1. review 1

2. Theoretical Perspective

3. Examining Workplace Demography National Demographics National Demographics WASPs-79 to 72%, 2010 to 2050 Latinos-16 to 25%, 100M African-Americans-to 15%, 61M Asian-Americans-double to 8%, 33M Workplace Demographics Workplace Demographics Women to 50% by 2020, 8% of executive positions African-Americans and Latinos only 5% Pay gap: women college professors only 75 cents to the $ Gay and lesbian gap-2 out of 5 face harassment Disabilities gap-78 vs 35%

4. Defining Diversity Society for Human Resource Management the differences based on ethnicity, gender, age, religion, disability, national origin, and sexual orientation, including an infinite range of unique characteristics and traits such as the way one communicates, one’s height and weight, and speed of learning and comprehension. Society for Human Resource Management the differences based on ethnicity, gender, age, religion, disability, national origin, and sexual orientation, including an infinite range of unique characteristics and traits such as the way one communicates, one’s height and weight, and speed of learning and comprehension. American Institute for Managing Diversity any mixture of items characterized by differences and similarities., and it must be all-inclusive. American Institute for Managing Diversity any mixture of items characterized by differences and similarities., and it must be all-inclusive. Marilyn Loden Marilyn Loden The Diversity Wheel The Diversity Wheel Anita Rowe/Lee Gardenswartz Anita Rowe/Lee Gardenswartz Four Layers of Diversity Four Layers of Diversity

5. Understanding Leadership-Based Organizational Paradigms for Managing Diversity The Resistance Paradigm The Resistance Paradigm The Rhetoric of Resistance, 1950s and 60s The Rhetoric of Resistance, 1950s and 60s The Discrimination-and-Fairness Paradigm The Discrimination-and-Fairness Paradigm The Rhetoric of Affirmative Action, 1960s and 70s The Rhetoric of Affirmative Action, 1960s and 70s The Access-and-Legitimacy Paradigm The Access-and-Legitimacy Paradigm The Rhetoric of Valuing Diversity, 1980s and 90s The Rhetoric of Valuing Diversity, 1980s and 90s The Integration-and-Learning Paradigm The Integration-and-Learning Paradigm The Rhetoric of Diversity Management and Beyond, present The Rhetoric of Diversity Management and Beyond, present

6. Challenging the Business Case for Diversity A Diverse Workforce Will Increase Overall Productivity A Diverse Workforce Will Increase Overall Productivity The Results of Diversity Effects are Easy to Measure The Results of Diversity Effects are Easy to Measure Diverse Employees Embrace Diversity Initiatives Diverse Employees Embrace Diversity Initiatives Diversity Training Adds Value to the Organization Diversity Training Adds Value to the Organization Diverse Employees are More Likely to Capitalize on Diverse Markets Diverse Employees are More Likely to Capitalize on Diverse Markets The Relationship between White Men and Diversity is Clearly Articulated The Relationship between White Men and Diversity is Clearly Articulated Assumptions

7. Legal Perspective

8. Title VII, Civil Rights Act of 1964 an employer may not treat an employee differently or poorly on the basis of race, national origin, color of skin, religion, age, disability, or sex/gender an employer may not treat an employee differently or poorly on the basis of race, national origin, color of skin, religion, age, disability, or sex/gender employers with 15 or more employees, dealing with interstate commerce and subject to federal regulation employers with 15 or more employees, dealing with interstate commerce and subject to federal regulation expanded to include not only employees but also patrons and vendors expanded to include not only employees but also patrons and vendors administered by Equal Employment Opportunity Commission administered by Equal Employment Opportunity Commission expanded with Age Discrimination and Employment Act of 1967, Vietnam Veterans’ Readjustment Assistance Act of 1974, Pregnancy Discrimination Act of 1978, and with The American Disability Act of 1990. expanded with Age Discrimination and Employment Act of 1967, Vietnam Veterans’ Readjustment Assistance Act of 1974, Pregnancy Discrimination Act of 1978, and with The American Disability Act of 1990. Affirmative Action and Title VII are opposites Affirmative Action and Title VII are opposites

