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MAKING THE BUSINESS CASE FOR MANAGING DIVERSITY BETTER BUSINESS JUSTIFICATIONS.

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Presentation on theme: "MAKING THE BUSINESS CASE FOR MANAGING DIVERSITY BETTER BUSINESS JUSTIFICATIONS."— Presentation transcript:

1 MAKING THE BUSINESS CASE FOR MANAGING DIVERSITY BETTER BUSINESS JUSTIFICATIONS

2 FIRMS OBSERVE THAT EXPANSION TO GLOBAL MARKETS GROWING DOMESTIC MARKETS REACHING STRATEGIC HR GOALS PROJECTING POSITIVE IMAGE REDUCING COSTS, IMPROVING PERFORMANCE –WILL ALL BE SIGNIFICANTLY AIDED BY BETTER MANAGEMENT OF WORKFORCE DIVERSITY

3 WORKFORCE DIVERSITY HUDSON INS. PROJECTIONS 85% OF NET NEW ENTRANTS TO WORKFORCE WILL BE W&M IN 2000 WHITE MEN ARE, AND WILL BE, THE SINGLE LARGEST MAJORITY 66% WILL BE NON HISPANIC WM&W IN % LATINOS 11% BLACKS 6% ASIANS AGING OF THE BABY BOOMERS (Major HR challenge)

4 WORKFORCE DIVERSITY IN % WM.34% WW.12% LATINOS.12% BLACKS.4% ASIANS.53 MILLION AGED 45 & OLDER.59% WOMEN AND MINORITIES

5 WORKFORCE DIVERSITY JAN 26, % WM 32.2% WW 16.1% MINORITY MEN 15.5% MINORITY WOMEN 6.4% BLACK MEN 7.7% BLACK WOMEN 5% ASIAN

6 OVERALL WORKFORCE DIVERSITY BEG % MINORITIES AND WOMEN 36.2% WHITE MALES DOES NOT MEAN THAT THIS IS THE HR DIVERSITY THAT FIRMS SHOULD HAVE IT IS THE HR DIVERSITY WE HAVE OR WILL SOON HAVE IN OUR FIRM QUESTION: ARE WE BETTER PREPARED THAN OUR COMPETITION TO MANAGE THIS DIVERSITY?

7 MANAGING DIVERSITY MEANS: Managing a heterogeneous workforce so that; –Everyone performs to their potential –In a fair and equitable environment –With no special/disadvantaged group or individual –Working in harmony and hopefully learning from each other

8 MANAGING DIVERSITY GOES WAY BEYOND MANAGING AA IT IS PROACTIVE PRODUCTIVITY DRIVEN OPPORTUNITY FOCUSED INTERNALLY AND EXTERNALLY FOCUSED VOLUNTARY REQUIRES INTEGRATION QUALITATIVE

9 FORCES THAT REQUIRE FOCUS ON MANAGEMENT OF DIVERSITY WORKFORCE DIVERSITY GLOBALIZATION OF MARKETS TEAMWORK BASED MANAGEMENT PRACTICES DOMESTIC AND INTERNATIONAL MERGERS, ACQUISITIONS AND STRATEGIC ALLIANCES GROWTH OF THE SERVICE ECONOMY

10 CHALLENGE: WIDESPREAD PERCEPTIONS OF RACIAL AND SEXUAL DISCRIMINATION 60% PERCEIVE DOUBLE STANDARD 40% PERCEIVE HOSTILE ENVIRONMENT RESULT: LOWER PRODUCTIVITY –LESS COMMITMENT –LESS INITIATIVE –MORE TURNOVER

11 WHAT DO IDENTITY GROUPS WANT? UNDERSTANDING, LESS STREOTYPING, CULTURAL NEUTRALITY INCLUSION ENCOURAGEMENT FAIR OPPORTUNITY

