Workforce Diversity and Wellness 17 Workforce Diversity and Wellness

Examine human resources management interventions related to workforce diversity. Understand and evaluate the effectiveness of employee wellness interventions.

A Framework for Managing Diversity External Pressures For & Against Diversity Management’s Perspectives & Priorities Strategic Responses Implementation Internal Pressures For & Against Diversity

Age Diversity Trends Implications Interventions Median age up Distribution of ages changing Implications Health care Mobility Security Interventions Wellness programs Job design Career development and planning Reward systems

Gender Diversity Trends Implications Interventions Percentage of women in work force increasing Dual-income families increasing Implications Child care Maternity/paternity leaves Single parents Interventions Job design Fringe benefit rewards

Race and Ethnicity Diversity Trends Minorities represent large segments of workforce and a small segment of top management/senior executives Qualifications and experience of minority employees is often overlooked Implications Discrimination Interventions Equal employment opportunities Mentoring programs Education and training

Sexual Orientation Diversity Trends Number of single-sex households up More liberal attitudes toward sexual orientation Implications Discrimination Interventions Equal employment opportunities Fringe benefits Education and training

Disability Diversity Trends Implications Interventions The number of people with disabilities entering the work force is increasing Implications Job skills and challenge issues Physical space design Respect and dignity Interventions Performance management Job design Career planning and development

Culture and Values Diversity Trends Rising proportion of immigrant and minority-group workers Shift in rewards Implications Flexible organizational policies Autonomy Affirmation and respect Interventions Career planning and development Employee involvement Reward systems

A Model of Stress and Work How the individual perceives the occupational stressors Workplace Stressors Physical Environment Individual: role conflict and ambiguity, lack of control Group: poor peer, subordinate or boss, relationships Organizational: poor design, HR policies, politics Consequences Subjective: anxiety, apathy Behavioral: drug and alcohol abuse Cognitive: poor focus, burnout Physiological: high blood pressure and pulse Organizational: low productivity, absenteeism, legal action Individual Differences Cognitive/Affective: Type A or B, hardiness, social support, negative affectivity Biologic/Demographic: Age, gender, occupation, race

Stress and Wellness Interventions Role Clarification A systematic process for determining expectations and understanding work roles Supportive relationships Establish trust and positive relationships Work Leaves Health Facilities Employee Assistance Programs