1. Managing the Diverse Workforce
Chapter Eleven

2. Managing Diversity Managing diversity
Managing a culturally diverse workforce by recognizing the characteristics common to specific groups of employees while dealing with such employees as individuals and supporting, nurturing, and utilizing their differences to the organization’s advantage.

3. Components of a Diversified Workforce
Figure 11.1

4. Expansion of Diversity Programs in U.S. Companies
Figure 11.2

5. Gender Issues Glass ceiling
an invisible barrier making it difficult for women and minorities to move beyond a certain level in the corporate hierarchy

6. Gender Issues Sexual harassment
Conduct of a sexual nature that has negative consequences for employment.

7. Sexual Harassment Quid pro quo harassment Hostile environment
Submission to or rejection of sexual conduct is used as a basis for employment decisions
Hostile environment
Occurs when unwelcome sexual conduct has the effect of unreasonably interfering with job performance or creating an intimidating or hostile, working environment

8. Basic Components of an Effective Sexual Harassment Policy
Table 11.3

9. Utilizing Older Employees
Table 11.6

10. Competitive Advantage through Diversity and Inclusion
Ability to Attract and Retain
Motivated Employees
Better Perspective on a Differentiated Market
Ability to Leverage Creativity and Innovation in Problem Solving
Enhancement of Organizational Flexibility

11. Challenges of Diversity and Inclusion
Unexamined Assumptions
Lower Cohesiveness
Communication Problems
Stereotyping
Mistrust and Tension

12. Diversity Assumptions and Their Implications for Management
Table 11.7

13. Multicultural Organizations
An organization that values cultural diversity and seeks to utilize and encourage it.

14. Guidelines for Diversity Training
Table 11.8

15. Retaining Employees Mentors
Higher-level managers who help ensure that high-potential people are introduced to top management and socialized into the norms and values of the organization.