1 DIVERSITY Chapter 14 Lecture 1

2 Diversity Defined Human diversity Human diversity VisibleVisible Less or invisibleLess or invisible Diverse structural configurations Diverse structural configurations Diverse processes Diverse processes

3 Global Organizations Emphasize Inclusive Networks When They a) reexamine their norms or traditional ways of doing things a) reexamine their norms or traditional ways of doing things b) seek and value similarities as well as differences as sources of competitive advantage, and b) seek and value similarities as well as differences as sources of competitive advantage, and c) train people for skills that enhance a sense of inclusion c) train people for skills that enhance a sense of inclusion

4 CommunicationsEducation and TrainingEmployee Involvement CEO speechesDiversity briefings for managersTask forces on diversity Written diversity policy; diversity brochures Awareness training for everyoneInterest groups for members of diverse populations Second language publicationsDiversity skills trainingCompany time provided for diversity planning Reports to the public or to shareholders Multicultural team trainingNetworking groups Press releasesSexual harassment training Career DevelopmentPerformance and Accountability MentoringDefine behaviors that enhance inclusion Succession planning for diversityMonitor and report on diversity progress Individual development plansLink rewards to achieving diversity objectives Assign people to diverse jobs over a career Develop diversity measures that are both qualitative and quantitative Networking directories Diversity Initiatives

5 Approaches to Managing Human Diversity Discrimination and fairness Discrimination and fairness Access and legitimacy Access and legitimacy Learning Learning

6 Pressures for Diversity Low High Strategic Responses for Managing Diversity and their Implementation Episodic Freestanding Systemic 1 Deny an assignment to an employee because a client might object to the employee’s nationality, race, gender, age, etc. 2 Choose to risk fines or other costs, rather than engage in equal employment opportunity practices 3 Choose geographic locations for the business which avoid diversity / where the local workforce does not contain protected classes 4 In response to a governmental employment audit, provide a workshop for protected groups on “how to succeed by adapting to fit into the organization” 5 Regular sexual harassment training which focuses on how to avoid legal liability 6 Performance appraisal standards for managers include specific targets / quotas for hiring of protected groups 7 To increase diversity awareness for managers, bring in a speaker to tell them how to value the diversity of their employees 8 Sponsor an annual event that celebrates a protected group, e.g., Special Olympics 9 To ensure equal pay, program the HR computerized management system to annually review and adjust pay differentials between non-protected and protected groups Pilot an employee network conference that engages employees and their managers in reciprocal learning activities Regularly include vendors, suppliers, and customers in the organization’s diversity training offerings to increase their involvement in and contribution to diversity efforts Different business units continually share information about their diversity successes and failures, then adapt and integrate them into their businesses Marginal Strategic Executive priorities for managing diversity Strategic responses for managing diversity Proactive Accom m odative Defensive Reactive

7 Diverse Structures Hierarchical Hierarchical Export office to functional to divisional to hybridsExport office to functional to divisional to hybrids Internal horizontal Internal horizontal Networks, shamrocks, matrix, virtualNetworks, shamrocks, matrix, virtual Interorganizational Interorganizational Joint venturesJoint ventures Strategic alliancesStrategic alliances

8 Diverse Processes IT—integration depends on infrastructures that vary IT—integration depends on infrastructures that vary HR—selection, development, and compensation in different nations and regions HR—selection, development, and compensation in different nations and regions Labor practices and conditions Labor practices and conditions Social responsibility and ethics initiatives Social responsibility and ethics initiatives