to include the voices of all employees in their assessment of the effectiveness of organizational diversity socialization initiatives. Further, the lens new employees use to form their views of the importance of diversity to the organization and the permissibility of behaviors in relation to organizational diversity is strongly influenced by management personnel in direct contact with this group. This suggests more of the focus of diversity education (including developmental funding) should be directed toward field-level management, as they provide much of the continuous lessons gained through the diversity socialization process within organizations.
New Kid on the Block: An Exploration of Workplace Learning through the New Employee Lens
3032
This qualitative research study explored formal and informal socialization processes as tools of workplace learning for defining boundaries for diversity socialization. Specifically, this study was formulated to view this dynamic from the lens of new employees of companies that have received multiple annual recognitions for being the “best for diversity.” Semi-structured interviews were conducted with twenty-seven new employees and two organizational representatives within two multi-site organizations to gain a deeper understanding of how new employees experience the formal and informal organizational socialization processes related to diversity in their organizational. Additionally, this study sought to identify which socialization experiences are most influential to the lenses new employees utilize to view diversity demographics and diversity-related efforts within their organizations.
The findings from this study support the assertion that organizations need to include the voices of all employees in their assessment of the effectiveness of organizational diversity socialization initiatives. Further, the lens new employees use to form their views of the importance of diversity to the organization and the permissibility of behaviors in relation to organizational diversity is strongly influenced by management personnel in direct contact with this group. This suggests more of the focus of diversity education (including developmental funding) should be directed toward field-level management, as they provide much of the continuous lessons gained through the diversity socialization process within organizations.
Comments
Breakout Session A