1. Developed by Stephen M.PetersHarcourt, Inc. items and derived items copyright © 2001 by Harcourt, Inc. hapter Managing Diverse Employees Harcourt, Inc. items and derived items copyright © 2001 by Harcourt, Inc. All rights reserved. Requests for permission to make copies of any part of the work should be mailed to the following address: Permissions Department, Harcourt, Inc., 6277 Sea Harbor Drive, Orlando, Florida 32887-6777.

2. Developed by Stephen M.PetersHarcourt, Inc. items and derived items copyright © 2001 by Harcourt, Inc. Dimensions of Diversity Workforce Diversity Age Gender Race Ethnicity Work Style Communication Style Educational Skill Level Sexual Orientation Religion US Department of Labor, Women’s Bureau

3. Developed by Stephen M.PetersHarcourt, Inc. items and derived items copyright © 2001 by Harcourt, Inc. Attitudes Toward Diversity  Ethnocentrism--The belief that one’s own group or subculture is inherently superior to other groups or cultures.  Mono-culture--A culture that accepts only one way of doing things and one set of values and beliefs.  Enthnorelativism--The belief that groups and subcultures are inherently equal.  Pluralism--Means that an organization accommodates several subcultures.

4. Developed by Stephen M.PetersHarcourt, Inc. items and derived items copyright © 2001 by Harcourt, Inc. Changing Workplace  Average worker is older now  Globalization  Many are women  People of color  Immigrants IBM & Diversity

5. Developed by Stephen M.PetersHarcourt, Inc. items and derived items copyright © 2001 by Harcourt, Inc. Management Activities for a Culturally Diverse Workforce MANAGEMENT OF CULTURAL DIVERSITY Organization Culture Valuing differences Prevailing value system Cultural inclusion HR Management Systems (Bias Free?) Recruitment Training and development Performance appraisal Compensation and benefits Promotion Higher Career Involvement of Women Dual-career couples Sexism and sexual harassment Work-family conflict Heterogeneity in Race/Ethnicity/Nationality Effect on cohesiveness, communication, conflict, morale Effects of group identity on interaction (e.g., stereotyping) Prejudice (racism, ethnocentrism) Promoting knowledge and acceptance Education Programs Educate management on valuing differences Taking advantage of the opportunities that diversify provides Mind-Sets about Diversity Problem or opportunity? Level of majority-culture buy-in (resistance or support) Challenge met or barely addressed? Source: Taylor H. Cox and Stacy Blake,”Managing Cultural Diversity: Implications For Organizational Competitiveness,” Academy of Management Executive 5, no 3 (1991), 45-56 Allstate Insurance

6. Developed by Stephen M.PetersHarcourt, Inc. items and derived items copyright © 2001 by Harcourt, Inc. Current Debates about Affirmative Action  Affirmative action was developed in response to conditions 30 years ago.  Today more then half the U.S.workforce consists of women and minorities.  Outspoken opponents of affirmative action have brought the debate into the public consciousness.  National Republican leaders have made statements strongly opposing racial hiring preference and hiring.  College admissions practices targeting minorities have been dismantled in several states.  President Bill Clinton ordered an internal review of affirmative action.  Intended beneficiaries of affirmative action programs often disagree as to their value.  Affirmative action was developed in response to conditions 30 years ago.  Today more then half the U.S.workforce consists of women and minorities.  Outspoken opponents of affirmative action have brought the debate into the public consciousness.  National Republican leaders have made statements strongly opposing racial hiring preference and hiring.  College admissions practices targeting minorities have been dismantled in several states.  President Bill Clinton ordered an internal review of affirmative action.  Intended beneficiaries of affirmative action programs often disagree as to their value.

7. Developed by Stephen M.PetersHarcourt, Inc. items and derived items copyright © 2001 by Harcourt, Inc. Glass Ceiling 97% of top managers are white. 95% of top managers are male. Women and minorities earn less. “Mommy Track.” Homosexuals fear they are not accepted. The relegation of women and minorities to less visible positions and projects. 97% of top managers are white. 95% of top managers are male. Women and minorities earn less. “Mommy Track.” Homosexuals fear they are not accepted. The relegation of women and minorities to less visible positions and projects. Invisible barrier that separates women and minorities from top management positions.

