1. Diversity Bringing People Together

2. 2 Section I Introduction

3. 3 Workplace diversity ► Isn’t about anti-discrimination ► Isn’t about affirmative action ► Concerns all employees and customers ► Is all-inclusive

4. 4 Workplace diversity ► Women ► Minorities ► People with disabilities ► Religious beliefs ► Sexual preferences

5. 5 Workplace diversity ► Employee satisfaction ► Employee loyalty ► Lower turnover ► Greater productivity

6. 6 Workplace diversity ► Diverse background bring different:  Perspectives  Values  Work ethics  Ways of thinking

7. 7 Workplace diversity ► Employees working longer ► Women dominating more professions ► Immigration

8. 8 Section II Types of diversity

9. 9 Generational ► 4 distinct generations

10. 10 Traditionalists ► Born before 1945 ► 11.5 million still in workforce ► Values  Dedication and hard work  Loyal  Honorable  Conformity  Respect for authority

11. 11 Baby boomers ► Born between 1946 – 1964 ► Values  Optimism  Team orientation  Personal gratification  Health and wellness  Personal growth  Involvement

12. 12 Traditionalists vs. boomers ► Traditionalist  Traditional roles  Loyal to marriage and workplace  Patient & willing to be disciplined  Played by the rules ► Boomers  Redefined roles  Left unfulfilling relationships  Immediate gratification  Manipulated rules

13. 13 Generation Xers ► Born between 1965 – 1980 ► Values  Self-reliant  Informal  Pragmatic  Skeptical  Global thinker  Technology literate

14. 14 Boomers vs. Gen Xers ► Boomers  Fight authority  Love media  Workaholics  Political ► Generation Xers  Find way around  Avoid media  Want a life  Politics waste of time

15. 15 Nexters ► Born between 1981 – 1991 ► Values  Optimistic  Confident  Independent  Social  Moral  Civic minded

16. 16 Nexters ► They combine:  Boomer teamwork attitude with traditionalist can-do attitude and the technological smarts of the Xers

17. 17 4 Generations ► Unique work ethics ► Different perspectives ► Distinct ways of managing and being managed ► Differing views of issues

18. 18 Clashes ► Stereotypes ► Resentment ► Misunderstandings ► Different expectations

19. 19 Other Diversities ► Ethnic ► Cultural ► Universal

20. 20 Diverse workplaces ► 2010 – Non-whites more than 1/3 population ► 2005 – ethnic minority workforce – 28% ► Minorities - 41% of 39 million workers ► 75% of new workers from Asia in next decade

21. 21 Diverse workplaces ► 2/3 of construction workers don’t speak English ► Companies must:  Prepare bilingual manuals, signage, etc.  Train both Eng and non- English speakers  Operations manuals in applicable languages

22. 22 Diverse workplaces ► Majority of new class of 1,600 New York police force recruits were minorities ► Only 45.2% were white

23. 23 Other diversities ► Mental and physical ► Sexual preference ► Religious belief

24. 24 Section III Diversity and the organization

25. 25 Manager’s role ► Open-minded ► Don’t assume all values the same ► Treat individuals individually. ► Be honest about limitations ► Better understanding

26. 26 Manager’s role ► Highly qualified ► Sensitive to concerns of multicultural employees ► Held accountable for meeting diversity goals ► Respect and support diversity

27. 27 Human Resources’ role ► Establish positive culture ► Help select leaders ► Review organizational goals and HR policies

28. 28 Human Resources’ role ► HR qualifications:  Team building  Change management  Conflict resolution  Cross-cultural communication

29. 29 Human Resources’ role ► Diversity initiatives reduced costs of:  Turnover  Absenteeism  Low productivity ► Diversity improved bottom line by:  Decreasing complaints and litigation  Improving public image

30. 30 Management’s role ► Involved in all aspects of diversity ► Leaders must be trained on:  Myths  Stereotypes  Cultural differences  Organizational barriers

31. 31 Management’s role ► Diversity:  Part of business objectives  Linked to business goals  Focus on impact on bottom line  Stressed internally and externally  Resources for competitive advantage

32. 32 Management’s role ► Organizational leaders:  Understand how diversity can improve organization  Use knowledge of minority employees  Understand needs of other cultural and ethnic groups

33. 33 Training ► Not just on cultural differences ► Teach techniques to better manage workforce on differing:  Perspectives  Backgrounds  Ideas  skills

34. 34 Training ► Helps retain good employees ► Promotes harmony ► Improve communication ► Awareness training – uncover biases ► Skill-based training – improve productivity

35. 35 Section IV Best practices

36. 36 Diversity Advisory Committee ► Promote diversity ► Diversity plan includes:  Assessment  Upper-level support  Action steps

37. 37 Diversity Advisory Committee ► When starting a committee:  Ensure representation for all areas  Be sure all understand time commitment  Encourage all to participate  Have equal number of staff and management

38. 38 Diversity Advisory Committee ► Key outcomes  Better communication  Place to review and address concerns  Can disseminate external communications  Good recruiting and retention tool

39. 39 Section V Challenges

40. 40 Challenges ► Increased training costs  Use seminars, programs and lectures  Show employees how to accept ideas of others  Include conflict resolution and prejudice classes

41. 41 Challenges ► Reverse discrimination  Associated with affirmative action  White males feel discriminated against (majority)  Company take steps to see this isn’t an issue

42. 42 Challenges ► Increased conflicts  Groups disagree on situation  Caused by ignorance and prejudice  Individual or group feeling superior

43. 43 Challenges ► Increases in turnover and absenteeism  African Americans – 40% greater than for whites  Women – 58% higher turnover rate than men  Women – higher absenteeism rate

44. 44 Challenges ► Workers who believe they are valued:  Work harder  Are more involved  Are more innovative ► Minorities feel less valued due to:  Stereotyping  Prejudice

45. 45 Section VI Summary

46. 46 Conclusion ► No best way to handle diversity ► Companies must develop diversity initiatives ► Success depends on issues and business needs ► Company needs positive culture and environment ► Upper-management and HR must be committed

47. 47 Summary ► Diversity types ► Roles of management, HR and managers ► How diversity affects the bottom line ► Best practices ► Diversity advisory committees ► Challenges

48. 48 Questions?