Diversity Management Processes Chapter 12

Diversity Dominate group Stereotypes Value differences rather than minimizing or ignoring them Preloaded with people’s perceptions and biases-multiracial, multicultural, multiethnic-usually deals with differences Heterogeneous not homogeneous

Dimensions of Diversity Those important characteristics that impact individuals’ values, opportunities, & perceptions of self and others at work (Loden, 1996) Age, ethnicity, race, sex, gender, sexual orientation, mental/physical ability/disability, socio-economics, education, religion, language, military experience, family status, work experience, communication style

Diversity cont. Thomas (1996) refers to any mixture of items characterized by differences and similarities- not synonymous with differences. “ To highlight this notion of mixture, visualize a jar of red jelly beans; now image adding some green and purple jelly beans. Many would believe that the green and purple jelly beans represent diversity. I suggest that the diversity instead is represented by the resultant mixture of red, green, and purple jelly beans

By the Numbers By 2050, US population = 24% Hispanic, 15% African American, & 15% Asian Today, number of women (35-44) in workplace = 17.1million (increase of 50% in last 20 yrs) Today 75% of women(25-34) are now in workforce 53%-Hispanics are the fastest growing minority in US

By the Numbers Today, white males make up only 43% of workforce (projected that the % will go down by at least 20% over the next decade) Today women occupy 36% of the management positions in US…< 3% of the top execs in Fortune 500 companies are women (lower for people of color) 1 out of 8 = how many Black households make more than $50,000/year

Three Explanations? Actual differences- person centered -based on sex/ethnicity- people are different in behaviors, skills and attitudes -Rationale -Innate -Socialization -Educational background -Cultural values -Socio-economic -Literature does not support sex difference and little has been done with minorities

Differences? Systematic/relational barriers- situation centered -Certain organizational characteristics and structures impede women and minorities from achieving 1. Limited access or exclusion from informal communication networks 2. Women & minorities have difficulty establishing mentor-protege relationships 3. Tokenism 4. Highly visible representatives 5. Pressure of visibility and stereotypes

Differences? Discrimination- gender and cultural biases - Prejudice- negative attitude toward an organization member based on culture or group identity - Discrimination- observable behaviors based on prejudice Research suggests that both exist in organizations & may not be decreasing in today’s workplace

Differences Relational Barriers in Org. Systems –Women and minorities experiences limited access to or exclusion from informal networks –Women and minorities do not have optimal experiences with mentor-protégé relationships –Women and minorities experience tokenism –Women and minorities encounter situations that hamper their opportunity for advancement

The Multicultural Organization-Know… The multicultural organization-p. 224 Dimensions for describing a multicultural organization-p. 225 Opportunities realized through diversity- p. 227 Challenges realized through diversity-p. 228

Diverse organization: challenges Avoiding negative impacts of diversity management programs –Affirmative action (victimized, stigmatized, injustice) Sexual Harassment = sexual discrimination Balancing work and home –“family friendly” programs: on-site day care, job sharing, family leave program NOT A PERFECT WORLD!

Managing cultural diversity Know “spheres of activity” (p.232) Involves both attitude and action –Mangers and employees must view diversity as a challenge and an opportunity –Mangers and employees must become knowledgeable about the needs of diverse organizational members –Specific action must be taken to ensure an educated and enlightened workforce –Starts with individuals