Download presentation
Presentation is loading. Please wait.
1
Workforce Diversity and Wellness
17 Workforce Diversity and Wellness
2
Examine human resources management interventions related to workforce diversity.
Understand and evaluate the effectiveness of employee wellness interventions.
3
A Framework for Managing Diversity
External Pressures For & Against Diversity Management’s Perspectives & Priorities Strategic Responses Implementation Internal Pressures For & Against Diversity
4
Age Diversity Trends Implications Interventions Median age up
Distribution of ages changing Implications Health care Mobility Security Interventions Wellness programs Job design Career development and planning Reward systems
5
Gender Diversity Trends Implications Interventions
Percentage of women in work force increasing Dual-income families increasing Implications Child care Maternity/paternity leaves Single parents Interventions Job design Fringe benefit rewards
6
Race and Ethnicity Diversity
Trends Minorities represent large segments of workforce and a small segment of top management/senior executives Qualifications and experience of minority employees is often overlooked Implications Discrimination Interventions Equal employment opportunities Mentoring programs Education and training
7
Sexual Orientation Diversity
Trends Number of single-sex households up More liberal attitudes toward sexual orientation Implications Discrimination Interventions Equal employment opportunities Fringe benefits Education and training
8
Disability Diversity Trends Implications Interventions
The number of people with disabilities entering the work force is increasing Implications Job skills and challenge issues Physical space design Respect and dignity Interventions Performance management Job design Career planning and development
9
Culture and Values Diversity
Trends Rising proportion of immigrant and minority-group workers Shift in rewards Implications Flexible organizational policies Autonomy Affirmation and respect Interventions Career planning and development Employee involvement Reward systems
10
A Model of Stress and Work
How the individual perceives the occupational stressors Workplace Stressors Physical Environment Individual: role conflict and ambiguity, lack of control Group: poor peer, subordinate or boss, relationships Organizational: poor design, HR policies, politics Consequences Subjective: anxiety, apathy Behavioral: drug and alcohol abuse Cognitive: poor focus, burnout Physiological: high blood pressure and pulse Organizational: low productivity, absenteeism, legal action Individual Differences Cognitive/Affective: Type A or B, hardiness, social support, negative affectivity Biologic/Demographic: Age, gender, occupation, race
11
Stress and Wellness Interventions
Role Clarification A systematic process for determining expectations and understanding work roles Supportive relationships Establish trust and positive relationships Work Leaves Health Facilities Employee Assistance Programs
Similar presentations
