1. Employees & Diversity

2. T. L. CeranicBusiness & Society (ETLW 302)

3. LGBT Community  9 million individuals  $712 billion of buying power T. L. CeranicBusiness & Society (ETLW 302)

4. Don’t freak out (please) T. L. CeranicBusiness & Society (ETLW 302)

5. Implicit attitude  An attitude is a positive or negative evaluation of some object.  An implicit attitude is an attitude that can rub off on associated objects.  “Implicit” is used because these powerful attitudes are sometimes hidden from public view, and even from conscious awareness. T. L. CeranicBusiness & Society (ETLW 302)

6. Implicit stereotype  A stereotype is a belief that members of a group generally possess some characteristic  An implicit stereotype is a stereotype that is powerful enough to operate without conscious control. T. L. CeranicBusiness & Society (ETLW 302)

7. IATIAT: Implicit Association Test  The unwilling-unable distinction is like the difference between purposely hiding something from others and unconsciously hiding something from yourself.  IAT makes it possible to penetrate both of these types of hiding. Measures implicit attitudes and beliefs that people are either unwilling or unable to report. T. L. CeranicBusiness & Society (ETLW 302)

8. Who cares? T. L. CeranicBusiness & Society (ETLW 302)

9. T. L. CeranicBusiness & Society (ETLW 302) Workplace Diversity  Primary dimensions of diversity: Age, ethnicity, gender, mental/physical abilities, race, sexual orientation  Secondary dimensions: Communication style, family status, first language  Workplace diversity = challenges + opportunities for businesses

10. T. L. CeranicBusiness & Society (ETLW 302) Equal Employment Opportunity  Rules established by the government 1960s to promote equal treatment of employees No discrimination of any kind for any reason Government contractors must have written affirmative action plans in place Equal pay for men and women

11. Is the EEOC enough…? T. L. CeranicBusiness & Society (ETLW 302)

12. The Pay Gap  Pay Gap = disparity between the wages of white men, minorities and women Pay Gap Women and African American Men earned 77 cents to every dollar of White Men - African American Women earned even less (2012)  Occupational Segregation = inequitable concentration of a particular group in a particular job category T. L. CeranicBusiness & Society (ETLW 302)

13. T. L. CeranicBusiness & Society (ETLW 302) Barriers to the Top

14. ADA  20 year anniversary of American’s with Disabilities Act  Essential v. non-essential job tasks  Reasonable accommodation without undue hardship on employer T. L. CeranicBusiness & Society (ETLW 302)

15. Emerging Market  Largest US-based minority group  Aggregate income over$1 trillion + $220 billion in discretionary spending power  Marketing programs aimed at people with disabilities can reach as many as four out of every 10 consumers T. L. CeranicBusiness & Society (ETLW 302)

16. Gender…  What can you ask when interviewing a woman? T. L. CeranicBusiness & Society (ETLW 302)

17. T. L. CeranicBusiness & Society (ETLW 302) Sexual & Racial Harassment  When any employee experiences repeated, unwanted sexual attention or when on-the-job conditions are hostile or threatening in a sexual way  Ethnic slurs  Derogatory comments  Other verbal or physical abuse based on race  Reasonable person standard

18. T. L. CeranicBusiness & Society (ETLW 302) How Diversity = Advantage  Equal employment opportunity = more employees from different backgrounds Important as pool of skilled labor grows more diverse  Diverse employees = better service for diverse customers  Global marketplace demands differences  Avoids need for lawsuits

19. Ace Case T. L. CeranicBusiness & Society (ETLW 302)

20. T. L. CeranicBusiness & Society (ETLW 302) What Can Business Do to Manage Diversity?  Companies concerned with their reputation must go beyond the law to prevent sexual and racial harassment Must implement policies/practices that make the workplace fair and accommodating to all employees

21. What would those programs look like? T. L. CeranicBusiness & Society (ETLW 302)

22. T. L. CeranicBusiness & Society (ETLW 302) Rights/duties

23. T. L. CeranicBusiness & Society (ETLW 302) Right to Safe & Healthy Workplace  Occupational Safety and Health Administration (OSHA) Since OSHA’s creation in 1970, workplace death rate has been halvedOSHA’s creation Employers willfully not following standards can go to prison in case of employee death Those following guidelines face smaller penalties if/when accidents occur  OSHA Commercial OSHA Commercial

24. T. L. CeranicBusiness & Society (ETLW 302) Right to a Secure Job  Employment-at-will = employees hired and retain jobs at discretion of employer Employment-at-will  Employees not employers are now responsible for their lifetime employment  Employers must receive due process before being fired

25. Right to privacy…?  Kinds of privacy:  Privacy as a right to be “let alone” General liberty-perhaps too broad 2. Privacy as the right to control information about oneself Certain decisions are the exclusive domain of the individual T. L. CeranicBusiness & Society (ETLW 302)

26. Buying power by 2015  Hispanic: $1.5 trillion  African-American: $1.2 trillion  Asian-American: $775 billion  Native American: $90.4 billion T. L. CeranicBusiness & Society (ETLW 302)

27. “Sheconomy”  Booz & Co. report called women "the Third Billion”  Next emerging economy  In the U.S., women hold sway over 51.3% of the nation's private wealth  85% of all brand purchases made by women T. L. CeranicBusiness & Society (ETLW 302)

28. T. L. CeranicBusiness & Society (ETLW 302) Electronic Monitoring  Survey found that almost 3/4 of all U.S. firms recorded/reviewed employee communications on the job  Reasons management justifies monitoring: Efficiency Fear of lawsuits Fear of disclosure

29. T. L. CeranicBusiness & Society (ETLW 302) More About Electronic Monitoring  The legality of electronic monitoring = topic of much debate  How monitoring works How monitoring works  Some organizations choose to NOT monitor employees in an effort to maintain morale and maintain trust

30. T. L. CeranicBusiness & Society (ETLW 302) Other Workplace Issues  Romance Romance  Drug use and testing Pre-employment Random testing Testing for cause  Alcohol Abuse U.S. businesses loose and estimated $68 billion/year due to hung-over/lunch time drinkers

31. T. L. CeranicBusiness & Society (ETLW 302) Theft  Employee theft 60% of all retail losses Happens 15% more than shoplifting Some companies attempting to predetermine those that will steal by administering honesty tests

32. Next class  Business + Government T. L. CeranicBusiness & Society (ETLW 302)

33. T. L. CeranicBusiness & Society (ETLW 302) Whistle-Blowing Whistle-Blowing + Free Speech  Free speech in the workplace is not explicitly protected by the Constitution  There are some conditions under which society’s interests override those of the company  In this case whistle-blowing is acceptable

34. Before blowing the whistle 1.There must be a real threat of serious harm that the whistleblowing addresses 2.Seek to stop the harm through internal channels 3.Exhaust all internal procedures for preventing the harm T. L. CeranicBusiness & Society (ETLW 302)

35. T. L. CeranicBusiness & Society (ETLW 302) Stigmas Against Whistle Blowing  Divided loyalties  History  Logistics  Fear of retribution

36. Diversity Day T. L. CeranicBusiness & Society (ETLW 302)