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    Diversity Management

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    pari shukla
    This document defines diversity and inclusion in the workplace. It discusses managing diversity as understanding and appreciating employee differences to build a more effective organization. The document also outlines key dimensions of diversity including gender, age, race, and discusses how diversity affects areas like recruitment, work procedures, and perceptions of time. Finally, it discusses the difference between diversity initiatives and affirmative action programs.

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    Diversity Management

    Uploaded by

    pari shukla
    116 views25 pages
    This document defines diversity and inclusion in the workplace. It discusses managing diversity as understanding and appreciating employee differences to build a more effective organization. The document also outlines key dimensions of diversity including gender, age, race, and discusses how diversity affects areas like recruitment, work procedures, and perceptions of time. Finally, it discusses the difference between diversity initiatives and affirmative action programs.

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    This document defines diversity and inclusion in the workplace. It discusses managing diversity as understanding and appreciating employee differences to build a more effective organization. The document also outlines key dimensions of diversity including gender, age, race, and discusses how diversity affects areas like recruitment, work procedures, and perceptions of time. Finally, it discusses the difference between diversity initiatives and affirmative action programs.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    116 views25 pages

    Diversity Management

    Uploaded by

    pari shukla
    This document defines diversity and inclusion in the workplace. It discusses managing diversity as understanding and appreciating employee differences to build a more effective organization. The document also outlines key dimensions of diversity including gender, age, race, and discusses how diversity affects areas like recruitment, work procedures, and perceptions of time. Finally, it discusses the difference between diversity initiatives and affirmative action programs.

    Copyright:

    © All Rights Reserved
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    of 25

    Diversity - Defined

    Definition:
    …the mgmt of people on the basis of
    (but is not limited to):
     Gender; race; age;
     educational background;
     sexual orientation or preference;
     physical abilities or qualities;
     social status; religion and/or economic status;
     marital status/ family status; lifestyle,…
    Diversity is ...
    “An inclusive process of
    appreciating what individuals with
    different backgrounds bring to the
    organization.”
    -Hattie Hill Enterprises, Inc.

    “The condition of being different.”


    Random House College Dictionary:
    Diversity: A Brief History
    Managing diversity
     understanding and appreciating employee differences to
    build a more effective and profitable organization
     recognizing the characteristics common to specific groups
    of employees while dealing with such employees as
    individuals and supporting, nurturing, and utilizing their
    differences to the organization’s advantage
    Sources of Diversity in the Workplace

    Figure 5.1
    5-5
    Key Dimensions Of Diversity
    Religion Workstyle
    Values

    Age
    Family Status
    Physical Challenges Sexual Orientation

    Socio-Economic Education Work/Life Professional


    Status Level Balance Background
    Gender
    Merging Race
    Culture Appearance
    Marital Status
    Valuing Diversity
    Job seekers value diversity

    90% of job seekers think diversity programs make a


    company a better place to work
     Survey commissioned by The New York Times

    7
    Diversity Concerns
    Glass ceiling
     alludes to the invisible barriers that prevents
    minorities and women
    from being promoted
    to top corporate
    positions

    5-8
    Areas Affected by Diversity
     Ambition
     Work ethic:
     Time consciousness & use
     Personal space
     Cleanliness
     Methods of conducting business
     Problem-solving methods
     Group consensus vs. individual decisions
     Group conflicts
     Relationship building
     Assertiveness
     Ethics
     View of women
     Style of leadership
    Diversity Affects:
    Recruitment
    Interviewing
    Disciplinary actions
    Rules of conduct
    Dress codes
    Perceptions of time
    Work procedures
    Motivation for professional development
    Counseling
    Work schedule
    Role of women in operation
    Steps for Fostering Diversity
    Seek out issues regarding div.
    Strengthen top mgt commitment to div.
    Choose solutions that balance div.
    Set goals for div.
    Monoculture & Diversity

    A culture that accepts only one way to do things


    There is only one set of values and beliefs

    Experiential Exercise: How Tolerant Are You?

    12
    Attitudes Toward Diversity
    Goal for organizations seeking cultural diversity is pluralism

    Ethnocentrism = belief that one’s own group or


    subculture is inherently superior to other groups
    or cultures
    Enthnorelativism = belief that groups and
    subcultures are inherently equal
    Pluralism = an organization accommodates
    several subcultures

    13
    The Changing Workplace

    Globalization Changing
    Competition Composition of
    is intense Workforce
    There are more
    Dramatic women, people
    Changes in of color, and
    the immigrants
    Customer seeking
    Base opportunities
    14
    Managing Diversity Versus Affirmative Action
    Affirmative action (AA)
     instituted to curb discrimination and correct the past
    exclusion of women and minorities from U.S.
    organizations
     nonetheless, employment discrimination still persists
     AA has not adequately improved the upward mobility of women
    and minorities
     reverse discrimination exists when qualified white males
    are passed over for employment opportunities
    Managing diversity
     means moving beyond legislated mandates to embrace a
    proactive business philosophy that values differences
     eliminates barriers that hinder attainment of full potential
    Multicultural Organizations
    Monolithic organizations
     an organization that has a low degree of integration
     employs few women, minorities, or other groups that differ from
    the majority
     low minority employees must adopt the norms of the majority
     has a highly homogeneous employee population
    Pluralistic organizations
     have a more diverse employee population
     use an affirmative action approach to managing diversity
     some acceptance of minorities into the informal network
     much less discrimination and less prejudice
    Multicultural
    Multicultural Organizations
    organization (cont.)
     values cultural diversity and seeks to utilize and
    encourage it
     fully integrate gender, racial, and minority group
    members both formally and informally
     absence of prejudice and discrimination
     low levels of intergroup conflict
     synergistic environment
     all members contribute to their maximum potential and the
    advantages of diversity can be fully realized
    Sexual Harassment
    Forms of Sexual Harassment
     Quid pro quo
    Asking of forcing an
    employee to perform
    sexual favors in
    exchange for some
    reward or to avoid
    negative
    consequences.

    5-18
    Sexual Harassment
    Forms of Sexual Harassment
     Hostile work environment
    Occurs when organizational members are faced with an
    intimidating, hostile, or offensive work environment
    because of their sex
    Interferes with their ability to perform their jobs effectively

    5-19
    Steps to Eradicate Sexual Harassment
    Develop and clearly communicate a sexual
    harassment policy endorsed by top management
    Use a fair complaint procedure to investigate charges
    of sexual harassment

    5-20
    Steps to Eradicate Sexual Harassment
    When it has been determined that sexual
    harassment has taken place, take corrective action as
    soon as possible
    Provide sexual harassment education and training to
    all organizational members, including managers

    5-21
    Factors to Keep in Mind About Sexual
    Harassment
    Every sexual harassment charge should be taken
    seriously
    Employees who go along with unwanted sexual
    attention in the workplace can be victims
    Employees sometimes wait before they file
    complaints

    5-22
    Factors to Keep in Mind About Sexual
    Harassment
    A firm’s sexual harassment policy should be
    communicated to each new employee and reviewed
    with current employees on a periodic basis
    Suppliers and customers need to be familiar with a
    firm’s sexual harassment policy

    5-23
    Factors to Keep in Mind About Sexual
    Harassment
    Managers should provide employees with alternative
    ways to report incidents of sexual harassment
    Employees who report sexual harassment must have
    their rights protected
    Allegations of sexual harassment should be kept
    confidential

    5-24
    Factors to Keep in Mind About Sexual
    Harassment
    Investigations of harassment charges and any
    disciplinary action should proceed in a timely
    manner
    Managers must protect employees from sexual
    harassment from any third-party employees

    5-25

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