Hudson, N.R. (2006). Management practice in dietetics, (2nd ed.). Belmont: Thomson Wadsworth

In the workplace, this refers to ethnic, racial, gender, age, and other differences among workers.

New ethnic groups have gradually integrated into the workforce

Multiculturalism › Culturally diverse organization› Multicultural organization

Values, encourages, and affirms diverse cultural modes of being and interacting

Creates an organizational dialogue in which no one cultural perspective is presumed to be more valid than other perspectives

Empowers all cultural voices to participate fully in setting goals and making decisions

Primary:› Race› Gender› Age› Physical Ability› Ethnicity

Secondary:› Education› Work experience› Marital status› Religion› Sexual Orientation› Body Size

An organization should reflect the community it serves

An understanding of changes in the population is needed to manage diversity

1994 - 45% of workers were women

2005 - 48% 2020 – 50% (projected) Organizations are changing:

› More flexible jobs› Job sharing› Child care› Family leave› More adjustable benefits package

Age of the workforce is increasing

Older Americans keep working longer › Better health› Social Security and Medicare

Benefits Special Needs:

› Better lighting› Larger print› Equipment requiring less dexterity

and strength

Majority of workforce is white non-Hispanic › 1994 – 77%› 2005 – 73%

African-Americans – 11% Asians and Hispanics will continue to

grow

Americans with Disabilities Act

Organizations are required to make reasonable accommodations for in individuals with differing physical abilities

Larger pool of potential workers Broader variety of viewpoints

and ideas Experiences can be used to

develop products and services for diverse markets› Diversity is good for the bottom

line Safe work environment More responsive to needs of the

community it serves

Xenophobia – Fear of strangers› Employees feel threatened

Takes time, energy, and money to implement a diversity program

Potential employee losses

Change may lead to an unpleasant workplace

Everyone is a contributing member of the organization

Every person is respectful and respected

Each individual is treated equally and fairly, but also as an individual

All individuals feel secure enough to speak openly

The entire organization should be committed to a diversity program

Equal opportunity and affirmative action› Compliance to avoid a penalty

Commitment requires an investment of time, money, and self.

To obtain optimal results, the program must belong to everyone!

Individual workers must be aware of their prejudices and willing to suppress them in order to be sensitive to the needs of their coworkers.

Awareness leads to tolerance which can foster nonjudgmental acceptance of differences

“It is the responsibility of management to develop and implement programs that explore the diversity issues and deal with them in a constructive manner.”

Scoring:› Usually: 2 points, Sometimes: 1 points,

Rarely: 0 points› Individual Attitudes and Beliefs:

Items 1, 4, 7, 10, 13

› Managerial Skills and Practices: Items 2, 5, 8, 11, 14

› Organizational Values and Policies: Items 3, 6, 9, 12, 15

In which arenas do you find your greatest strengths in influencing culture change?

What obstacles do you (or might you) encounter?

What steps do you need to take to be more effective in influencing change?

What would be an important next step for you to take to increase your ability to influence change?