1. The Management of Workplace Diversity
Steven M. Brown, Luke V. Vargo, Konstantin Kutschenko
Webpage Project Update

2. Workplace diversity defined
Relates to the differences that people bring to a workplace
Two dimensions of diversity:
Primary (visible)/Secondary (invisible)
Every company has workplace diversity to some degree

3. Why We Chose Our Topic Career relevance
Current trends in economy (globalization, organizational mergers)
Linkages to social psychology

4. Objective
The objective of our project is to create a webpage that informs about the increasing importance to manage a diverse workplace and to examine and evaluate strategies that are currently used in companies for the workplace management.
Might change the word “suitable”

5. Equal Employment Opportunity
Title VII
Equal Pay Act
American Disability in Employment Act
Social Psychology provides us with explanations for the lacking effectiveness of these employment laws
Modern racism
Ambivalence
Color blindness

6. Advantages and Disadvantages
Depends on how well the diverse work place is managed.
Advantages:
Helps bring in more talented people
Saving of litigation costs
More perspective on customer needs and wants
Disadvantages:
More miscommunication, tension, and conflict in workplace.
Can deter talented people from working

7. Mission critical work vs outside of mission critical work
Outside of Mission critical work is defined as working on miscommunication disagreement amongst various things.
The more time has to be spend on outside of mission critical work the more money and time will be wasted.
Mission critical work: effective use of time and energy devoted to the job at hand.

8. Types of Prejudices Sexism Racism Nationalism Religious Discrimination
Classism
Linguistic Discrimination
Sexual Discrimination

9. Origins of Prejudice Inherent Human Potential for Prejudice
Intergroup Dynamics
Individual Differences
Structural, Situational, Individual

10. Theories of Reducing Prejudices
Propaganda
Education
Self-Confrontation Technique
Create opportunities for contact between members of different groups.
Sensitivity Training

11. Approaches to managing diversity
In research by Thomas and Ely (1996), they present the practitioner/consultant which examines the positive outcomes associated with diversity.
Research performed by Dietz and Petersen (2006) categorized diversity approaches to the macro or organizational-level approach and the micro approach that is based on psychological models of discrimination and inter-group relations.

12. Approaches to Managing Diversity
Litvin (1997) claims that exposure to managerial diversity discourse encourages individuals to view thier co-workers in particular ways. Litivin also argues that socially constructed demographic categories are portrayed as obvious, natural, and immutable and thus preclude any consideration of mechanisms for change.

13. Webpage Components Types of Prejudices Diversity
Laws Relating to Work Diversity
Managing Diversity
Reducing Discrimination in the Workplace
Advantages vs Disadvantages of a Diverse Workplace

14. What’s Next? Further Social Theory Exploration
Gather Additional Research
Webpage Construction
Real World Examples

15. References