9e daft chapter_12_managing_diversity

chapter12
Copyright ©2010 by South-Western, a division of Cengage
Learning. All rights reserved.
3
Learning Outcomes
• Understand the pervasive demographic changes occurring in the domestic
and global marketplace and how corporations are responding.
• Understand how the definition of diversity has grown to recognize a broad
spectrum of differences among employees, and appreciate the dividends of
a diverse workforce.
• Recognize the complex attitudes, opinions, and issues that employees
bring to the workplace, including prejudice, discrimination, stereotypes, and
ethnocentrism.
• Recognize the factors that affect women’s opportunities, including the
glass ceiling, the opt-out trend, and the female advantage.
• Explain the five steps in developing cultural competence in the workplace.
• Describe how diversity initiatives and training programs help create a
climate that values diversity.
• Understand how multicultural teams and employee network groups help
organizations respond to the rapidly changing and complex workplace.

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Do You Know Your Biases?
 As a manager, your day-to-day behavior will send
signals about your biases and values
 Some of our biases are active while others are unknown
 Today’s workplace is a mosaic of diverse people
 To capitalize on a diverse consumer base, workplaces
need to be diverse
 Diversity is no longer just “the right thing to do”. It
is a business imperative

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The Changing Workplace
• Diversity in the United States
– Aging Workforce
– Growth in Hispanic and Asian Workers
– Minority Purchasing Power
– Growth in Foreign-born Population
• Global Diversity
– The aging population is a global phenomenon
– Social and cultural differences are creating challenges
– The meaning of diversity differs around the world
– National cultures are intangible, pervasive, and difficult to comprehend
– Global businesses have global customers, employees, suppliers, and
stockholders

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Leaders in Corporate
Diversity

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Growth in Employment from
2006 to 2016 by Group

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Managing Diversity
• Diversity is all of the ways in which people
are different
• Companies are embracing a more
inclusive definition of diversity
– Spectrum of differences: how employees
approach work, interact, approach work,
derive satisfaction and define who they are…

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Traditional vs. Inclusive
Models of Diversity

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Dividends of Workplace
Diversity
 Better use of employee talent
 Increased understanding of the marketplace
 Enhanced breadth of understanding in leadership
positions
 Increased quality of team problem solving
 Reduced costs associated with high turnover,
absenteeism, and lawsuits

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Factors Shaping
Personal Bias
• Stereotypes are often based on folklore, media
portrayals, and other unreliable sources of information
• Stereotypes contain negative connotations
• Stereotypes assume that all members of a group have
the same characteristics

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Difference Between Stereotyping
and Valuing Cultural Differences

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Federal and State Laws
Regarding Diversity
• Title VII of the Civil Rights Act of 1964
• The Equal Pay Act of 1963
• The American with Disabilities Act
• The Age Discrimination in Employment Act

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Ethnocentrism
• The belief that one’s own group or subculture is
inherently superior
• Barrier to embracing diversity
• Ethnocentric views produce a monoculture
– A culture that accepts one way of doing things and
one set of values and beliefs
• The goal of cultural diversity is pluralism
– Organization accommodates several subcultures

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Factors Affecting Women’s
Careers
• Glass Ceiling. An invisible barrier that separates
women from top management positions.
• Opt-Out Trend. Many women are deciding to get off the
fast track to top management before hitting the glass
ceiling.
• The Female Advantage. The idea that women are
better managers because of their more collaborative,
less hierarchical relationship-oriented approach.

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The Wage Gap

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Cultural Competence
• Successful diversity
plans leads to a
workforce that
demonstrates
cultural
competence
• A culture that values
and nurtures its
diverse employees

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Diversity Initiatives and
Programs
 Changing Structures and Policies
 Expanding Recruitment Efforts
 Establishing Mentor Relationships
 Accommodating Special Needs
 Providing Diversity Skills Training

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Increasing Awareness of
Sexual Harassment
• Sexual harassment creates an
unhealthy and unproductive
work environment
• Sexual Harassment is illegal,
violation of Civil Rights Act
• 150% increase in sexual
harassment filings in US
• Companies are creating
awareness programs

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New Diversity Initiatives
• Multicultural Teams
– Teams of diverse national, racial, ethnic, and cultural
backgrounds
– Greater potential for enhanced creativity and innovation
– Strategic in global marketplace
– More difficult to manage
• Employee Network Groups
– Based on social identity: gender, race
– Organized by employees
– Focus on concerns of employee group
– Reduce social isolation through networking, training and
professional development

9e daft chapter_12_managing_diversity

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