Human Resource Management   TENTH EDITON Managing Diversity and  Equal Employment  © 2003 Southwestern College Publishing....
Learning Objectives (cont’d) <ul><li>After you have read this chapter, you should be able to: </li></ul><ul><ul><li>Define...
Learning Objectives <ul><ul><li>Discuss how reasonable accommodation is made when managing individuals with disabilities a...
Managing Diversity <ul><li>Diversity </li></ul><ul><ul><li>The differences among people </li></ul></ul><ul><li>Protected-G...
Dimensions of Diversity Figure 5 –1
Continuum of Diversity Approaches Figure 5 –2 Source: Adapted from ideas suggested by Stella M. Nkomo and Ellen Ernst Koss...
Reasons for Diversity Efforts Diversity Efforts Reduction in Discrimination Complaints and Costs Organizational Performanc...
Common Diversity Management Components Figure 5 –3
EEO Issues and Race, National Origin, and Citizenship EEO Issues Immigrants and Foreign-Born Worker Requirements Racial/Et...
Racial/Ethnic Composition of U.S. Population, 2000 Figure 5 –4 Source: “Primary Colors,”  The Economist , March 17, 2001.
U.S. Civilian Labor Force Composition by Sex Figure 5 –5 Source: U.S. Department of Labor, Bureau of Labor Statistics, 2001.
Sex Discrimination in Jobs and Careers <ul><li>Nepotism </li></ul><ul><ul><li>The practice of allowing relatives to work f...
Nontraditional Occupations for Women in 2000 Figure 5 –6 Source: “Nontraditional Occupations for Women in 2000,” U.S. Depa...
Sex Discrimination in Jobs and Careers <ul><li>“ Glass Walls” and “Glass Elevator” </li></ul><ul><ul><li>The tendency for ...
Sexual Harassment and  Workplace Relationships <ul><li>Types of sexual harassment </li></ul><ul><ul><li>Quid pro quo </li>...
Potential Sexual Harassers Figure 5 –7
Sexual Harassment and  Workplace Relationships (cont’d) <ul><li>Legal Standards on Sexual Harassment </li></ul><ul><ul><li...
Sexual Harassment Liability Determination Figure 5 –8 Source: Virginia Collins and Dr. Robert L. Mathis, Omaha, Nebraska. ...
Age Issues and Diversity Management <ul><li>Job Opportunities for Older Workers </li></ul><ul><ul><li>Discrimination again...
Employment Advancement Barriers  for Individuals with Disabilities Figure 5 –9 Source: Based on data in  SHRM/Cornell Univ...
Individuals with Disabilities in the Workplace Individuals with Life- Threatening Illnesses Recruiting Individuals with Di...
Religion and Spirituality in the Workplace Title VII of Civil Rights Act of 1964 prohibits discrimination of religion  Man...
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Hrm10e Chap05

