Diversity Management Processes

Chapter 12

Diversity Dominate group Stereotypes Value differences rather than minimizing

or ignoring them Preloaded with people’s perceptions

and biases-multiracial, multicultural, multiethnic-usually deals with differences

Heterogeneous not homogeneous

Dimensions of Diversity Those important characteristics that

impact individuals’ values, opportunities, & perceptions of self and others at work (Loden, 1996)

Age, ethnicity, race, sex, gender, sexual orientation, mental/physical ability/disability, socio-economics, education, religion, language, military experience, family status, work experience, communication style

Diversity cont. Thomas (1996) refers to any mixture of items

characterized by differences and similarities-not synonymous with differences.

“ To highlight this notion of mixture, visualize a jar of red jelly beans; now image adding some green and purple jelly beans. Many would believe that the green and purple jelly beans represent diversity. I suggest that the diversity instead is represented by the resultant mixture of red, green, and purple jelly beans

By the Numbers

By 2050, US population = 24% Hispanic, 15% African American, & 15% Asian

Today, number of women (35-44) in workplace = 17.1million (increase of 50% in last 20 yrs)

Today 75% of women(25-34) are now in workforce

53%-Hispanics are the fastest growing minority in US

By the Numbers Today, white males make up only 43% of

workforce (projected that the % will go down by at least 20% over the next decade)

Today women occupy 36% of the management positions in US…< 3% of the top execs in Fortune 500 companies are women (lower for people of color)

1 out of 8 = how many Black households make more than $50,000/year

Three Explanations? Actual differences- person centered

- based on sex/ethnicity- people are different in behaviors, skills and attitudes

- Rationale- Innate- Socialization - Educational background- Cultural values- Socio-economic

- Literature does not support sex difference and little has been done with minorities

Differences?Systematic/relational barriers- situation

centered- Certain organizational characteristics and

structures impede women and minorities from achieving

1. Limited access or exclusion from informal communication networks2. Women & minorities have difficulty establishing mentor-protege relationships3. Tokenism4. Highly visible representatives5. Pressure of visibility and stereotypes

Differences?

Discrimination- gender and cultural biases- Prejudice- negative attitude toward

an organization member based on culture or group identity- Discrimination- observable behaviors

based on prejudiceResearch suggests that both exist in

organizations & may not be decreasing in today’s workplace

Differences Relational Barriers in Org. Systems

– Women and minorities experiences limited access to or exclusion from informal networks

– Women and minorities do not have optimal experiences with mentor-protégé relationships

– Women and minorities experience tokenism– Women and minorities encounter situations

that hamper their opportunity for advancement

The Multicultural Organization-Know… The multicultural organization-p. 224 Dimensions for describing a

multicultural organization-p. 225 Opportunities realized through diversity-

p. 227 Challenges realized through diversity-p.

228

Diverse organization: challenges

Avoiding negative impacts of diversity management programs– Affirmative action (victimized, stigmatized,

injustice) Sexual Harassment = sexual discrimination Balancing work and home

– “family friendly” programs: on-site day care, job sharing, family leave program

NOT A PERFECT WORLD!

Managing cultural diversity

Know “spheres of activity” (p.232) Involves both attitude and action

– Mangers and employees must view diversity as a challenge and an opportunity

– Mangers and employees must become knowledgeable about the needs of diverse organizational members

– Specific action must be taken to ensure an educated and enlightened workforce

– Starts with individuals