1. Week 11: Managing in a Diverse
and Changing World
Instructor: Jean-Pierre Mulumba Ph. D.
Section Five:
Managing Diversity:
Ethical, Legal, Communication, and
Marketing Issues
1
2. Managing in a Diverse and Changing World
Section Learning Objectives:
Learn ethical and legal implications of diversity
management.
Examine the differences between Canadian and
U. S. diversity laws.
Explore communication issues in today’s diverse
workplace.
Analyze the impact of diversity on consumer
behavior.
2
3. Managing in a Diverse and Changing World
Introduction
The Section V analyzes diversity from three
perspectives:
o the ethical
o legal
o And economic.
First, a theoretical discussion: diversity is the
“right thing to do” (McNett).
3
4. Managing in a Diverse and Changing World
Introduction
Second, the organizations legal perspective in the
United States (Allard) and in Canada (Mentzer).
Third, the implications of diverse workforce
o The need for understanding and improving
communication
o The need to change marketing strategies and media
messages (Allard).
4
5. Managing in a Diverse and Changing World
Introduction
The section closes with a capstone exercise
(Allard)
o Review of the Legal Points of Law seen in the text
o A case illustrating a poorly managed diversity:
The legal consequences, and
The missed marketing opportunities (DeWitt).
5
6. THE ETHICS OF WORKPLACE
DIVERSITY
Jeanne McNett
Assumption College
6
7. Managing in a Diverse and Changing World
Learning Objectives
To examine diversity as an ethnical process
To explain and apply ethical theories to diversity
7
8. Managing in a Diverse and Changing World
Introduction
Why should we do the right thing in business
environment?
The answer is: because such actions are
good for business results?
The answers ha economic and ethical background
Then, valuing diversity is:
Valuing, respecting and appreciating the differences that
make people unique
A frame of mind; not a result
8
9. Economic Arguments For
Diversity
Managing in a Diverse and Changing World
They are based on a connection made
between diversity and desired business
outcomes.
Wide spectrum of customers.
This market-driven argument is increasingly
due to globalization.
Globalization shows that business is all about
relationships.
Diversity broadens span of communication
abilities
9
across cultures, and long-lasting relationships
10. Economic Arguments For
Diversity
Managing in a Diverse and Changing World
Diverse workforce is nontraditional
Non-traditional workforce tends toward increased
creativity
Applications of resources-based theory of the
firm
The assumption that innovation comes from the
10
center is a dying vestige
Adaptation to the emerging markets is important
source of innovation.”
The firm is a bundle of resources poised to take
advantage on the external environment.
If diverse the resources will be more difficult to
imitate
11. Economic Arguments For
Diversity
Managing in a Diverse and Changing World
Economic/pragmatic approach differs from
ethical approach
The only social responsibility of business: use its
resources to increase its profits
An ethical approach consider judgments about
right and wrong
good and bad
what ought to be in our world
11
12. Economic Arguments For
Diversity
Managing in a Diverse and Changing World
Another difference is about the judgment
criteria.
In economic business arguments, the criteria go to
the business results.
Making a decision look at the economic business
results of a decision. In contrast,
Ethically-based decisions are judged sometimes by
the reasoning examination of the decision’s
outcomes.
12
13. Managing in a Diverse and Changing World
Categories of Ethical Theories
13
14. Managing in a Diverse and Changing World
Introduction
14
15. Managing in a Diverse and Changing World
Introduction
15
16. Managing in a Diverse and Changing World
Introduction
Many factors account for women’s lack of
progress:
o Horizontal segregation:
occupations predominately female,
low pay,
requiring interpersonal skills,
jobs not valued highly
16
17. Managing in a Diverse and Changing World
Introduction
o Vertical segregation in the workplace:
both genders work in the same industries but
men are perceived as being more capable,
skillful
qualified for more upwardly mobile line positions
17
18. Managing in a Diverse and Changing World
Introduction
o Vertical segregation in the workplace:
women for less responsibility because their characteristics
Passivity, nurturance,
Emotional sensitivity,
Less cognitive capability
Fewer higher-level skills compared to men
18
19. Managing in a Diverse and Changing World
Gender Differences in Leadership and
Communication Styles
Male and female leadership styles do differ
Males use a more transactional
o Goal directed leadership style
19
20. Managing in a Diverse and Changing World
Gender Differences in Leadership and
Communication Styles
Women use more transformational
o Relationship oriented leadership style.
the perception of women’s communication style
may be taken for weakness
But, if assertive and competitive: she is “cold” or a
“bitch.”
20
21. Managing in a Diverse and Changing World
Conversational style differences
Perception of men as stronger leaders:
Men have conversational style
o Tending to interrupt,
o question in an interrogating manner,
o More direct in their speech patterns.