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Hrm10e Chap05

  1. 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
  2. 2. Learning Objectives (cont’d) <ul><li>After you have read this chapter, you should be able to: </li></ul><ul><ul><li>Define diversity management , and discuss why it is important. </li></ul></ul><ul><ul><li>Discuss several arguments supporting and opposing affirmative action. </li></ul></ul><ul><ul><li>Describe how women are affected by work/family and job assignment issues in organizations. </li></ul></ul><ul><ul><li>Discuss the two types of sexual harassment and how employers should respond to complaints. </li></ul></ul><ul><ul><li>Identify two means organizations are using to deal with the aging of their workforces. </li></ul></ul>
  3. 3. Learning Objectives <ul><ul><li>Discuss how reasonable accommodation is made when managing individuals with disabilities and differing religious beliefs. </li></ul></ul>
  4. 4. Managing Diversity <ul><li>Diversity </li></ul><ul><ul><li>The differences among people </li></ul></ul><ul><li>Protected-Group Concerns </li></ul><ul><ul><li>Perceived hostile organizational cultures </li></ul></ul><ul><ul><li>Stereotyping </li></ul></ul>
  5. 5. Dimensions of Diversity Figure 5 –1
  6. 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. 7. Reasons for Diversity Efforts Diversity Efforts Reduction in Discrimination Complaints and Costs Organizational Performance Recruiting and Retention Diverse Thinking and Problem Solving
  8. 8. Common Diversity Management Components Figure 5 –3
  9. 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. 10. Racial/Ethnic Composition of U.S. Population, 2000 Figure 5 –4 Source: “Primary Colors,” The Economist , March 17, 2001.
  11. 11. U.S. Civilian Labor Force Composition by Sex Figure 5 –5 Source: U.S. Department of Labor, Bureau of Labor Statistics, 2001.
  12. 12. Sex Discrimination in Jobs and Careers <ul><li>Nepotism </li></ul><ul><ul><li>The practice of allowing relatives to work for the same employer. </li></ul></ul><ul><li>Job Assignments and “Nontraditional” Jobs </li></ul><ul><ul><li>Women are increasingly entering jobs traditionally occupied only by men. </li></ul></ul><ul><li>The “Glass Ceiling” </li></ul><ul><ul><li>Discriminatory practices that have prevented women and other protected-class members from advancing to executive-level jobs. </li></ul></ul>
  13. 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 .
  14. 14. Sex Discrimination in Jobs and Careers <ul><li>“ Glass Walls” and “Glass Elevator” </li></ul><ul><ul><li>The tendency for women to advance only in a limited number of functional fields within an organization. </li></ul></ul><ul><li>Breaking the Glass </li></ul><ul><ul><li>Establishing mentoring programs </li></ul></ul><ul><ul><li>Providing career rotation </li></ul></ul><ul><ul><li>Increasing top management and boardroom diversity </li></ul></ul><ul><ul><li>Establishing goals for diversity </li></ul></ul><ul><ul><li>Allowing for alternative work arrangements </li></ul></ul>
  15. 15. Sexual Harassment and Workplace Relationships <ul><li>Types of sexual harassment </li></ul><ul><ul><li>Quid pro quo </li></ul></ul><ul><ul><ul><li>Linking employment outcomes to the harassed individual’s granting of sexual favors. </li></ul></ul></ul><ul><ul><li>Hostile environment </li></ul></ul><ul><ul><ul><li>Allowing intimidating or offensive working conditions to unreasonably affect an individual’s performance or psychological well-being. </li></ul></ul></ul>
  16. 16. Potential Sexual Harassers Figure 5 –7
  17. 17. Sexual Harassment and Workplace Relationships (cont’d) <ul><li>Legal Standards on Sexual Harassment </li></ul><ul><ul><li>Tangible employment actions (e.g., termination) that result from sexual harassment create a liability for the employer. </li></ul></ul><ul><ul><li>Affirmative defense for employers in dealing with sexual harassment incidents includes: </li></ul></ul><ul><ul><ul><li>Establishing a sexual harassment policy </li></ul></ul></ul><ul><ul><ul><li>Communicating the policy regularly </li></ul></ul></ul><ul><ul><ul><li>Training employees to avoid sexual harassment </li></ul></ul></ul><ul><ul><ul><li>Investigating and taking actions when complaints arise </li></ul></ul></ul>
  18. 18. Sexual Harassment Liability Determination Figure 5 –8 Source: Virginia Collins and Dr. Robert L. Mathis, Omaha, Nebraska. May not be reproduced without permission
  19. 19. Age Issues and Diversity Management <ul><li>Job Opportunities for Older Workers </li></ul><ul><ul><li>Discrimination against “overqualified” older employees in hiring </li></ul></ul><ul><ul><li>Instances of age discrimination in the workforce reduction when layoffs impact largely older workers </li></ul></ul><ul><ul><li>Older Workers Benefit Protection Act (OWBPA) of 1990 and equal treatment of older workers </li></ul></ul><ul><ul><li>Attracting, retaining, and managing older workers </li></ul></ul>
  20. 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. 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. 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

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