1. Diversity in the Workplace A Theoretical Perspective

2. Examining Workplace Demography National Demographics National Demographics WASPs-79 to 72%, 2010 to 2050 Latinos-16 to 25%, 100M African-Americans-to 15%, 61M Asian-Americans-double to 8%, 33M Workplace Demographics Workplace Demographics Women to 50% by 2020, 8% of executive positions African-Americans and Latinos only 5% Pay gap: women college professors only 75 cents to the $ Gay and lesbian gap-2 out of 5 face harassment Disabilities gap-78 vs 35%

3. Defining Diversity Society for Human Resource Management the differences based on ethnicity, gender, age, religion, disability, national origin, and sexual orientation, including an infinite range of unique characteristics and traits such as the way one communicates, one’s height and weight, and speed of learning and comprehension. Society for Human Resource Management the differences based on ethnicity, gender, age, religion, disability, national origin, and sexual orientation, including an infinite range of unique characteristics and traits such as the way one communicates, one’s height and weight, and speed of learning and comprehension. American Institute for Managing Diversity any mixture of items characterized by differences and similarities., and it must be all-inclusive. American Institute for Managing Diversity any mixture of items characterized by differences and similarities., and it must be all-inclusive. Marilyn Loden Marilyn Loden The Diversity Wheel The Diversity Wheel Anita Rowe/Lee Gardenswartz Anita Rowe/Lee Gardenswartz Four Layers of Diversity Four Layers of Diversity

4. A Framework for Understanding Diversity Diversity is Expansive but not Unbounded Diversity is Expansive but not Unbounded Diversity is Fluid and Dynamic Diversity is Fluid and Dynamic Diversity is Based on Both Similarities and Differences Diversity is Based on Both Similarities and Differences Diversity is Rooted in Nonessentialist Thought Diversity is Rooted in Nonessentialist Thought Diversity is Directly Related to How One Experiences Work Diversity is Directly Related to How One Experiences Work

5. Understanding Leadership-Based Organizational Paradigms for Managing Diversity The Resistance Paradigm The Resistance Paradigm The Rhetoric of Resistance, 1950s and 60s The Rhetoric of Resistance, 1950s and 60s The Discrimination-and-Fairness Paradigm The Discrimination-and-Fairness Paradigm The Rhetoric of Affirmative Action, 1960s and 70s The Rhetoric of Affirmative Action, 1960s and 70s The Access-and-Legitimacy Paradigm The Access-and-Legitimacy Paradigm The Rhetoric of Valuing Diversity, 1980s and 90s The Rhetoric of Valuing Diversity, 1980s and 90s The Integration-and-Learning Paradigm The Integration-and-Learning Paradigm The Rhetoric of Diversity Management and Beyond, present The Rhetoric of Diversity Management and Beyond, present

6. Describing the Business Case for Diversity Cost Savings Cost Savings Turnover Turnover Commitment and absenteeism Commitment and absenteeism Discrimination lawsuits Discrimination lawsuits Winning the Competition for Talent Winning the Competition for Talent Driving Business Growth Driving Business Growth Marketplace Marketplace Creativity and Problem-Solving Creativity and Problem-Solving Flexibility and Global Relations Flexibility and Global Relations

7. Challenging the Business Case for Diversity A Diverse Workforce Will Increase Overall Productivity A Diverse Workforce Will Increase Overall Productivity The Results of Diversity Effects are Easy to Measure The Results of Diversity Effects are Easy to Measure Diverse Employees Embrace Diversity Initiatives Diverse Employees Embrace Diversity Initiatives Diversity Training Adds Value to the Organization Diversity Training Adds Value to the Organization Diverse Employees are More Likely to Capitalize on Diverse Markets Diverse Employees are More Likely to Capitalize on Diverse Markets The Relationship between White Men and Diversity is Clearly Articulated The Relationship between White Men and Diversity is Clearly Articulated Assumptions

8. Remaining Schedule Nov. 9-Theoretical Perspective of Diversity Nov. 9-Theoretical Perspective of Diversity Nov. 14-Legal Perspective of Diversity Nov. 14-Legal Perspective of Diversity Nov. 16-Analyzing Self Nov. 16-Analyzing Self Nov. 19-Understanding Differences Nov. 19-Understanding Differences Nov. 21-Assessing Organizations Nov. 21-Assessing Organizations Nov. 26-Case Study Nov. 26-Case Study Nov. 28-Comparative Perspective Nov. 28-Comparative Perspective Nov. 30-Global Perspective Nov. 30-Global Perspective Dec 3-Group Work Dec 3-Group Work Dec 5 & 7-Group Presentations Dec 5 & 7-Group Presentations Dec. 10-Final Examinations Dec. 10-Final Examinations Dec. 12-Class Socials Dec. 12-Class Socials