1. April 2014 USA Southern Territory Headquarters - Human Resources Department 1

2.  What is affirmative action?  What is diversity?  Distinguish between affirmative action and diversity efforts  Offer practical suggestions to keep our diversity efforts in alignment with our affirmative action plans April 2014 USA Southern Territory Headquarters - Human Resources Department2

3. The practice of improving the educational and job opportunities of members of groups who have not been treated fairly in the past due to their race, color, national origin, religion, age, sex, disability, veteran status, pregnancy, or genetic information. Affirmative action is supported by nondiscrimination equal employment opportunity (EEO) laws. April 2014 USA Southern Territory Headquarters - Human Resources Department3

4.  Requires government contractors and sub- contractors to engage in self-analysis for the purpose of discovering any barriers to equal employment opportunities.  The Salvation Army Southern Territory now has 25 affirmative action plans  The first plans were mandated in 2011 due to our Federal Bureau of Prisons (BOP) contracts; ◦ Resulted in 14 plans ◦ Effective date April 1, 2012 April 2014 USA Southern Territory Headquarters - Human Resources Department 4

5.  2013 brought about discovery that our Veterans Affairs (VA) federal contracts also included AA requirements; ◦ Resulted in 11 additional plans ◦ Effective date April 1, 2014 NOTE: Currently, contracts for the U.S. Department of Housing and Urban Development (HUD) and Federal Emergency Management Agency (FEMA) are under review and could trigger additional affirmative action plans. April 2014 USA Southern Territory Headquarters - Human Resources Department5

6. ◦ Affirmative action prohibits discrimination but also requires some positive steps to ensure EEO. ◦ Affirmative action must be practiced within the limitations established by EEO laws. ◦ Affirmative action is what you do to make sure you are not discriminating. ◦ The more you do to make sure you are not discriminating, the less likely it is that you are discriminating. ◦ When practiced appropriately. Affirmative action can be a very effective risk management tool, and serves as a stepping stone to diversity. April 2014 USA Southern Territory Headquarters - Human Resources Department6

7. 7 Diversity is any collective mixture characterized by similarities and differences.

8. 8  Diversity affects everyone.  It is more than gender, age, racial classification, ethnicity, physical ability and sexual orientation.

9. Diversity determines how each individual thinks, behaves, and believes. It is the lens through which we see the 9 It encompasses all the influences that shape the way we approach work and daily living.

10. 10 We have always thought of ourselves as the world’s melting pot where everyone embraced the same cultures and values.

11. 11 Getting back to the melting pot means Valuing Diversity. Valuing Diversity is a way of thinking that allows individuals to both give and receive the most in their relationships with co-workers and customers.

12. 12  Valuing Diversity is a process rather than a program.  In order for an organization to Value Diversity, the organization must be involved in Diversity Management.

13. 13 Managing Diversity means managing the differences and similarities that exist within our workforce and within our customer and client populations.

14. 14  Managing Diversity  Affirmative Action  Understanding Differences

15. 15 How does Managing Diversity differ from Understanding Differences?  The goals of Understanding Differences are: ◦ Creation of a diverse workforce ◦ Upward mobility for target groups ◦ Quality relationships at work ◦ Reduction of social conflict The motivation stems from legal, moral, and corporate social responsibility.

16. 16  Limitations: ◦ Emphasis on individual and interpersonal issues ◦ Backlash ◦ No change in systems or business culture ◦ Requires continuous intense effort

17. 17 How is Managing Diversity Different from Affirmative Action? Protects Everyone... 40+

18. 18 In order to effectively Manage Diversity, the organization must understand its “BUSINESS CULTURE”

19. 19 Requires Culture and Systemic Changes Recruiting Promotions Sponsoring Appraisals Training & Development Rewards Mentoring Career Development

20. 20  An organization’s vision or plan for diversity and its’ management must extend well beyond any legal requirements.  It must be driven by a business imperative to provide an environment which releases the productivity of each employee.  It is a business/viability issue to gain competitive advantage in today’s markets.

21. 21

22. 22 “ A feeling, favorable or unfavorable, toward a person or thing, prior to contact, or not based on actual experience.”

23. 23  How do we acquire Prejudice?  Where do we acquire Prejudice?  When do we acquire Prejudice?  How can we overcome Prejudice?

24. 24 “A standardized mental picture held in common about members of a group and representing an oversimplified opinion, affective attitude or judgment”

25. 25  There are positive and negative stereotypes  Stereotypes are a way of organizing information and observations  Prejudice often causes people to create stereotypes  Prejudice occurs when negative feelings become attached to stereotypes

26. 26  Application of limited experiences with one member of a group to the ENTIRE group  Result from a need for coherence, simplicity, and predictability in an increasingly complex world  Used in our daily speech and jokes without much contemplation

27. 27 “The act, practice, or an instance of making a difference in treatment or favor on a basis other than individual merit.”

28. 28  Most likely occurs when prejudice and stereotypes affect decision making.  American companies and corporations spend approximately $53 billion/year on resolving alleged sexual or racial harassment and/or discrimination complaints.

29. 29  Illegal and prohibited by several laws  Bad for business ◦ Adversely impacts public image and relations ◦ Employee and customer relations ◦ Bottom-line of the organization

30. 30