This document discusses managing diversity and equal employment in staffing organizations. It covers defining diversity management and why it is important. It also discusses affirmative action, issues around gender including work-family balance and job assignments. Other topics covered include managing individuals with disabilities, religious beliefs, sexual harassment, and an aging workforce. The document provides learning objectives and definitions to frame the discussion around these issues.

1. Human Resource Management TENTH EDITON Managing Diversity and Equal Employment © 2003 Southwestern College Publishing. All rights reserved. PowerPoint Presentation by Charlie Cook Chapter 5 SECTION 2 Staffing the Organization Robert L. Mathis  John H. Jackson

5. Dimensions of Diversity Figure 5 –1

6. Continuum of Diversity Approaches Figure 5 –2 Source: Adapted from ideas suggested by Stella M. Nkomo and Ellen Ernst Kossek, “Managing Diversity,” in Ellen Ernst Kossek and Richard N. Block, Managing Human Resources in the 21 st Century (Cincinnati: Thomson Learning, 2000), Chapter 9; and Parshotam Dass and Barbara Parker, “Strategies for Managing Human Resource Diversity,” Academy of Management Executive , May 1999, 68 –80.

7. Reasons for Diversity Efforts Diversity Efforts Reduction in Discrimination Complaints and Costs Organizational Performance Recruiting and Retention Diverse Thinking and Problem Solving

8. Common Diversity Management Components Figure 5 –3

9. EEO Issues and Race, National Origin, and Citizenship EEO Issues Immigrants and Foreign-Born Worker Requirements Racial/Ethnic Demographics Bilingual Employees and English-Only Requirements

10. Racial/Ethnic Composition of U.S. Population, 2000 Figure 5 –4 Source: “Primary Colors,” The Economist , March 17, 2001.

11. U.S. Civilian Labor Force Composition by Sex Figure 5 –5 Source: U.S. Department of Labor, Bureau of Labor Statistics, 2001.

13. Nontraditional Occupations for Women in 2000 Figure 5 –6 Source: “Nontraditional Occupations for Women in 2000,” U.S. Department of Labor, Women’s Bureau, 2001, available at www.dol.gov/dol/wb .

16. Potential Sexual Harassers Figure 5 –7

18. Sexual Harassment Liability Determination Figure 5 –8 Source: Virginia Collins and Dr. Robert L. Mathis, Omaha, Nebraska. May not be reproduced without permission

20. Employment Advancement Barriers for Individuals with Disabilities Figure 5 –9 Source: Based on data in SHRM/Cornell University Survey on Implementation of the Employment Provisions of the ADA , (Alexandria, VA: Society for Human Resource Management, 2001).

21. Individuals with Disabilities in the Workplace Individuals with Life- Threatening Illnesses Recruiting Individuals with Disabilities Employees Who Develop Disabilities Individuals with Mental Disabilities Reasonable Accommodations

22. Religion and Spirituality in the Workplace Title VII of Civil Rights Act of 1964 prohibits discrimination of religion Managing Religious Diversity in Workplaces Accommodation of religious beliefs in work schedules Accommodation of religious expression in the workplace Respect for religious practices affecting dress and appearance