Managing A Diverse Workforce


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Managing A Diverse Workforce

  1. 1. Managing a Diverse Workforce Managing a Diverse Workforce Professor Hector R Rodriguez School of Business Mount Ida College Business, Society & Environment
  2. 2. <ul><li>Society </li></ul><ul><ul><li>The Corporation and Its Stakeholders </li></ul></ul><ul><ul><li>People for the Ethical Treatment of Animals </li></ul></ul><ul><ul><li>Corporate Citizenship </li></ul></ul><ul><ul><li>The Social Responsibility of Business </li></ul></ul><ul><ul><li>The Shareholder Primacy Norm </li></ul></ul><ul><ul><li>CSR, Citizenship and Sustainability Reporting </li></ul></ul><ul><ul><li>Responsible Investing </li></ul></ul><ul><ul><li>The Community and the Corporation </li></ul></ul><ul><ul><li>Taxation and Corporate Citizenship </li></ul></ul><ul><ul><li>Corporate Philanthropy Programs </li></ul></ul><ul><ul><li>Employees and the Corporation </li></ul></ul><ul><ul><li>Managing a Diverse Workforce </li></ul></ul><ul><li>Environment </li></ul><ul><ul><li>A Balanced Look at Climate Change </li></ul></ul><ul><ul><li>Non-anthropogenic Causes of Climate Change </li></ul></ul><ul><ul><li>Sulfates, Urban Warming and Permafrost </li></ul></ul><ul><ul><li>Conventional Energy </li></ul></ul><ul><ul><li>The Kyoto Protocol </li></ul></ul><ul><ul><li>Green Building </li></ul></ul><ul><ul><li>Green Information Technology </li></ul></ul><ul><ul><li>Transportation, Electric Vehicles and the Environment </li></ul></ul><ul><ul><li>Geo-Engineering </li></ul></ul><ul><ul><li>Carbon Capture and Storage </li></ul></ul><ul><ul><li>Renewable Energy </li></ul></ul><ul><ul><li>Solid, Toxic and Hazardous Waste </li></ul></ul><ul><ul><li>Forests, Paper and Carbon Sinks </li></ul></ul><ul><ul><li>Life Cycle Analysis </li></ul></ul><ul><ul><li>Water Use and Management </li></ul></ul><ul><ul><li>Water Pollution </li></ul></ul>Course Map – Topics Covered in Course
  3. 3. <ul><li>Knowing in what ways the workforce of the United States is diverse , and evaluating how it might change in the future </li></ul><ul><li>Identifying the role government plays in securing equal employment opportunity for historically disadvantaged groups </li></ul><ul><li>Assessing the ways diversity confers a competitive advantage </li></ul><ul><li>Formulating how companies can best manage workforce diversity, making the workplace welcoming, fair, and accommodating to all employees </li></ul><ul><li>Understanding what policies and practices are most effective in helping today’s employees manage the complex, multiple demands of work and family obligations </li></ul>Key Learning Objectives
  4. 4. Diversity and the GRI
  5. 5. <ul><li>Diversity </li></ul><ul><li>Refers to variation in the important human characteristics that distinguish people from one another </li></ul><ul><ul><li>Primary dimensions: age, ethnicity, gender, mental or physical abilities, race, sexual orientation </li></ul></ul><ul><ul><li>Secondary dimensions: such characteristics as communication style, family status and first language </li></ul></ul><ul><li>Workforce diversity: diversity among employees of a business or organization </li></ul><ul><li>Workforce diversity trends </li></ul><ul><ul><li>More women are working than ever before </li></ul></ul><ul><ul><li>Immigration has profoundly reshaped the workplace </li></ul></ul><ul><ul><li>Ethnic and racial diversity is increasing </li></ul></ul><ul><ul><li>The workforce will continue to get older </li></ul></ul>The Changing Face of the Workforce
  6. 6. Demographic Transition in the US
  7. 7. <ul><li>Following World War II, the proportion of women working outside the home has risen dramatically (See Figure 19.1 below) </li></ul><ul><ul><li>Most dramatic increases have been married women, mothers of young children, and middle-class women </li></ul></ul><ul><ul><li>Increase in professional, technical and service jobs produced “demand-side” pull for women into the labor force </li></ul></ul>Women and Minorities at Work <ul><li>Labor force rates for minorities have always been high </li></ul><ul><ul><li>Change is that wider range of jobs are available to minorities as discrimination barriers have fallen </li></ul></ul>
