1. 1 Chapter 12 Managing Individuals and a Diverse Workforce Dr. Ellen A. Drost

2. 2 Predicted U.S. Population, by Race, 2010-2050

3. 3 DiversityAffirmative Action Diversity Is Not Affirmative Action May exist without a program Broad focus Not legally based Create a positive work environment Generally accepted  A purposeful, established program  Narrow focus  Legal requirement  Compensate for past discrimination  Controversial 1.1

4. 4 To create a positive work environment where… General Purpose of Diversity Programs  no one is advantaged or disadvantaged  “we” is everyone.  everyone can do his or her best work.  differences are respected and not ignored.  everyone feels comfortable. 1.1

5. 5 Diversity and Individual Differences Understand the special challenges that the dimensions of surface-level diversity poses for managers. Explain how the dimensions of deep-level diversity affect individual behavior and interactions in the workplace.

6. 6 Surface and Deep-Level Diversity Surface-Level Diversity Age Race/Ethnicity Gender Deep-Level Diversity Personality Attitude s Values/Beliefs PhysicalCapabilities

7. 7 Surface-Level Diversity Race/ Ethnicity Race/ Ethnicity Mental or Physical Disabilities Mental or Physical Disabilities AgeGender 2 2

8. 8 Age Treating people differently because of their age Performance does not decline with age Older employees show better judgment, and are less likely to quit, show up late, or be absent Age discrimination is more pervasive than managers think

9. 9 Gender Treating people differently because of their gender Glass ceiling –invisible barrier that keeps women and minorities from advancing to the top of the organization Can be diminished by: –mentoring –stopping unintentional behavior 2.2

10. 10 Gender Women’s Earning as a Percent of Men’s Earnings 2.2

11. © 2012 Cengage Learning Women’s Earnings as a Percentage of Men’s, 1979-2008

12. © 2012 Cengage Learning Women at Fortune 500 and 1000 Companies

13. 13 Race / Ethnicity Treating people differently because of their race or ethnicity Employment disparities do exist Legislation has lessened the problem Reduce by: –eliminating unclear selection and promotion criteria –training managers who make hiring and promotion decisions 2.3

14. 14 Mental or Physical Disabilities Disability is a mental or physical impairment that substantially limits one or more major life activities Disability discrimination means treating people differently because of their disabilities Reduce by: –educating to address incorrect stereotypes –committing to reasonable workplace accommodations –recruiting qualified workers with disabilities 2.4

15. 15 Reasonable Accommodations for Disabled Workers Physical changes Quieter workspace Training and other written materials TTYs for use with telephones, computer hardware and software Time off for treatment 2.4

16. 16 Incorporating Religion into the Mix Amric Singh filed a lawsuit against Manhattan’s police department claiming he was fired for wearing a turban on the job. 3 3

17. 17 Deep-Level Diversity “Big Five” Dimensions of Personality Cultural dimentions and other work-related values “Big Five” Dimensions of Personality Cultural dimentions and other work-related values 3 3

18. 18 Big Five Dimensions of Personality Extraversion Emotional Stability Agreeableness Conscientiousness Openness to Experience 3.1

19. 19 Cultural Dimensions (Hofstede, 1984) Individualism/Collectivism Power Distance Uncertainty Avoidance Masculinity/Femininity Long-term/Short-term Orientation 3.1

20. 20 Organizational Plurality A work environment where: All members are empowered to contribute in a way that maximizes the benefits to the organization, customers, themselves The individuality of each member is respected by not segmenting or polarizing people based on their membership in a group 4.1

21. 21 Benefits of the Learning and Effectiveness Diversity Paradigm Values common ground Makes a distinction between individual and group differences Makes a distinction between individual and group differences Less likely to encounter conflict, backlash, and divisiveness Less likely to encounter conflict, backlash, and divisiveness Focuses on bringing different talent and perspectives together Focuses on bringing different talent and perspectives together 4.1