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© Prentice Hall,
© Prentice Hall, ObjectivesObjectives 1.A definition of diversity and an understanding of its importance in the corporate structure 2.An understanding of the advantages of having a diverse workforce 3.An awareness of the challenges facing managers within a diverse workforce 4.An understanding of the strategies for promoting diversity in organizations 5.Insights into the role of the manager in promoting diversity in the organization
© Prentice Hall, Defining Diversity The Social Implications of Diversity Majority and Minority Groups
© Prentice Hall, Advantages of Diversity in Organizations Gaining and Keeping Market Share Cost Savings Increased Productivity and Innovation Better-Quality Management
© Prentice Hall, Advantages of Diversity in Organizations
© Prentice Hall, Challenges That Managers Face in Working with Diverse Populations Changing Demographics Department of Labor report indicates issues important in 21th century: 1. The population and the workforce will grow more slowly 2. The average age will rise and young workers pool will shrink 3. More women will enter the workforce 4. Minorities will make up a larger share of new entrants 5. Immigrants will represent the largest share of the increase
© Prentice Hall, Challenges That Managers Face in Working with Diverse Populations
© Prentice Hall, Challenges That Managers Face in Working with Diverse Populations Ethnocentrism and Other Negative Dynamics Ethnocentrism and Stereotyping Discrimination Tokenism and Other Challenges
© Prentice Hall, Challenges That Managers Face in Working with Diverse Populations Negative Dynamics and Specific Groups Women Gender Roles The Glass Ceiling and Sexual Harassment Minorities Older Workers Stereotypes and Prejudices Workers with Disabilities
© Prentice Hall, Strategies for Promoting Diversity in Organizations Promoting Diversity through Hudson Institute Strategies 1. Stimulate balanced world growth 2. Accelerate productivity increases in service industries 3. Maintain the dynamism of an aging workforce 4. Reconcile the conflicting needs of women 5. Fully integrate African American and Hispanic 6. Improve the education and skills of all workers Promoting Diversity through Equal Employment and Affirmative Action
© Prentice Hall, Strategies for Promoting Diversity in Organizations
© Prentice Hall, Strategies for Promoting Diversity in Organizations Promoting Diversity through Organizational Commitment Ignoring Differences Complying with External Policies Enforcing External Policies Responding Inadequately Implementing Adequate Programs Taking Effective Action
© Prentice Hall, Strategies for Promoting Diversity in Organizations
© Prentice Hall, Strategies for Promoting Diversity in Organizations Promoting Diversity through Pluralism “Golden Rule” Approach Assimilation Approach “Righting-the-Wrongs” Approach Culture-Specific Approach Multicultural Approach
© Prentice Hall, The Role of the Manager Planning Organizing Influencing Controlling
© Prentice Hall, The Role of the Manager Management Development and Diversity Training Basic Themes of Diversity Training 1. Behavioral awareness 2. Acknowledgment of biases and stereotypes 3. Focus on job performance 4. Avoidance of assumptions 5. Modification of policy and procedure manuals
© Prentice Hall, The Role of the Manager Management Development and Diversity Training (continued) Stages in Managing a Diverse Workforce Understanding and Influencing Employee Responses Getting Top-Down Support Organizations with top-down support are more likely to boast the following: 1. Managers skilled at working with a diverse workforce 2. Effective education and diversity training programs 3. Organizational climate promotes diversity and fosters peer support 4. Open communication about diversity issues 5. Recognition for development of diversity skills and competencies 6. Recognition for employee contributions to diversity goals 7. Organizational rewards for implementation of diversity goals
© Prentice Hall, The Role of the Manager
© Prentice Hall, Questions
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