1 Diversity & Inclusion Sara Bell Ashley Bostic Ashley Coats Ashley Corsi Elizabeth Dalton Carrie Hauser Jennifer Millis Erica Payne Megan Peeters

2  Diversity Day Diversity Day

3 What is Diversity & Inclusion?

4 Definition  the state or fact of being diverse; difference; unlikeness  the state or quality of being different or varied 4

5 What does this mean?  In all aspects of life diversity will play a part  Diversity is the variety of human society and culture in a specific region or even in the world.  It exists between people, such as language, dress, tradition and the way people interact with their environment 5

6 How do diversity and inclusion relate?

7 Guess Who

8 4 stages process of perception  Select attention  Interpretation and categorization  Memory  Judgments and decisions

9 Influences on perception  Physiology-differences in sensory abilities  Age- changes attitudes on time; more experiences the more we get  Cultures- different beliefs  Social Roles- different roles we take on in our lives  Cognitive Abilities- Think multidimensional about different situations

10 Stereotypes  Stereotypes: perception about groups of people or unfounded beliefs about the characteristics of a group Not always Negative May or may not be accurate Used to differentiate a particular group of people from other groups Used to process the large amounts of information that we are inundated with on a daily basis

11 Stereotypes- Process 1. Categorizing people into groups (ex: gender, race, age, occupation, religion) 2. Infer that they all possess the same traits 3. Form expectations of others according to the stereotypes we assign for them in our head 4. Stereotypes are maintained in different ways

12 Ways Stereotypes are Maintained  Overestimating frequency of stereotypical behaviors exhibited by others  Incorrectly explaining expected and unexpected behaviors  Differentiate minority individuals from oneself

13 Kinds of Stereotypes  Age  Racial and Ethnic  Gender  Disability  Religious  Sexuality

14  How to reduce the extent at which stereotypes influence decision- making. Ex: education, training, and awareness  Awareness of how you and individuals in your work place intentionally or unintentionally assign stereotypes is the only way to help solve this problem.

15 Other things to consider…  Proficient utilization of education, training, and experience to avoid misperceptions.  Generalizations vs. negative stereotypes. (developing target markets)  Stereotypes of a store or a product.

16 Laws Dealing with Diversity  The Age Discrimination in Employment Act of 1967

17  The Pregnancy Discrimination Act of 1978

18  The Equal Pay Act of 1963

19 Equal Employment Opportunity Commission  EEOC “is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.”

20 Local Discrimination Cases  Belk Religious  Circuit City Disability

21 Abercrombie and Fitch; EEOC’s Nightmare Numerous discrimination lawsuits have been filed against Abercrombie and Fitch including: Racial Religious Disability

22 Making Sense of Diversity in the Workplace  examining how people perceive and interpret diversity issues at work Justice Incidents- fairness judgements ○ distributive, procedural, interactional

23 Hypothesis 1  employees will be more likely to cite justice concerns in accounts of diversity incidents that they view as negative than they will in incidents seen as positive

24 Hypothesis 2  Employees accounts of diversity incidents involving in- group members will be more likely to cite justice issues than will their accounts of diversity incidents involving out-group members

25 Hypothesis 3  Minority employees’ accounts of diersity incidents will be more likely to cite justice issues than will accounts by majority employees

26 Why has a women with mental illness been fired?  Carmen- middle aged women from South America

27 CEOs insight to hiring Carmen  Do you think he went about this the right way?

28 Why Age Matters in the Workplace  Public managers must figure out how to retain and motivate highly skilled older employees who are transitioning out of the workplace, while at the same time remaining attractive to lesser skilled younger employees who are entering into the workplace

29 Age Preferences  older employees- desire job flexibility, job security, and monetary compensation  younger employees- desire career advancement, task variety, and professional development opportunities

30 Marketplace Discrimination  a differential treatment of customers in the marketplace based on perceived group- level traits, is common in service encounters.

31 Being the Leader  dealing with difficult situations  understanding employees  Ashley’s experience 31

32 Did you pay Attention? Game Time!

33 Inclusion is important because diversity alone does not retain employees Q: Why is inclusion important?

34 Q: Why does age matter in the workplace? It is important to have an array of employees because with age diversity comes different preferences of desirable work opportunities, monetary compensation, job flexibility, task variety, work advancements, and time variations

35 ______ is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee Equal Employment Opportunity Commission

36 Q: Name one of the three types of justice issues Distributive, procedural, or ineractional

37 True or False: Stereotypes are always negative False

38 Q: Name three different types of stereotypes Age, racial/ ethnic, gender, disability, religious, sexuality

39 Q: The equal employment act was created in… A B C. 1967

40 Q: What type of discrimination was the Belk at Crabtree Valley Mall accused of subjecting an employee to when the employee refused to wear a Santa hat? Religious

41 Sources:         (2008). In K. Kinicki, Organizational Behavior (pp ). Boston: McGraw-Hill.   