MODULE 6 DIVERSITY AND GLOBAL CULTURES “There are new faces in the neighborhood” What should we know about diversity in the workplace? What should we know about diversity among global cultures? The first major civil rights legislation was passed in the 60’s. Diversity is still an on going issue.

People of color increasing percent of workforce DIVERSITY AND GLOBAL CULTURES Diversity In The Workplace MODULE GUIDE 6.1 People of color increasing percent of workforce Hispanics fastest-growing minority group in workforce Minorities highly represented in lower-wage service-sector jobs More workers from nontraditional families Average age of workers rising Religious diversity of workers increasing More women working There is a business case for diversity. Inclusive organizational cultures value and support diversity. Organizational subcultures can create diversity challenges. Minorities and women suffer diversity bias in many situations. Managing diversity should be top leadership priority. There are many factors leading to acceptance of diversity as a positive force in the workplace.

DIVERSITY IN THE WORKPLACE Business Case For Diversity Arguments in the Business Case for Diversity Cultural diversity builds strength for dealing with global markets. Ethnic diversity builds strength for dealing with diverse customers. Diverse work teams are high in creativity and innovation. Diverse workforces attract new highly talented members. To be successful in working with and gaining value from diversity requires a sustained, systemic approach and long-term commitment. Success is facilitated by a perspective that considers diversity to be an opportunity for everyone in an organization to learn from each other how better to accomplish their work and an occasion that requires a supportive and cooperative organizational culture as well as group leadership and process skills that can facilitate effective group functioning. Here are some of them. It’s not easy but it is beneficial and ethically responsible.

DIVERSITY IN THE WORKPLACE Organizational Culture Inclusivity How open the organization is to someone who can do the job Culture A shared set of beliefs, values and patterns of behavior common to group of people Multicultural Organization Organization based on pluralism and operates with respect for diversity Organizational Subcultures Groupings of people based on shared demographics and job identities Ethnocentrism The belief that one’s sub-cultural group or membership is superior to all others Corporate culture and senior management set the tone for inclusivity.

DIVERSITY IN THE WORKPLACE Organizational Culture Characteristics of a Multicultural Organization Pluralism Members of minority and majority cultures influence key values and policies. Structural integration Minority-culture members are well represented at all levels and in all responsibilities. Informal network integration Mentoring and support groups assist career development of minority-culture members. Absence of prejudice and discrimination Training and task force activities support goal of eliminating culture-group biases. Minimum inter-group conflict Members of minority and majority cultures avoid destructive conflicts. If you are a member of a minority, this is the type of corporate culture that you should seek.

DIVERSITY IN THE WORKPLACE The Glass Ceiling Women, in particular, have made significant inroads into middle management but not into upper management.

DIVERSITY IN THE WORKPLACE The Glass Ceiling The Conundrum of the Glass Ceiling In 1995 • Women held 45.7% of America’s jobs. • Women held .7% of CEO jobs. • Women held 5% of top management jobs. • Women managers earned 68% the pay of males. In 2005 • Women held 46.5% of America’s jobs. • Women held 8% of top management jobs. • Women managers earned 72% the pay of males. This tells the story. Not much advancement into senior management positions in 10 years.

DIVERSITY IN THE WORKPLACE Managing Diversity Building an inclusive work environment that allows everyone to reach their potential Managing diversity is a progressive process. Get the basics in place and move forward by building on them.

Culture shock comes from discomfort in cross-cultural situations. DIVERSITY AND GLOBAL CULTURES Diversity Among Global Cultures MODULE GUIDE 6.2 Culture shock comes from discomfort in cross-cultural situations. Cultural intelligence is the capacity to adapt to foreign cultures. The “silent” languages of cultures include context, time, and space. Culture Shock need not be a problem in either direction if you adapt by being considerate of others.

DIVERSITY AMONG GLOBAL CULTURES Types of Cultures Low-context Emphasize communication via spoken or written words High-context Rely on unspoken or situational cues as well as spoken or written words in communication Monochronic People tend to do one thing at a time Polychronic People accomplish many different things at once The situation can be vastly different depending on the type of culture.

DIVERSITY AMONG GLOBAL CULTURES Hofstede’s Five Value Differences Power Distance The degree to which a society accepts unequal distribution of power Uncertainty Avoidance The degree to which a society tolerates risk and uncertainty Individualism-collectivism The degree to which a society emphasizes individuals and their self-interests Masculinity-femininity The degree to which a society values assertiveness and materialism Time Orientation The degree to which a society values short term or long term goals Here are some additional ways that cultures vary.

DIVERSITY AMONG GLOBAL CULTURES Hofstede’s Five Value Differences This slide gives you a feel for what value differences are in different geographical areas.

DIVERSITY AMONG GLOBAL CULTURES Project Globe Here’s another perspective based on Project Globes research.

MANAGEMENT TIPS Stages of adjustment to a new culture • Confusion—First contacts with the new culture leave you anxious, uncomfortable, and in need of information and advice. • Small victories—Continued interactions bring some “successes,” and your confidence grows in handling daily affairs. • Honeymoon—A time of wonderment, cultural immersion, and even infatuation, with local ways viewed positively. • Irritation and anger—A time when the “negatives” overwhelm the “positives,” and the new culture becomes a target of your criticism. • Reality—A time of rebalancing; you are able to enjoy the new culture while accommodating its less desirable elements. This process is similar to any situation involving shock.