Presentation on theme: "Chapter 2 : Equal Opportunity Laws and Diversity"— Presentation transcript:
1 Chapter 2 : Equal Opportunity Laws and Diversity Equal Opportunity in the WorkplaceDiversity & InclusionEqual Employment Opportunity LawsEEO Laws & the Hiring ProcessNegligent HiringEqual Opportunity in the Workplace: What Supervisors Need to KnowDiversityWhy Does Cultural Diversity Matter?
2 Chapter 2 EQUAL OPPORTUNITY LAWS & DIVERSITY Developing Cross-Cultural InteractionHow to Increase Personal AwarenessHow to Recognize & Practice Cross-Cultural InteractionThe Value of Cultural DiversityManaging Cultural Diversity in the WorkplaceEstablishing a Diversity & Inclusion ProgramManaging Diversity Issues Positively
3 Equal Opportunity in the Workplace The Equal Employment Opportunity Commission (EEOC):Established in 1978Responsible for leading & coordinating the efforts of federal departments & agencies to enforce all laws relating to equal employment opportunity without regard to race, color, religion, sex, national origin, age, or handicap.
4 Culture: Our values, the way we speak, behave, think, dress, religious beliefs, the music we like, our interactions, & the food we eat.Failure to understand these diversities can result in tension, poor performance & morale, & higher rates of turnover.
5 The Equal Opportunity & Diversity Office provides: Education & training the public about equal opportunity & diversity.Advocacy for diversity.Support for companies’ initiatives toward equal opportunity & diversity.Consultation on best strategies for Equal Opportunity & Diversity recruitment.Conflict mediation & resolution.Monitoring employers’ equity & affirmative action goals.Reviewing compliance with state & federal regulations.Processing & resolving complaints.
6 InclusionTo include everyone regardless of gender, marital status, race, national origin, religion, age, disability, sexual orientation, weight & looks.
7 Equal Employment Opportunity Laws Equal Pay Act of 1963Civil Rights Act of 1964, Title VIIAge Discrimination in Employment Act of 1967The Pregnancy Discrimination Act of 1978The Immigration Reform & Control ActThe Americans with Disabilities Act (ADA)The Family & Medical Leave Act of 1993
8 EEO Laws & the Hiring Process Job requirements or qualifications (i.e. those regarding education & work experience) must be relevant to the job, nondiscriminatory, & predictive of job performance.Any type of pre-employment test must be valid, reliable, & relevant to the job.
9 InterviewingThere are several inappropriate questions to be avoided when interviewing, such as:How many children do you have?What country do your parents come from?What is your native language?
10 Diversity Culture Ethnic Group Race Religion Language Age Gender Physical AbilitiesSexual Orientation
11 The U.S. is becoming more diverse by the day:By 2020 almost 1 in 3 Americans will have African, Asian, Latino, or Native American ancestry.By 2050 almost 1 in 2!Foodservice industries employ more Hispanics & African Americans than other industries.
12 Promote InclusionPartnering with minority-owned firms demonstrates a commitment to inclusion & creates jobs in the communities that support our businesses as patrons.
13 Why Does Cultural Diversity Matter? When a group or segment is excluded or oppressed, all of us are denied.For businesses & communities to thrive, each of us needs to be aware & sensitive to all members of the community.
14 Developing Cross Cultural Interaction Increase personal awareness.Recognize & practice cross- cultural interaction skills.Maintain awareness, knowledge, & skills.
15 How to Increase Personal Awareness Be careful about being culture bound: believing that your culture & value system are the best, the one & only.Learn various facts about other cultures.You can learn about other cultures in various ways: reading, attending cultural fairs/festivals, & interacting with individuals from other cultures.
16 Recognize & Practice Cross-Cultural Interaction 3 problem areas to overcome include:The tendency not to listen carefully or pay attention to what others are saying.Speaking or addressing others in ways that alienate them or make them feel uncomfortable.Using or falling back on inappropriate stereotypes to communicate with people from other cultures.
17 Recognize & Practice Cross-Cultural Interaction To be an effective supervisor in a culturally diverse workforce, you must be able to:Recognize the different ways that people communicate.Be sensitive to your own employees’ cultural values.Adapt accordingly.
18 Some Examples of Cultural Differences Body LanguagePersonal SpaceEye ContactFacial ExpressionsSpeechBeing Direct in Conversation
19 The Value of Cultural Diversity Supervisors & managers who are not able to handle diversity in the workforce are a liability.Poor supervision can cost companies dearly in the following ways:Discrimination lawsuitsLitigation time & moneyLegal fees /settlementsHigh employee turnover ratesNegative community image
20 Leading Cultural Diversity in the Workplace Recognize, respect, & capitalize on the different backgrounds in our society in terms of race, ethnicity, gender, & sexual orientation.Diversity, or sensitivity, training is now commonplace in the corporate world.
21 Establishing a Diversity & Inclusion Program Develop a mission statement that includes diversity & inclusion.Develop goals for diversity & inclusion for each key operating area.Develop objectives/strategies to show how the goals will be met.Develop measurements to monitor progress towards the goals.Monitor progress toward goal accomplishment.
22 Leading Diversity Issues Positively Get to know your employees.Treat them equitably but not uniformly.Watch for signs of harassment.Foster a work climate of mutual respect.Encourage & recognize diversity.
23 Gender Issues Make sure you do not show favoritism. Show the same amount of respect for both genders.Know the companies sexual harassment policies, & take misconduct seriously.
24 Cultural IssuesLearn some of the language used by your employees (how to address them, common phrases, avoid slang).Give meaningful & culture appropriate rewards.If employees have trouble with English be careful when speaking to them:Check to make sure they understand you.Speaking a little slower might help- but do not speak too slow or too loud, this does not!Be cautious about interpretations & the use of gestures.
25 Religious IssuesBe consistent in allowing time off for religious reasons.
26 Age Issues Treat both young & older employees with respect. Make them equally a part of the team.Younger workers want to have fun while doing worthwhile work, listen to them & let them participate.Don’t have higher expectations of older adults than their peers.Don’t patronize.