1. Diversity Management Processes
Chapter 12

12. Chapter 12 Quiz
1.The female workforce is expected to steadily increase in the coming decade.
2. The glass ceiling refers to a subtle transparent barrier that prevents women and minorities from moving up in the management hierarchy.
3.There is compelling evidence that there are actual differences btw. men & women that necessitate differential treatment.

13. 4. Tokens are highly visible representatives of the majority group.
5. Discrimination refers to negative attitudes toward an org. member based upon gender or perceived culture.
6.Sexual harassment only includes sexual advances and requests for sexual favors.

14. 7. A manager from the classical approach would probably do little to either discourage or encourage diversity.
8. Cultural separatism is a situation where there is little adaptation by the minority or dominant group in the org.

15. 9. A multicultural org. moves beyond the concept of support for minority members to the institution of policies and programs that capitalize on diversity.
10. A mentor facilitates the personal development of a new employee in an organization.

16. Extra credit ?

17. 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

18. 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

19. 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

20. 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

21. 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

22. 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

23. 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

24. 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

25. Know… The multicultural organization-p. 269
Dimensions for describing a multicultural organization-p. 270
Opportunities realized through diversity-p. 272
Challenges realized through diversity-p. 273

26. 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!

27. Managing cultural diversity
Know “spheres of activity” (p.278)
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