Employee Diversity 1. As globalization increases, the need for__________ increases. A) affirmative...
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Transcript of Employee Diversity 1. As globalization increases, the need for__________ increases. A) affirmative...
As globalization As globalization increases, the need increases, the need for__________ increases.for__________ increases.
A) affirmative action programsB) diversity managementC) brainstormingD) climate oriented teamworkE) Both C and D
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If effectively managed, If effectively managed, diversity can provide:diversity can provide:
A powerful competitive edge
The ability to foster creativity
Improve problem solving
Provide greater flexibility
Make the firm more attractive to a broad labor market
Diversity DefinedDiversity Defined
Diversity is a characteristic of a group of people suggesting differences among those people on any relevant dimension
Diversity is a group characteristic, not an individual characteristic
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Advantages of Employee Advantages of Employee DiversityDiversity
BetterBetterMarket AccessMarket Access
Improved Improved International International CompetitionCompetition
Multiplicity of Multiplicity of Points of ViewPoints of View
Better Team Better Team PerformancePerformance
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The Challenges of DiversityThe Challenges of Diversity
Pressures Pressures Toward Toward
HomogenizatioHomogenizationn
Lower Lower CohesivenessCohesiveness
Interpersonal Interpersonal Conflict and Conflict and
TensionTension
Confusing Confusing Diversity With Diversity With
Affirmative Affirmative ActionAction
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African African AmericansAmericans
Asian Asian AmericansAmericans
Disabled Disabled AmericansAmericans
Foreign-Born Foreign-Born AmericansAmericans
Hispanic Hispanic AmericansAmericans
HomosexualsHomosexuals
Older WorkersOlder Workers
WomenWomen
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Fourteen Dimensions of Diversity Fourteen Dimensions of Diversity DiagramDiagram
AgeRace
Ethnicity
Gender
Physical Abilities/ Qualities
Sexual/ Affection Orientation
Work
BackgroundIncome
Marital
Status
Military
ExperienceReligious
Beliefs
Geographic
Location
ParentalStatus
Educational
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Exhibit 2.3
Law Employers Covered Who Is Protected
Title VII of the 1964 Civil Rights Act, Civil Rights Act of 1991
Source: U.S. Equal Employment Opportunity Commission, 2002, http://www.eeoc.gov/facts/qanda.html
Private employers, state and local governments, education institutions, employment agencies, and labor unions with 15 or more individuals
Everyone based on race, color, religion, sex, or national origin
Equal Pay Act of 1963 Virtually all employers Men and women who perform substantially equal work
Federal Laws Preventing Employment Discrimination
Age Discrimination in Employment Act of 1967
Private employers, state and local governments, education institutions, employment agencies, and labor unions with 20 or more individuals
Individuals who are 40 years old or older
Title I of the Americans with Disabilities Act of 1990
Private employers, state and local governments, education institutions, employment agencies, and labor unions with 15 or more individuals
Individuals who are qualified and have a disability
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Exhibit 2.1
Affirmative Action Diversity Management
Purpose To prevent and remedy discrimination
Assimilation
To create an inclusive work environment where all associates are empowered to perform their best
Assumes individuals will individually assimilate into the organization; individuals will adapt
Assumes that managers and the organizations will change (i.e., culture, policies, and systems foster an all-inclusive work environment)
Focus Recruitment, mobility, and retention
Creating an environment that allows all associates to reach their full potential
Cause of Diversity Problems
Does not address the cause of problems
Attempts to uncover the root causes of diversity problems
Time Frame Temporary, until there is appropriate representation of disadvantaged groups
Ongoing, permanent changes
Affirmative Action Programs vs. Diversity Management Programs
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True or False
Affirmative Action programs attempt to uncover the root cause of diversity problems
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Effective Diversity Management in Effective Diversity Management in High-Involvement OrganizationsHigh-Involvement OrganizationsIndividual outcomes
◦Commitment to the organization◦Job involvement◦Satisfaction
Group outcomes◦Decision making◦Creativity◦Complex tasks
Organizational outcomes◦Productivity◦Return on equity◦Market performance
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Effectively Creating and Effectively Creating and Managing DiversityManaging Diversity
Commitment of the organization’s leaders◦Communicate message through multiple
channels◦Top leaders personally lead all diversity efforts◦Vice presidents sponsor employee councils◦All managers held accountable for advancing
diversity initiatives◦May require associates to be diversity
advocates before promotion into leadership positions
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Top Management CommitmentTop Management Commitment
Question to improve diversity:
How can we develop all employees so that they are ready for opportunities that arise in the company?
How can we be sure that minorities and women gain access to better jobs, as they become available?
How can we make sure that we give minorities and women opportunities without discriminating against white men?
How can we show all employees that we value their contributions?
How can we change attitudes of both employees and customers?
Will the same approach work for new employees and those with many years of service?
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Linking Diversity to Strategies Linking Diversity to Strategies and Objectivesand Objectives It should be key components of
corporate mission statements
Inclusion in corporate handbooks
Examples:◦Diversity briefing for senior
management◦Networking groups◦Linking diversity performance to other
corporate objectives◦Benchmarking with other companies
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Effectively Creating and Managing Effectively Creating and Managing DiversityDiversity
Integration with the strategic plan◦Diversity Audits - Define and measure
diversity effectiveness Associates’ attrition rate Associates’ work satisfaction Increased market share and new customer
bases External awards for diversity efforts Satisfaction with workplace climate
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Effectively Creating and Managing Effectively Creating and Managing DiversityDiversity
Associate involvement◦Focus groups◦Employee
satisfaction surveys◦Cultural diversity
audits◦Informal employee
feedback hotlines
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Effectively Creating and Managing Effectively Creating and Managing DiversityDiversity
Individual efforts◦Avoid rushing to judgment about others◦Take responsibility for being the
gatekeeper at meetings
– Get to know people who are different from you
– Stick up for others when you see unfair behaviors
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Problems With Problems With StereotypingStereotyping
StereotypeStereotype
Unrealistic assumptions
Unrealistic assumptions
BehaviorBehaviorNegative effects on interpersonal
relations
Negative effects on interpersonal
relations
Unfair treatmentUnfair treatment
Faulty decision making
Faulty decision making
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Some of the problems with Some of the problems with Stereo Typing individuals Stereo Typing individuals include all of the following include all of the following exceptexcept::
A) Unfair treatmentB) Realistic assumptionsC) Negative effects on
interpersonal relationshipsD) Faulty decision making
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