4-1

CHAPTER FOURCHAPTER FOUR

Managing Diversity

4-2

Chapter ObjectivesChapter Objectives

Define Affirmative Action Define Management of Diversity Discuss the reason for and

challenges involved with Managing Employee Diversity

Draw a Profile of Employee Groups that are less likely to be part of the corporate mainstream and examine some of the common stereotypes associated with each

Review HR systems that will aid organizations with the

Management of Diversity

Review Key Terms Affirmative Action Cultural Relativity Concept of

Management Cultural Determinism Diversity Diversity Audit Diversity Training Programs Glass Ceiling Management of Diversity Old Boys’ Network Universal Concept of

Management

4-3

Affirmative ActionAffirmative Action

A phrase describing a range of policies to seek out, encourage and sometimes give preferential treatment to individuals in protected groups.

4-4

Affirmative ActionAffirmative Action Considerations - AdvocatesConsiderations - Advocates

Makes fuller use of talent and creates political stability

Justified to compensate for past disparities (wage gaps alone since 1929 equals close to $500 billion)

It is right to have a system of preferential treatment until equality prevails

4-5

Affirmative ActionAffirmative Action Considerations - CriticsConsiderations - Critics

It is ineffective and creates significant problems of fairness

Economic rewards should be distributed based on merit, not on race, ethnicity, or sex

Destroys a more fundamental right – the right of all individuals to be treated equal under the law

4-6

Managing Employee DiversityManaging Employee Diversity

Diversity: Human characteristics that make people different from one another.

Management of Diversity: The set of activities involved in integrating nontraditional employees (women and minorities) into the workforce and using their diversity to the firm’s competitive advantage.

4-7

Managing Employee DiversityManaging Employee Diversity

A key factor in corporate performance is how well nontraditional employees such as women and minorities can be fully integrated and work effectively with both one another and their white male counterparts – issues to consider include:

Demographic Trends Diversity as an Asset Marketing Concerns

4-8

Managing Employee DiversityManaging Employee Diversity Diversity as an assetDiversity as an asset

Research (Rosabeth Kanter) has shown that diversity in the workforce can bring about:

Greater Creativity Better Problem solving Greater system flexibility Better Information

4-9

Key Challenges in Managing Key Challenges in Managing Employee Diversity Employee Diversity

Valuing Employee Diversity Individual vs. Group Fairness

Universal Concept of Management vs. Cultural Relativity Concept of Management

Resistance to Change Group Cohesiveness & Interpersonal Conflict Segmented Communications Networks Resentment Backlash Retention

Glass Ceiling: intangible barrier in an organization that prevents female and minority employees from rising to positions above a certain level

Competition for Opportunities

4-10

Diversity in OrganizationsDiversity in Organizations

Groups identified to be most likely left out of corporate mainstream:

African Americans Asian Americans People with Disabilities Foreign Born Homosexuals Latinos Older Workers Religious Minorities Women

4-11

Diversity in OrganizationsDiversity in Organizations Religious MinoritiesReligious Minorities

Current focus of many HR discussions including: Permissible attire at work Allowable religious holidays Harassment issues based on one’s faith Display of religious symbols on company property

4-12

Improving the Management of DiversityImproving the Management of Diversity

Top Management Commitment to Valuing Diversity Diversity Training Programs

programs that train and educate employees on specific cultural and sex differences and how to respond to these in the workplace

Support Groups groups established to provided nurturing climate for those that

might feel isolated or alienated Accommodation of Family Needs Senior Mentoring Programs

support program in which senior managers identify promising women and minorities and play an important role in nurturing their careers

4-13

Improving the Management of DiversityImproving the Management of Diversity

Apprenticeships programs in which promising prospective employees are

groomed before they are actually hired Communication Standards Diversity Audits:

review of the effectiveness of an organization’s diversity management program (potential drawbacks)

Management Responsibility & Accountably

4-14

Some WarningsSome Warnings

Avoid Appearance of “White Male Bashing” Avoid the Promotion of Stereotypes

Cultural determinism idea that one can successfully infer an individual’s

motivations, interests, values and behavioral traits based on that individual’s memberships