Towards a Model for Managing Value Diversity in the Work Environment

Value diversity entails the differences in priorities between members within a group. Value diversity can consist of many different combinations of values. It is therefore important to understand which value diversity one describes and in what situations the value diversity becomes relevant. Value diversity may have negative consequences for group dynamics if individuals within a group differ in values that represent opposing needs. Many values are, however, complementary or so far apart that they are not relevant in the same situations. Thus, the context of value diversity is as important to understand as which values divide and unite groups.

Meeting people whose values differ from one’s own has traditionally been associated with intercultural encounters. The development of values is, however, closely tied to the institutional environment; what institutions one is in contact with and the relationship to those institutions. Differences in values are thus foremost affected by the environment in which one grows up and is socialized to and thus value diversity exists within nations.

Value diversity is therefore characteristic for contemporary societies. Value diversity has emerged in the context of the recent immigration debate and refugee crisis in Europe. There is a clear relationship between attitudes to immigration and security and equality values. The ongoing automation of structured work is a phenomenon that is likely to make different types of value diversity relevant. This thesis focuses on what value diversity is likely to become relevant with regard to automation of work and develops a model for managing it.

The thesis integrates four articles that illustrate the centrality of value diversity for organizations and society. The untenable ontological basis for the use of demographic categories highlights the importance of developing alternative analytical frameworks (Långstedt, 2018). The relevance of value diversity is illustrated through a study of the relationship between values and automation (Långstedt, 2021) and a study of changes in work (Långstedt and Manninen, 2020). Finally, the first steps towards a model for managing value diversity are presented in Långstedt (et al. 2017).

Therefore, the thesis as a whole contributes to the fields of values and diversity research by showing when and how value diversity becomes relevant. Furthermore, the thesis takes the first steps towards a model for managing value diversity based on basic human values.