Diversity managementrevisedsept2004nocasestudy

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  • DIVERSITY: WHAT THINGS COME TO MIND? LISTING
  • - Primary elements-- things we cannot control - Secondary elements -- things we have some control EVERYONE IS INCLUDED IN THESE ELEMENTS/DEFINITION
  • --MAKE SURE THERE IS A CLEAR UNDERSTANDING OF THESE TERMS (OFTEN USED INTERCHANGEABLY) - EEO - laws that guarantee all people have an equal shot at employment benefits - AA - based on laws/regs that encourage (and sometimes require) workforce profile improvements - Diversity - uniqueness of all individuals and includes everyone
  • Improved understanding of those you work for, with, and around CUSTOMERS Cohesive Atmosphere / Enhanced Teamwork / Higher Morale Increased Efficiency / Quality / Productivity Removal of barriers keeping you from achieving your goals.
  • If Federal agencies want to be successful in today’s world they must recognize and use diversity to their advantage. Agencies must recruit among the full spectrum of the labor market and understand that diversity offers a variety of view approaches, and actions for an agency to use in strategic planning, problem solving, and decision making.
  • End with 100 people- If we could shrink the earth’s population to a village of precisely 100 people, with all the existing human ratios remaining the same, it would look like this. There would be: - 57 Asians - 21 Europeans - 14 from the Western Hemisphere, both north and south - 8 Africans - 52 would be female - 48 would be male - 70 would be nonwhite - 30 would be white - 89 would be heterosexual - 11 would be homosexual - 6 people would possess 59% of the entire world’s wealth and all 6 would be from the United States - 80 would live in substandard housing - 70 would be unable to read - 50 would suffer from malnutrition - 1 would be near death - 1 would have a college education - 1 would would be near birth - 1 would own a computer
  • Diversity managementrevisedsept2004nocasestudy

    1. 1. Diversity Management
    2. 2. ObjectivesTo provide an understanding of diversityand diversity management principles
    3. 3. Overview Define Diversity and Diversity Management EEO vice Diversity Business Case for Diversity Management Barriers for Diversity Strategies for Inclusion
    4. 4. What is Diversity?
    5. 5. Elements of Diversity  Income Age  Education Gender Ethnicity  Marital Status Race  Religious Beliefs Physical Ability  Geographic Sexual Orientation Location Physical  Parental Status Characteristics  Personality Type
    6. 6. Diversity: The uniqueness of allindividuals; includes everyone.
    7. 7. Diversity vice EEO/AA EEO - Laws that guarantee all people the right to apply and be evaluated for employment, regardless of their race, color, sex, national origin, religion, age, or disability. Affirmative Action - Workforce profile improvement through recruiting, retention, and promotions Diversity – Represents the unique values, culture and characteristics of all individuals; includes everyone.
    8. 8. Three R’s EEO = RequirementsAffirmative Action = Representation Diversity = Relationship
    9. 9. Diversity Quiz
    10. 10. Principles of Diversity Management Establish a business strategy for effectively managing a diverse workforce Create a positive work environment Promote personal and professional development Empower all people to reach their full potential Attract talent that reflects America Remove barriers that hinder progress
    11. 11. Potential Benefits of an Effective Diversity Management Program Improve organizational performance Help prevent unlawful discrimination or harassment incidents Improve workplace relations Build more effective work teams Improve organizational problem solving Improve customer service Enhanced recruitment efforts
    12. 12. Diversity Management buildsupon EEO, but does not replaceit
    13. 13. “By 2050, the U.S. population is expected to increase by 50% and minority groups will make up nearly half of the population…. The population of older Americans is expected to more than double. One-quarter of all Americans will be of Hispanic origin…. More women and people with disabilities will be on the job.” U.S. Department of Labor, Futurework: Trends and Challenges for Work in the 21st Century. Washington, D.D. (Labor Day 1999).
    14. 14. Changes in Demographics CreateTension Tension challenges our conditioning and perceptions about the nature of things Tension creates both dangers and opportunities
    15. 15. NESDIS Workforce Analysis by Race & National Origin 90.00% 80.00% 70.00% 60.00%Percentage in Workforce 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% White Black Hispanic Asian Amer. Indian Natl CLF - Sci, Eng, & Comp 78.88% 5.41% 4.28% 11.10% 0.33% NESDIS - Sci, Eng, & Comp 83.05% 8.80% 1.29% 6.87% 0.00% Natl CLF - All Positions 73.98% 10.67% 10.87% 3.81% 0.66% NESDIS - All Positions 77.82% 16.13% 1.78% 4.15% 0.12%
    16. 16. NESDIS Workforce Analysis by Gender 90 80 70 60Percentage of Workforce 50 40 30 20 10 0 Male Female Natl CLF - Sci, Eng, & Comp 76.4 23.6 NESDIS - Sci, Eng, & Comp 79.6 20.4 Natl CLF - All Positions 53.2 46.8 NESDIS - All Positions 65.7 34.3
    17. 17. Making heads count is moreimportant than counting heads
    18. 18. What are the barriers in theorganization that prevent amore balanced workforce?
    19. 19. Possible Barriers Limiting area of consideration Lack of diverse applicant pool in STEM positions Lack of diversity at the senior ranks Categorizing people into certain positions Always recruiting from same source Grooming/developing only one person Pre-selection
    20. 20. Strategies for Inclusion(Hope is not a strategy)
    21. 21. The Value of Mentoring Without regard to race, gender, religion, national origin …. Inconvenience yourself to show someone else the way Unleash someone else’s potential
    22. 22. Recruitment Alternatives Entry level – Upward Mobility Positions Bridge Positions Special Appointing Authorities  Schedule A for severe disabilities  Veterans Readjustment Appointment  Outstanding Scholar Student Employment Programs
    23. 23. Outreach Efforts Minority Serving Institutions (MSI) Program  Cooperative Science Centers  Undergraduate & Graduate Science Programs  Environmental Entrepreneurship Program Educational Outreach Bring Your Child to Work Day Community and Civic organizations
    24. 24. Professional Development Identify training and development needs for all employees Utilize Individual Development Plans Rotational & Developmental Assignments Rotate “acting” supervisor
    25. 25. Mind Your Business at the WorkplaceYou don’t have to endorse what youhave to tolerate to create respectfulworkplace to get the job done.
    26. 26. If values clash, we can . . . Celebrate Tolerate But not discriminate
    27. 27. Summary Diversity management is about full utilization of people with different backgrounds and experiences. Effective diversity management strategy has a positive effect on cost reduction, creativity, problem solving, and organizational flexibility.
    28. 28. Video: “A Fair Way toManage Diversity “
    29. 29. If we could shrink the earths population to a village ofprecisely 100 people, with all the existing human ratiosremaining the same, it would look like this. There would be:  61 Asians  11 would be homosexual  12 Europeans  6 people would possess  14 from the Western 59% of the entire worlds Hemisphere, both north and wealth and all 6 would be south from the United States  13 Africans  80 would live in substandard housing  50 would be female  14 would be unable to read  50 would be male  74 would be nonwhite  33 would die of famine  26 would be white  1 would be near death;  67 would be non-Christian  1 would be near birth  7 would have a college  33 would be Christian education  89 would be heterosexual  8 would own a computer

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