  8. 8. <ul><li>Reasons for pay gap </li></ul><ul><ul><li>Some believe is evidence of sexual discrimination </li></ul></ul><ul><ul><li>Some believe is women’s choices in pursuing lower paying jobs or slower advancement </li></ul></ul><ul><ul><li>Others believe occupational segregation is occurring </li></ul></ul><ul><ul><ul><li>Inequitable concentration of a group in certain job categories </li></ul></ul></ul>The Gender Pay Gap <ul><ul><li>Women have made great strides in entering professional occupations, however “pink collar ghetto” still exists </li></ul></ul><ul><ul><ul><li>Examples include preschool teachers and receptionists </li></ul></ul></ul>
  9. 9. <ul><li>Government involvement in securing equal employment for all began in the 1960s on a large scale </li></ul><ul><li>Is defined as discrimination based on race, color, religion, sex, national origin, physical or mental disability, or age </li></ul><ul><ul><li>In U.S. is prohibited in all employment practices </li></ul></ul><ul><ul><li>Government contractors must have written affirmative action plans detailing how they are working positively to overcome past and present effects of discrimination in their workforce </li></ul></ul><ul><ul><li>Women and men must receive equal pay for performing equal work, and employers may not discriminate on the basis of pregnancy </li></ul></ul>Equal Employment Opportunity
  10. 10. <ul><li>Well run companies go beyond required legal actions to welcome employees of all backgrounds </li></ul><ul><li>Actions taken by companies to manage diversity effectively: </li></ul><ul><ul><li>They articulate a clear diversity mission, set objectives, and hold managers accountable </li></ul></ul><ul><ul><li>They spread a wide net in recruitment, to find the most diverse possible pool of qualified candidates </li></ul></ul><ul><ul><li>They identify promising women and persons of color, and provide them with mentors and other kinds of support </li></ul></ul><ul><ul><li>They set up diversity councils to monitor the company’s goals and progress toward them </li></ul></ul>Diversity Practices
  11. 11. <ul><li>Companies that promote equal employment opportunity generally do better at attracting and retaining workers from all backgrounds </li></ul><ul><li>Businesses with employees from varied backgrounds can often more effectively serve customers who are themselves diverse </li></ul><ul><li>The global marketplace demands a workforce with language skills, cultural sensitivity, and awareness of national and other differences across markets </li></ul><ul><li>Companies with effective diversity programs can avoid costly lawsuits and damage to their corporate reputations from charges of discrimination or cultural insensitivity </li></ul>Advantages of Managing Diversity Effectively
  12. 12. <ul><li>Changing demographics of increasing number of dual income families have caused them to adopt wide strategies for combining full and part-time work with the care of children, elderly relatives, and other dependents </li></ul><ul><li>Helping “make it work” for employees trying to balance the complex, multiple demands of work and family life has became a major business challenge </li></ul><ul><li>Types of programs companies are offering: </li></ul><ul><ul><li>Child Care </li></ul></ul><ul><ul><li>Elder Care </li></ul></ul><ul><ul><li>Parental and family leave </li></ul></ul><ul><ul><li>Work flexibility </li></ul></ul><ul><ul><li>Benefits to non-traditional families (see Exhibit 19.C) </li></ul></ul>Work / Family Balance Issues
  13. 13. <ul><li>The United States is a diverse community </li></ul><ul><li>Diversity across the US is increasing in gender, ethnicity and age </li></ul><ul><li>Appropriate diversity management is a signal of a maturing enterprise. </li></ul><ul><ul><li>It is also explicitly evaluated by external frameworks of social performance </li></ul></ul><ul><li>Pay gaps with some minority groups exist </li></ul><ul><li>Some companies go beyond required legal actions to welcome employees of all backgrounds </li></ul><ul><li>Managing diversity effectively brings some advantages including: </li></ul><ul><ul><li>Attracting and retaining workers from all backgrounds </li></ul></ul><ul><ul><li>More effectively serving customers who are themselves diverse </li></ul></ul><ul><ul><li>Meeting global marketplace demands, and </li></ul></ul><ul><ul><li>Avoiding costly lawsuits and damage to their corporate reputations </li></ul></ul>Conclusion