CHAPTER 5 DIVERSITY AND EQUAL EMPLOYMENT OPPORTUNITY

Chapter 5 DIVERSITY AND EQUAL EMPLOYMENT OPPORTUNITY Human Resource Management, 9E Mathis and Jackson © 2000 South-Western College Publishing 5-2 n Objectives   Define and discuss diversity management   Differentiate between diversity management, equal employment opportunity (EEO), and affirmative action   Discuss the pros and cons of affirmative action   Identify instances of illegal discrimination and define five basic EEO concepts   Discuss the key provisions of the Civil Rights Act of 1964, Title VII, and the Civil Rights Act of 1991   Discuss compliance with the 1978 Uniform Guidelines on Employee Selection Procedures   Define validity and reliability, and explain three approaches to validating employment requirements

Chapter 5 DIVERSITY AND EQUAL EMPLOYMENT OPPORTUNITY Human Resource Management, 9E Mathis and Jackson © 2000 South-Western College Publishing 5-3 n n The Nature of Diversity   Demographics and diversity   Women in the workforce   Racial / ethnic diversity of the workforce   Individuals with disabilities   Individuals with differing sexual orientations n n Managing Diversity   Common components of diversity management efforts   Prevalence of diversity programs   Diversity training

Chapter 5 DIVERSITY AND EQUAL EMPLOYMENT OPPORTUNITY Human Resource Management, 9E Mathis and Jackson © 2000 South-Western College Publishing 5-4

Chapter 5 DIVERSITY AND EQUAL EMPLOYMENT OPPORTUNITY Human Resource Management, 9E Mathis and Jackson © 2000 South-Western College Publishing 5-5 n n Diversity, Equal Employment, and Affirmative Action   Equal employment opportunity   Protected classes   Affirmative action   Reverse discrimination   Arguments pro affirmative action   Arguments con   Court decisions / legislation

Chapter 5 DIVERSITY AND EQUAL EMPLOYMENT OPPORTUNITY Human Resource Management, 9E Mathis and Jackson © 2000 South-Western College Publishing 5-6 n n Civil Rights Acts   Civil Rights Act of 1964, Title VII   Provisions   Who is covered   Civil Rights Act of 1991   Discriminatory intent   Compensatory / punitive damages   Jury trails   Race norming   International employees   Coverage of government employees

Chapter 5 DIVERSITY AND EQUAL EMPLOYMENT OPPORTUNITY Human Resource Management, 9E Mathis and Jackson © 2000 South-Western College Publishing 5-7 n n Enforcement Agencies   Equal Employment Opportunity Commission (EEOC)   Office Of Federal Contract Compliance Programs (OFCCP)   Enforcement philosophies and efforts   State / local enforcement agencies

Chapter 5 DIVERSITY AND EQUAL EMPLOYMENT OPPORTUNITY Human Resource Management, 9E Mathis and Jackson © 2000 South-Western College Publishing 5-8 n n Interpretations of EEO Laws and Regulations   When does illegal discrimination occur?   Disparate treatment / disparate impact   Business necessity / job relatedness   Bona fide occupational qualifications (BFOQ)   Burden of proof   Retaliation

Chapter 5 DIVERSITY AND EQUAL EMPLOYMENT OPPORTUNITY Human Resource Management, 9E Mathis and Jackson © 2000 South-Western College Publishing 5-9

Chapter 5 DIVERSITY AND EQUAL EMPLOYMENT OPPORTUNITY Human Resource Management, 9E Mathis and Jackson © 2000 South-Western College Publishing 5-10 n n Uniform Guidelines on Employee Selection Procedures   No disparate impact approach   Internal checking   External checking   Effect of no disparate impact strategy   Job related validation approach   Validity   Reliability

Chapter 5 DIVERSITY AND EQUAL EMPLOYMENT OPPORTUNITY Human Resource Management, 9E Mathis and Jackson © 2000 South-Western College Publishing 5-11 n n Validity and Equal Employment   Content validity   Criterion-related validity   Concurrent validity   Predictive validity   Construct validity   Validity generalization