1. Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 4-1 4

2. 1. A definition of diversity and an understanding of its importance in the corporate structure 2.An understanding of the advantages of having a diverse workforce 3.An awareness of the challenges facing managers within a diverse workforce 4.An understanding of the strategies for promoting diversity in organizations 5.Insights into the role of the manager in promoting diversity in the organization Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 4-2

3. Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 4-3  The Social Implications of Diversity  Majority and Minority Groups

4. Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 4-4  Diversity Skill: The ability to establish and maintain an organizational workforce that represents a combination of assorted human characteristics appropriate for achieving organizational success.

5. Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 4-5  Diversity : refers to characteristics of individuals that shape their identities and the experiences they have in the society.  Understanding diversity is essential for managers today because managing diversity will constitute a large portion of the management agenda.

6. Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 4-6  Diversity have a mix of races Ethnicities, Races, Religion, Social Classes, Physical Abilities, Sexual Operation Basic Human Differences (age, gender, sex, education,etc.)

7. Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 4-7 Managers today need to accept their differences utilise their talents and create an equitable working environment.  Majority and Minority Groups Majority Groups: Who hold most of the positions that command decision making power and control of resources and information. Minority Groups: Who are fewer/lack critical power, resources, acceptance and social status. Together they form the entire social system so managers must recognize them Sometimes minorities are greater in number.

8. Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 4-8  Gaining and Keeping Market Share  Cost Savings  Increased Productivity and Innovation  Better-Quality Management

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10. Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 4-10  Changing Demographics Department of Labor report indicates issues important in 21th century: 1. The population and the workforce will grow more slowly 2. The average age will rise and young workers pool will shrink 3. More women will enter the workforce 4. Minorities will make up a larger share of new entrants 5. Immigrants will represent the largest share of the increase

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12. Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 4-12  Ethnocentrism and Other Negative Dynamics Ethnocentrism: The belief that one’s own group culture, country/customs are superior to that of others. Discrimination Prejudice: Preconceived judgement, opinion/ assumptions about an issue. Tokenism and Other Challenges: refers to being one of few members of your group in organization. They are given either very high/low visibility.

13. Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 4-13  Negative Dynamics and Specific Groups Women Gender Roles The Glass Ceiling and Sexual Harassment Minorities Older Workers Stereotypes and Prejudices Workers with Disabilities

14. Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 4-14  Promoting Diversity through Hudson Institute Strategies 1. Stimulate balanced world growth 2. Accelerate productivity increases in service industries 3. Maintain the dynamism of an aging workforce 4. Reconcile the conflicting needs of women 5. Fully integrate African American and Hispanic workers 6. Improve the education and skills of all workers  Promoting Diversity through Equal Employment and Affirmative Action

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16.  Promoting Diversity through Organizational Commitment Ignoring Differences Complying with External Policies Enforcing External Policies Responding Inadequately Implementing Adequate Programs Taking Effective Action Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 4-16

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18. Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 4-18  Promoting Diversity through Pluralism “Golden Rule” Approach Assimilation Approach “Righting-the-Wrongs” Approach Culture-Specific Approach Multicultural Approach

19.  Planning  Organizing  Influencing  Controlling Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 4-19

20. Planning: planning for diversity involve; - selecting diversity training programs for the organization. - setting diversity goals for employees within a department. - setting recruitment goals for members of underrepresented groups. Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 4-20

21. Organising: To achieve a diverse workplace, managers have to work with HR professionals in the areas of recruitment, hiring and retention. - Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 4-21

22. Diversity training is a process designed to raise managers awareness and develop their competencies to deal with the issues endemic to managing a diverse workforce. Basic themes of diversity training: The process of developing qualities in human resources that will make those employees productive and better able to contribute to organizational goal attainment. Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 4-22

23. Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 1-23  Management Development and Diversity Training Basic Themes of Diversity Training 1. Behavioral awareness 2. Acknowledgment of biases and stereotypes 3. Focus on job performance 4. Avoidance of assumptions 5. Modification of policy and procedure manuals

24.  Management Development and Diversity Training (continued) Stages in Managing a Diverse Workforce Understanding and Influencing Employee Responses Getting Top-Down Support Organizations with top-down support are more likely to boast the following: 1. Managers skilled at working with a diverse workforce 2. Effective education and diversity training programs 3. Organizational climate promotes diversity and fosters peer support 4. Open communication about diversity issues 5. Recognition for development of diversity skills and competencies 6. Recognition for employee contributions to diversity goals 7. Organizational rewards for implementation of diversity goals Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 4-24

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27. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America. Copyright ©2012 Pearson Education, Inc. publishing as Prentice Hall