21
22. Managing in a Diverse and Changing World
Conversational style differences
Women tend to speak in short bursts,
o Add questions
o Asking for support at the end of their statements,
o Are more indirect
Everyday communication reinforces women’s and
feminine traits devaluation.
o It is an honor to be “one of the guys”
22
23. Managing in a Diverse and Changing World
A History of Patriarchy
History provides insights how a society is more
male dominance.
o Creates power differences
o Promotes the idea of male superiority
A patriarchal society identifies itself with the
male values.
o Men fill most
political, economic, legal, religious, educational and
military positions.
o Women in these positions are exceptions
o Male is more identified with leadership and power.
23
24. Managing in a Diverse and Changing World
A History of Patriarchy
In patriarchal societies what is desirable or
normal are associated with men.
In the U. S. the double standard is alive and well
in the workplace.
24
25. Managing in a Diverse and Changing World
Women Legal Rights
In early U. S. society, the second-class status of
women was taken for granted.
Basic rights for women came only through a prolonged struggle.
In 1848, the “Declaration of Sentiments” was
published to
o Allow women to vote (allowed 1920)
o Enter the professions, etc.
25
26. Managing in a Diverse and Changing World
Women Legal Rights
In 1963 a report documented discrimination
against women.
In 1964 Title VII of the 1964 Civil Rights Act
prohibited employment discrimination based on
o Sex
o Race,
o Religion,
o Ethnicity
o National origin
26
27. Managing in a Diverse and Changing World
Inequality In Educational System
Women earn more degrees at all levels than men
o Women earn 57% of the bachelor’s degrees,
o 60% of the master’s degrees
o And 51% of the doctorates awarded in the U. S.
Horizontal segregation is apparent here
o Men earn 83% of bachelor’s degrees in
engineering, and science
o Women earn the majority of the degrees in
teaching, library science, nursing etc.
27
28. Managing in a Diverse and Changing World
Inequality In Educational System
However, the lady’s discomfort in math and
science programs and positions is due to
o Gender bias and
o Barriers at hiring and promotion practices in academia.
28
29. Managing in a Diverse and Changing World
Gender Inequalities in Salaries
Legislation:
o The Equal Pays Act (1963) prohibits discrimination in
salaries
o The Fair Pay act (2009) permitted an employee to sue
for pay discrimination
29
30. Managing in a Diverse and Changing World
Gender Inequalities in Salaries
Gender pay gap issues
o Women make $0.77 for every dollar that men make
o Women have lower salaries even with equal or better
qualifications
o Several factors may explain such differences
Women often lower paying careers than men
The marriage and children put them off of track
Women often choose jobs with flexible hours or part time
positions
Discrimination issues
30
31. Managing in a Diverse and Changing World
The Inability to Advance: Glass
Ceiling Labyrinth
Hitting a glass ceiling is women’s inability to
advance
Organizational expectations make career progress
more complicated for women
Women’s Career trajectory is called a labyrinth,
o Indirect uneven path
o Women’s leadership style includes assertiveness with
nurturing
31
32. Managing in a Diverse and Changing World
The Inability to Advance: Glass
Ceiling Labyrinth
Women need to cultivate social capital
o by networking more with colleagues and
o finding mentors who can help them
Women confront issues:
o Childcare needs
o Racism
o sexism and discrimination
32
33. Managing in a Diverse and Changing World
The Inability to Advance: Glass
Ceiling Labyrinth
Stereotypes:
o They don’t want the top job,
o They don’t want to relocate,
o They don’t want to travel
33
34. Managing in a Diverse and Changing World
The Inability to Advance: Glass
Ceiling Labyrinth
They operate with multiple levels of pressure:
o Pressure of the job itself,
o Pioneer pressure of breaking new ground
o Strain of their family obligations
Care-giving
Household responsibilities.
34
35. Managing in a Diverse and Changing World
The Inability to Advance: Glass Ceiling
Labyrinth
Unlike the white women of color have to deal
with the additional difficulties
o multiple social identities
o Racism
o sexism
o Lack of mentors
o Prejudice
35
36. Managing in a Diverse and Changing World
The Inability to Advance: Glass Ceiling
Labyrinth
Companies trying to promote women report the
following:
o Have less experience
o Time constraints resulting from family obligations
o Focus on their job rather than gaining a circle of influence
o Women’s leadership style: often the consensus style
36
37. Managing in a Diverse and Changing World
Lack of Women in Leadership PositionsWhat’s Holding Women Back?
Lack of line experience: primary obstacle
Cultural norms and values: women aren’t
powerful as men
Social capital issues:
o
o
o
o
o
o
37
Exclusion from informal networks
Stereotypes
Lack of mentoring
Shortage of role models
Commitment to family responsibilities
Little accountability for top management to promote
diversity
38. Managing in a Diverse and Changing World
Conclusion
Women made progress over the last twenty- five
years.
o Possibilities to access to all positions.
o Ban of sexual behavior in the workplace
o Small percentage of women entered corporate
management.
Concerns still exist on gender inequality
o Gender inequity become more subtle
Diversity is the engine that drives originality and
creativeness
o Gender is part of that diversity
38