Organizational Behavior, Workplace Diversity

1. Diversity in
Organizations
Presented by:
Ethan Chazin
President & Founder

2. White Male
Dominance
Persists

3. • More equitable pay and gender-balanced
employment.
• Huge influx of non-White professionals in
the workforce.
• White males still dominant management.
• Aging Workforce.
• Surface-level versus deep-level diversity.
• Infusion of veterans.
3
White Males

4. Leveraging Employee
Differences for
Optimal Performance

5. Different Strokes, Different Folks
• You Can’t Motivate People Equally.
• You have to get to know the people you work
5
with/for.
• The US: times are a changin’! See the
2010 Census for proof.
• Greater populations of women, Asians,
and Hispanics!

6. Stereotyping

7. Exercise

9. Discrimination

10. Discrimination: Noting of a
difference between things; often
referred to making judgments
about individuals based on
stereotypes regarding their
demographic group.

11. 11
Discrimination By…
• Age
• Gender
• Race
• Sexual Orientation/Gender Identity
• Politics
• Cultural Identity
• Religion
• Intellectual Ability

12. • Age and job performance: perception
versus reality.
• Increase in US civilian population of
workers over 59 has grown from 22% in
2002 to 29% in 2012.
• 95% of growth in labor force from 2006-
2016 from workers over 54.
• Yeah but can they do the job???
• All that (wasted) intellectual capital!
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Age

13. • Few differences affect job performance.
• Women earn 60% of all bachelor’s
degrees in US.
• Science professors view women students
as less competent as their male
counterparts.
• Women in STEM. A pervasive issue.
• STUDY: Hiring manager still influenced
by gender for certain positions.
• Study: Managers allocated 71% of pay
raise funds for men.
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Gender

14. Thoughts?

15. • Most research ‘white versus black’.
• Less research on impact to Hispanic,
Asian, Native Americans.
• Hiring managers TEND to favor
colleagues of their OWN race.
• Certain industries remain less racially
diverse.
• Members of racial/ethnic minorities
report higher levels of workplace
discrimination. Hmm…really…?
15
Race

16. Is bald
better?
Greater
masculinity,
dominance,
leadership
potential.
REALLY???

17. Ability
• Hiring by cognitive ability/general mental
ability (IQ).
• Smart people generally earn more money
and achieve higher levels of education.
• Standardized test scores such as: GMAT,
LSAT, MCAT, etc.
• Position in class ranking.
• Hiring from selective schools:
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– Law Firms
– Banks & Financial institutions

18. DISCUSSION
What if any problems do you
foresee in hiring based on a
defined set of abilities?

19. 19
Forms of Discrimination
• Sexual harassment: Unwanted sexual
advances.
• Intimidation: Overt threats; bullying.
• Mockery & Insults: Jokes or negative
stereotypes.
• Exclusion: Excluding certain people.
• Incivility: Disrespectful treatment.

20. • Reflection of the organization’s culture.
• Zero tolerance policy.
• Senior Management sets the tone.
• HR is the guardian/gatekeeper.
• Requires defined policies and
procedures.
• Address in employee handbook, new hire
on-boarding and training programs.
20
Discrimination

21. Who Gets It?
Who Doesn’t?

23. How to Ensure
Workplace Diversity

24. Ensuring Workforce Diversity
• Target recruiting efforts to specific
groups.
• Women and minorities show greater
interest in employers that customize
their recruiting efforts to them.
• Place an emphasis on fairness and
objectivity in employee selection.
• Similarities in personality traits with co-workers
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critical for career success.

25. Group Think

26. Group Think

28. DISCUSSION
Can you recall a time in
which you were involved
in “Group Think?”
Did you speak up or
remain silent?

29. 29
Diversity in Groups
• Recruiting and employee selection.
• Training & professional development
programs accomplish 3 goals:
– Teach Managers About Legal Framework for
employment opportunity
– Teach managers how diversity benefits the
organization; and
– Foster practices that bring out the skills and
abilities of all workers.
• Organizations with diversity programs NOT
more likely to have women & minorities in
upper management.

30. Who Gets It
Right/Wrong?