april 2014 usa southern territory headquarters - human resources department 1
TRANSCRIPT
April 2014USA Southern Territory Headquarters
- Human Resources Department 1
What is affirmative action? What is diversity? Distinguish between affirmative action and
diversity efforts Offer practical suggestions to keep our
diversity efforts in alignment with our affirmative action plans
April 2014
USA Southern Territory Headquarters - Human Resources
Department 2
The practice of improving the educational and job opportunities of members of groups who have not been treated fairly in the past due to their race, color, national origin, religion, age, sex, disability, veteran status, pregnancy, or genetic information.
Affirmative action is supported by nondiscrimination equal employment opportunity (EEO) laws.
April 2014
USA Southern Territory Headquarters - Human Resources
Department 3
Requires government contractors and sub-contractors to engage in self-analysis for the purpose of discovering any barriers to equal employment opportunities.
The Salvation Army Southern Territory now has 25 affirmative action plans
The first plans were mandated in 2011 due to our Federal Bureau of Prisons (BOP) contracts;◦ Resulted in 14 plans◦ Effective date April 1, 2012
April 2014USA Southern Territory Headquarters
- Human Resources Department 4
2013 brought about discovery that our Veterans Affairs (VA) federal contracts also included AA requirements;◦ Resulted in 11 additional plans◦ Effective date April 1, 2014
NOTE: Currently, contracts for the U.S. Department of Housing and Urban Development (HUD) and Federal Emergency Management Agency (FEMA) are under review and could trigger additional affirmative action plans.
April 2014
USA Southern Territory Headquarters - Human Resources
Department 5
◦ Affirmative action prohibits discrimination but also requires some positive steps to ensure EEO.
◦ Affirmative action must be practiced within the limitations established by EEO laws.
◦ Affirmative action is what you do to make sure you are not discriminating.
◦ The more you do to make sure you are not discriminating, the less likely it is that you are discriminating.
◦ When practiced appropriately. Affirmative action can be a very effective risk management tool, and serves as a stepping stone to diversity.
April 2014
USA Southern Territory Headquarters - Human Resources
Department 6
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Diversity is any collective mixture characterized by similarities and differences.
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Diversity affects everyone. It is more than gender, age, racial
classification, ethnicity, physical ability and sexual orientation.
Diversity determines how each individual thinks, behaves, and believes. It is the lens
through which we see the
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It encompasses all the influences that shape the way we approach work and
daily living.
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We have always thought of ourselves as the world’s melting pot where everyone
embraced the same cultures and values.
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Getting back to the melting pot means Valuing Diversity.
Valuing Diversity is a way of thinking that allows individuals to both give and receive the
most in their relationships with co-workers and customers.
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Valuing Diversity is a process rather than a program.
In order for an organization to Value Diversity, the organization must be involved in Diversity Management.
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Managing Diversity means managing the differences and similarities that exist within our workforce and within our
customer and client populations.
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Managing DiversityAffirmative ActionUnderstanding Differences
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How does Managing Diversity differ from Understanding Differences?
The goals of Understanding Differences are:◦ Creation of a diverse workforce◦ Upward mobility for target groups◦ Quality relationships at work◦ Reduction of social conflict
The motivation stems from legal, moral, and corporate social responsibility.
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Limitations:◦ Emphasis on individual and interpersonal issues◦ Backlash◦ No change in systems or business culture◦ Requires continuous intense effort
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How is Managing Diversity Different from Affirmative Action?
Protects Everyone...
40+
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In order to effectively Manage Diversity, the organization must understand its
“BUSINESS CULTURE”
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Requires Culture and Systemic Changes
Recruiting
Promotions
Sponsoring
Appraisals
Training & Development
Rewards
Mentoring
Career Development
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An organization’s vision or plan for diversity and its’ management must extend well beyond any legal requirements.
It must be driven by a business imperative to provide an environment which releases the productivity of each employee.
It is a business/viability issue to gain competitive advantage in today’s markets.
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“ A feeling, favorable or unfavorable, toward a person or thing, prior to contact, or not based on actual experience.”
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How do we acquire Prejudice? Where do we acquire Prejudice? When do we acquire Prejudice? How can we overcome Prejudice?
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“A standardized mental picture held in common about members of a group and representing an oversimplified opinion, affective attitude or judgment”
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There are positive and negative stereotypes Stereotypes are a way of organizing
information and observations Prejudice often causes people to create
stereotypes Prejudice occurs when negative feelings
become attached to stereotypes
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Application of limited experiences with one member of a group to the ENTIRE group
Result from a need for coherence, simplicity, and predictability in an increasingly complex world
Used in our daily speech and jokes without much contemplation
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“The act, practice, or an instance of making a difference in treatment or favor on a basis other than individual merit.”
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Most likely occurs when prejudice and stereotypes affect decision making.
American companies and corporations spend approximately $53 billion/year on resolving alleged sexual or racial harassment and/or discrimination complaints.
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Illegal and prohibited by several laws Bad for business
◦ Adversely impacts public image and relations◦ Employee and customer relations ◦ Bottom-line of the organization
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