9. The Protected Classes Race-Caucasian, Asian, Black, Pacific Islander, American Indian Race-Caucasian, Asian, Black, Pacific Islander, American Indian National Origin-country of birth, ethnicity, ancestry or culture National Origin-country of birth, ethnicity, ancestry or culture Color of Skin-regardless of color (reverse) Color of Skin-regardless of color (reverse) Religion-his or her beliefs, requires accommodation Religion-his or her beliefs, requires accommodation Age-age 40 and over Age-age 40 and over Disability Disability Sex-Gender Sex-Gender

10. Age

11. Growth in US Workforce by Age 2000-2010 16-24 15% 25-34 8% 35-44 -10% 45-64 21% 55-64 52% 65+ 30%

12. Retiring Retirement Create a Culture that Honors Experience Create a Culture that Honors Experience Offer Flexible Work Offer Flexible Work Introduce Flexible Retirement Introduce Flexible Retirement

13. Gender

14. Sex/Gender Pregnancy Discrimination Pregnancy Discrimination Sexual Harrassment Sexual Harrassment Two Types Quid pro quo Quid pro quo Hostile work environment Hostile work environment Success factors Sexual in nature Sexual in nature Either severe or pervasive Either severe or pervasive Unwelcome or unwanted Unwelcome or unwanted

15. Some Statistics Women Men Women Men Not working full-time/ 1 in 3 1 in 20 with MBA with MBA % who opt out 37 24 Age 25-29 87% 100% Age 40-44 71% 100% With ambition 33% 50% Growth rate of graduate degrees 16% 1.3%

16. Top 5 Reasons for Leaving Women Women Family time 44% Earn a degree/other training 23% Work not enjoyable/satisfying 17% Moved away 17% Change careers 16% Men Men Change careers 29% Earn a degree/other training 25% Work not enjoyable/satisfying 24% Not interested in field 18% Family time 12%

17. Reasons/Stats for Reentry Reasons 43% For enjoyment and satisfaction 38% Household income no longer sufficient 24% Desire to give something back to the community 16% Regain power and status Statistics 93% want to return 74% manage to do so 40% return to full-time jobs 24% take part-time jobs 9% become self-employed

18. Career Goals of Women 82% ability to associate with people they respect 79% freedom to be themselves 64% opportunity to be flexible with schedule 61% opportunity to collaborate with others 56% give back to the community 51% recognition from the company

19. Work-Life Policies for Women 82% have reduced hours 64% have flexible work arrangements 54% change field 35% remove stigma 5% return to same company

20. Reversing the Brain Drain Reduced-Hour Jobs Reduced-Hour Jobs Flexibility in the Day Flexibility in the Day Flexibility in the Arc of a Career Flexibility in the Arc of a Career Removing the Stigma Removing the Stigma Stopping Burning Bridges Stopping Burning Bridges Providing Outlets Providing Outlets Nurturing Ambition Nurturing Ambition

21. Sexual Orientatin

22. Changing Landscape 2000 Census- 15M gay/lesbian, 1M same-sex HH 2000 Census- 15M gay/lesbian, 1M same-sex HH 63% of voters for civil unions for same-sex couples, 47% for full marriage (65% for 18-35) 63% of voters for civil unions for same-sex couples, 47% for full marriage (65% for 18-35) 11 states bar discrimination against gays 11 states bar discrimination against gays Dec 2003 Gallup poll-79% believe gays can openly serve in the military Dec 2003 Gallup poll-79% believe gays can openly serve in the military 62% believe employees with same-sex partners should have equal key workplace benefits 62% believe employees with same-sex partners should have equal key workplace benefits 7,000 orgs offer domestic partner benefits to same-sex or opposite sex couples (100 in 1992) 7,000 orgs offer domestic partner benefits to same-sex or opposite sex couples (100 in 1992) 70% orgs include sexual orientation in nondiscrimination policies 70% orgs include sexual orientation in nondiscrimination policies 157 orgs also include ‘gender identity’ or ‘gender identity/expression’ (less than 3 three years ago) 157 orgs also include ‘gender identity’ or ‘gender identity/expression’ (less than 3 three years ago) 30 states have adoption laws for same-sex couples 30 states have adoption laws for same-sex couples 46 states have adoption laws for all people, regardless of sexual orientation 46 states have adoption laws for all people, regardless of sexual orientation Sodomy laws declared unconstitutional Sodomy laws declared unconstitutional Over 50% of Americans report they have gay friend or acquaintance in 2000 (25% in 1990) Over 50% of Americans report they have gay friend or acquaintance in 2000 (25% in 1990)