12 CULTURAL IDENTITY GROUPS AFRICAN AMERICANS HISPANICS WHITE MALES ASIAN AMERICANS WOMEN AGE BASED DIVERSITY GENERATIONAL DIVERSITY DIVERSE SEXUAL ORIENTATIONS

13 MANAGING RACIAL AND ETHNIC DIVERSITY FOCUS ON HIRING THE BEST TALENT. NOT NUMBERS OFFER MENTORING PROGRAMS, FOR EVERYONE, SAME RACES AND MIXED HOLD MANAGEMENT TO DIVERSITY AND PRODUCTIVITY GOALS CAREER PLANNING AS PART OF PERFORMANCE EVALUATIONS PROMOTE DESERVING MINORITIES TO LINE AND STAFF POSITIONS DIVERSIFY TOP MANAGEMENT

14 MANAGING FEMALE EMPLOYEES ALTERNATIVE CAREER PATHS CHILDCARE, ELDERCARE ASSISTANCE EXTENDED LEAVE FLEXIBLE SCHEDULING FLEXITIME JOB SHARING TELEWORKING SAFE AND DECENT WORK ENVIRONMENT

15 MANAGING GENERATION X AND Y OFFER CASH, PERFORMANCE BASED COMPENSATION, SIGNING BONUSES. ALLOW VOLUNTEERISM. OFFER CUSTOMIZED CAREER PATHS USE PARTICIPATIVE STYLES OFFER HIGH TECH WORK TOOLS SHARE INFO USE PUBLIC PRAISE ALLOW EXPERIMENTATION

16 MANAGING OLDER WORKERS WORK COOPERATIVELY ABOUT JOB DESIGN WITH WORKERS OLD AND YOUNG AVOID MID-CAREER PLATEAUS. TRAIN AND RETRAIN IDENTIFY JOBS WHERE YOU NEED THE SENIORS THE MOST WORK WITH CLEAR AND PRECISE JOB SPECIFICATIONS, FOR BETTER SELECTION, PLACEMENT AND TRAINING AVOID AGE GRADING. AUDIT INTERNAL CULTURE CONDUCT WORKFORCE INTEREST SURVEYS. PREPARE EARLY RETIREMENT PLANS PREPARE PHASED IN RETIREMENT PLANS PREPARE SUCCESSION PLANS. LINK TO HRD PLANS

17 A RECENT AGE DISCRIMINATION AWARD $241,119 awarded in age bias suit Associated Press / February 4, 2008 BURLINGTON, Vt. - A Topsham man has won an age discrimination lawsuit in which he said he was passed up for a job as the town road foreman. An Orange County Superior Court jury has awarded James "Bucky" Spooner $241,119. Spooner was 60 years old and had worked for 15 years in road maintenance when he applied to become Topsham's road foreman in According to court papers, the Selectboard hired a 32-year-old man who had less experience after two board members decided Spooner was "too old" and could retire in a few years. After three days of testimony, the jury reached a verdict on Jan. 25. The award represents the salary Spooner would have made since 2001 if he had been hired for the job. The town is considering whether to appeal the verdict. Edwin Hobson, Spooner's Burlington lawyer, said he thinks his client would rather have been road foreman than have won the award.

18 MANAGING WORKERS W/ DISABILITIES FIND OUT WHAT THEY CAN DO (SKA) REVISIT YOUR JOB SPECIFICATIONS FIND OUT THE REAL COST OF REASONABLE ACCOMODATIONS CAPITALIZE ON THEIR COMPETENCE, DILIGENCE AND GOODWILL

19 MANAGING GAY AND LESBIAN WORKERS PART OF THE EFFORT TO ATTRACT, RETAIN AND UTILIZE HR 75% FORTUNE 1000 FIRMS ADD SEXUAL ORIENTATION TO EEO POLICIES 1/8 TO ¼ FIRMS PROVIDE DOMESTIC PARTNER BENEFITS SOMETIMES A MARKET DRIVEN BUSINESS NECESSITY –TARGET MARKET –LABOR MARKET

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