Employee Diversity

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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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Video – Bully BroadsVideo – Bully Broads

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