23. New Study Prof. Richard Florida and Gary Gates New ideas and cutting-edge industries that lead to sustained prosperity are more likely to exist where gay people feel welcome. New ideas and cutting-edge industries that lead to sustained prosperity are more likely to exist where gay people feel welcome. Most centers of tech-based business growth also have the highest concentrations of gay couples. Donversely, major metropolitan areas with few gay couples tend to be slow or no-growth places. Most centers of tech-based business growth also have the highest concentrations of gay couples. Donversely, major metropolitan areas with few gay couples tend to be slow or no-growth places. Innovation and economic vitality are closely associated with the presence if gay people and other overt indicators of acceptance and diversity such as a high percentage of immigrants and the level of racial and ethnic integration. Innovation and economic vitality are closely associated with the presence if gay people and other overt indicators of acceptance and diversity such as a high percentage of immigrants and the level of racial and ethnic integration. Creative, innovative, and entrepreneurial activities tend to flourish in the same kinds of places that attract gays and others outside the norm. Creative, innovative, and entrepreneurial activities tend to flourish in the same kinds of places that attract gays and others outside the norm. ‘a visible and gay community as a signal of a place that’s likely to be both exciting and comfortable…signs that nonstandard people, and ideas, are welcome.’ ‘a visible and gay community as a signal of a place that’s likely to be both exciting and comfortable…signs that nonstandard people, and ideas, are welcome.’

24. Strategies for Inclusion in the New World ENDA ENDA Domestic partner benefits Domestic partner benefits Employee network alliances-networking Employee network alliances-networking Marketing to the GLBT community Marketing to the GLBT community Internal and external outreach Internal and external outreach Nowledgeable and internal resources and reference libraries Nowledgeable and internal resources and reference libraries

25. Tools and Techniques Education Education Avoidance of heterosexist assumptions Avoidance of heterosexist assumptions Sharing Sharing Inclusive language Inclusive language Encouragement Encouragement Time to understand local laws and ordinances Time to understand local laws and ordinances Organizational resources or internet to get answers Organizational resources or internet to get answers

26. Religion and Spirituality

27. What’s the Business Case? Building morale Building morale Encouraging inter-faith dialogue, helping break down stereotypes, and avoiding conflicts Encouraging inter-faith dialogue, helping break down stereotypes, and avoiding conflicts Finding and building talent Finding and building talent

28. Workplace Conflicts Agnostics and atheists Agnostics and atheists GLBTs GLBTs Muslims Muslims Sikhs Sikhs

29. Disability

30. Disability Vietnam and disabled veterans Vietnam and disabled veterans A physical or mental impairment that substantially limits one or more major life activities A physical or mental impairment that substantially limits one or more major life activities ‘Impairment’ is a diagnosable physiological, mental, or psychological disorder or condition ‘Impairment’ is a diagnosable physiological, mental, or psychological disorder or condition ‘Substantially limits’ mean limited more than the average person based on nature, severity, and duration ‘Substantially limits’ mean limited more than the average person based on nature, severity, and duration ‘Major life activities’ means walking, breathing, seeing, hearing, learning, sitting, standing, lifting, sleeping, working, and caring for oneself. ‘Major life activities’ means walking, breathing, seeing, hearing, learning, sitting, standing, lifting, sleeping, working, and caring for oneself.

31. Disability Disability Discrimination Disability Discrimination Has a current disability, has a history, or perceived to be Reasonable Accommodation Reasonable Accommodation Not unduly burdensome (not very costly, does not fundamentally alter the business operation, not a direct threat to the safety and health of other employees) Can be equipment, flexible schedules, special construction Access Access Ramps, door widths, parking, accessible restrooms nad facilities.