1. Copyright 2000 - South-Western College Publishing Module 9 - 0 Managing Diversity Human Resource Strategies & Decisions

2. Copyright 2000 - South-Western College Publishing Module 9 - 1 Module Overview External Environment Forces Contributing to a Diverse Workplace Definition and Dimensions of Diversity Difference Between Diversity and EEO/AA Managing Diversity Paradigms Diversity Processes and Initiatives Strategic Issues in Managing Diversity

3. Copyright 2000 - South-Western College Publishing Module 9 - 2 Demographic and Economic Trends White males will comprise less than 40% of the total work force Non-whites will fill 29% of new job openings By the year 2000, non-whites will be 25% of the workforce 51% of the workforce will fall within the ages of 35-54 Shift from manufacturing economy to service economy –Manufacturing share of economy will drop to less than 17% by the year 2000 U.S. Foreign Direct Investment has doubled since 1994 U.S. Companies have invested over $500 billion abroad

4. Copyright 2000 - South-Western College Publishing Module 9 - 3 Why Employers Seek to Manage Diversity The Business Case Employer of Choice –Greater selectivity; attract and retain the best! Profitability –Mirror the market / Client Approval –Cost: Less waste due to fewer lawsuits, conflict and poor morale Organizational Benefits –Creativity and better teamwork, problem-solving system –Flexibility, manage globalization

5. Copyright 2000 - South-Western College Publishing Module 9 - 4 Diversity Dimensions Secondary Primary Diversity Race Ethnicity Gender Sexual Orientation Physical Ability Age Income Parental Status Marital Status Religious Beliefs Work Experience Geographic Location Educational Background

6. Copyright 2000 - South-Western College Publishing Module 9 - 5 Implications of Diverse Identities Power (experience of being oppressed and dominant in organizational life) –Access to resources/networks; assimilation demands Subjective Perceptions (individual and group) –Framing of how one experiences the world; perceptions of justice –Degree to which contributions are likely to be valued; psychological privilege Objective Outcomes (individual and group) –Career and life experiences, likelihood of experiencing discrimination (pay, promotions, mentors), and conflict

7. Copyright 2000 - South-Western College Publishing Module 9 - 6 Some Ways Managing Diversity Differs from AA/EEO

8. Copyright 2000 - South-Western College Publishing Module 9 - 7 Diversity Paradigms Based on Thomas and Ely (1996)

9. Copyright 2000 - South-Western College Publishing Module 9 - 8 Diversity Processes Cultural Audits / Surveys Awareness Training Skill Building Training Diversity Enlargement Strategies Redesign Human Resource Policies and Practices

10. Copyright 2000 - South-Western College Publishing Module 9 - 9 Sample HR Diversity Initiatives