8. Developed by Stephen M.PetersHarcourt, Inc. items and derived items copyright © 2001 by Harcourt, Inc. The Wage Gap

9. Developed by Stephen M.PetersHarcourt, Inc. items and derived items copyright © 2001 by Harcourt, Inc. Program to Implement a Diverse Workplace  Building a corporate culture that values diversity.  Changing structures, policies, and systems to support diversity.  Providing diversity awareness training.

10. Developed by Stephen M.PetersHarcourt, Inc. items and derived items copyright © 2001 by Harcourt, Inc. Changing Corp Culture Need to consider the following:  examine unwritten rules and assumptions  what are the myths about minorities  what are the values that exemplify the existing culture Need to consider the following:  examine unwritten rules and assumptions  what are the myths about minorities  what are the values that exemplify the existing culture

11. Developed by Stephen M.PetersHarcourt, Inc. items and derived items copyright © 2001 by Harcourt, Inc. Changing Structures and Policies  Recruitment  Examine employee demographics.  Examine composition of the labor pool in the area.  Examine composition of the customer base.  Career Advancement  Eliminate the glass ceiling.  Accomplish mentoring relationships.  Accommodating Special Needs  Child care  Non-English speaking training materials and information packets can be provided.  Maternity or paternity leave.  Flexible work schedules.  Home-based employment.  Long-term-care insurance, special health or life benefits.  Recruitment  Examine employee demographics.  Examine composition of the labor pool in the area.  Examine composition of the customer base.  Career Advancement  Eliminate the glass ceiling.  Accomplish mentoring relationships.  Accommodating Special Needs  Child care  Non-English speaking training materials and information packets can be provided.  Maternity or paternity leave.  Flexible work schedules.  Home-based employment.  Long-term-care insurance, special health or life benefits. Many policies within organizations originally were designed to fit the stereo-typical male employee.

12. Developed by Stephen M.PetersHarcourt, Inc. items and derived items copyright © 2001 by Harcourt, Inc. Stages of Diversity Awareness Source: Based on M. Bennett, “A developmental Approach to Training for Intercultural Sensitivity,” International journal of Intercultural relations 10 (1986), 176-196. Highest Level of Awareness Lowest Level of Awareness Denial No awareness of cultural differences. Parochial view of the world. In extreme cases, may claim other cultures are subhuman. Defense Perceives threat against one’s comfortable worldview. Uses negative stereotyping. Assumes own culture superior. Minimizing Differences Focuses on similarities among all peoples. Hides or trivializes cultural differences. Accepts behavioral differences and underlying differences in values. Recognizes validity of other ways of thinking and perceiving the world. Acceptance Adaptation Able to empathize with those of other cultures. Able to shift from one cultural perspective to another. Integration Multicultural attitude-enables one to integrate differences and adapt both cognitively and behaviorally.

13. Developed by Stephen M.PetersHarcourt, Inc. items and derived items copyright © 2001 by Harcourt, Inc. Five Common Forms of Sexual Harassment  Generalized  Inappropriate/Offensive  Solicitation  Coercion with threat of punishment  Sexual crimes and misdemeanors  Generalized  Inappropriate/Offensive  Solicitation  Coercion with threat of punishment  Sexual crimes and misdemeanors

14. Developed by Stephen M.PetersHarcourt, Inc. items and derived items copyright © 2001 by Harcourt, Inc. Expatriates Prior to accepting an overseas assignment ask the following: Is your spouse interrupting his/her career path to support you? Is family separation for long periods involved? Can you initiate social contacts? Can you adjust well to different environments in personal living? Can you manage your future reentry into the job market? Prior to accepting an overseas assignment ask the following: Is your spouse interrupting his/her career path to support you? Is family separation for long periods involved? Can you initiate social contacts? Can you adjust well to different environments in personal living? Can you manage your future reentry into the job market? Employees who live and work in a country other than their own.

15. Developed by Stephen M.PetersHarcourt, Inc. items and derived items copyright © 2001 by Harcourt, Inc. Benefits of Valuing Diversity Attract Employees Retains Employees Higher Morale Promotes Innovation Promotes Creative Problem Solving Hewlett Packard