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Diversity in the Workplace

Diversity in the Workplace



Emotion and Diversity in the Workplace, prepared by instructor Wanda J. Barreto for Goodwin College-Organizational Communication

Emotion and Diversity in the Workplace, prepared by instructor Wanda J. Barreto for Goodwin College-Organizational Communication



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    Diversity in the Workplace Diversity in the Workplace Presentation Transcript

    • Chapter 12
    • ObjectiveBy the end of the class you will be able to… 1. Explain challenges of the diverse and multicultural organization.
    • Terminology White = Euro-American People of color Women and minoritiesTo represent people traditionally underrepresented and discriminated in the workplaces.
    • What isOrganizational Diversity?
    • What is Organizational Diversity? Workforce that is  Race  Religion composed of two or  Color more groups that  Gender can be identified  National origin according to  Disability demographic  Sexual orientation characteristics or  Age  Education other.  Geographic origin  Skill characteristics
    • Workforce in 2050 Brian, 1999
    • Glass Ceiling Glass Ceiling is a concept created in the 80’s to describe a strong transparent barrier that prevents women and minorities from moving up to management hierarchy.
    • 2005 Studies & Polls In 1994, less than 3% of top executives in Fortune 500 companies were women Color discrimination in employment is on the rise In 2005, 26% of African American and 31% Asian Americans had witnessed or experience discrimination
    • 2005 Studies & Polls Black Job applicants with lighter skin are more likely to be hired than those with darker skin Unemployment is higher for black men Women and minorities have more difficulty in getting jobs and positions in upper management Fewer opportunities of advancement for mothers
    • Stereotyping, Prejudiceand Discrimination Stereotype  Idea based on characteristics of an individual or group  Prejudice  Negative attitudes toward an organization member based on the culture group identity  Discrimination  Taking specific actions toward or against a person based on the person’s group.
    • Stereotyping, Prejudiceand Discrimination Unassertive Lazy
    • Stereotyping, Prejudiceand Discrimination Strong Weak
    • Stereotyping, Prejudiceand Discrimination Only men are good Senile doctors
    • Stereotyping, Prejudiceand Discrimination Promiscuous Prefer to be treated no differently than others
    • Discrimination No Women Drivers here
    • Equal EmploymentOpportunity Commission(EEOC) 1992 374 charges color-based discrimination 2006 1,241 charges color-based discrimination 2009 36% race-based filings
    • New Forms of Discrimination Interracial Marriages Gay Marriages
    • Relational Barriers inOrganizational Support Women and ethnic minorities have limited access to or exclusion from communication networks  Critical for the process of socialization, decision making and conflict management
    • Relational Barriers inOrganizational Support  Restricted knowledge  Limited mobility  Glass ceiling effect
    • Relational Barriers inOrganizational Support There is an increasing attention on minority employee networks (affinity groups) Employees experience most success when develop differentiated network Women often have to develop interpersonal style that men are comfortable with because men had never dealt with women before. Few women as mentors - male-female mentoring relationship can be difficult
    • Beyond Women andMinorities There’s legislation and policy to make clear that these groups are important for an understanding of organizational diversity  ADA – prevents discrimination based on disability, and requires accommodation for disable workers  Some states have anti-discrimination laws for sexual orientation  Many businesses are including sexual orientation in their nondiscrimination policies
    • Beyond Women andMinorities The organizational experiences of members of some co-cultural groups: women, people of color, people with disabilities differ from the experiences of white men  Stereotype  Prejudice  Relational and systemic barriers  Lack of legal protection
    • Today’s Organizationscan be an unfriendlyplace for a person whois different from thewhite male
    • Multicultural Organization
    • The MulticulturalOrganization Phases of workplace development in cultural and gender diversity  1st Generation affirmative action  2nd Generation affirmative action  Multicultural organization
    • The MulticulturalOrganization  1st Generation affirmative action  Organization concerned with legal requirements for gender and ethnic requirements.  Focus on numbers and quotas
    • The MulticulturalOrganization  2nd Generation affirmative action  Organization met legal requirements  Emphasis on supporting females and minorities
    • The MulticulturalOrganization  Multicultural organization  Focus on policies to capitalize on cultural and gender diversity  Values diversity and creates atmosphere of inclusion: fairness, empowerment and openness  Full structural integration of women and people of color
    • Diverse Organization:Opportunities1. Cost effective2. Resource acquisition – best reputation with the best personnel3. Marketing – employees from other countries bring insight, improve marketing efforts
    • Diverse Organization:Opportunities1. Creativity – diversity of perspectives, less emphasis on conformity2. Problem-solving – better choices and a wider range of perspectives, more critical analysis3. Systems flexibility – less determinant, less standardized and more fluid to react to environmental changes
    • Diverse Organization:Three challenges
    • Avoiding NegativeEffects of Programs Affirmative action programs have resulted in more employment, but also problems  Negative consequences for those trying to help  For those who feel victimized  Self-view of competence  Stigmatization  Perception of injustice in hiring and promotion procedures
    • Sexual Harassment 1980 EEOC specified that sexual harassment is a kind of sex discrimination.  Sexual comments or jokes  Request for a date  Unwanted deliberate touching, leaning over, cornering, or pinching, letter, emails or calls  Physical assault
    • Sexual Harassment Studies look at sexual harassment as a communicative phenomenon – expression of power, not of sexuality. Men and women see sexual harassment differently  Men – sexual joking as a way to release tension in their stressful jobs.  Women – sexual joking is harassment
    • Sexual Harassment Women being harassed face multiple communication goals  The desire to deal with harassment vs.  Keeping a good job and saving face Confronting the harasser is the best way to deal with harassment.
    • Balancing Work andHome Needs of older women are different from the younger women  Younger women – child care  Older women - child care, elder care, self-care, retirement
    • Balancing Work andHome For organizations is a challenge finding family-friendly programs: flextime, onsite day care, job sharing, family leave Other challenge is the creation of a culture that values various aspects of employee’s lives For the individual, the challenges of balancing work and home are personal and interpersonal.
    • Managing (Celebrating)Cultural Diversity Demographics trends indicate that most organizations will have no choice to become more diverse. In addition to manage diversity, organizations should also celebrate diversity.
    • Managing (Celebrating)Cultural Diversity Activities that should be considered  Education programs  Human resources system  Organizational culture  Mind-sets about diversity  Programs that support work-family health and combat discrimination and sexism  Life in diverse organization involves attitude and action
    • Diversity Day "Diversity Day" Episode 106 - Michael decides to host a training program where co-workers have to guess others ethnicities based on everyday stereotypes. The Office - Diversity Day