1. Types of Diversity Initiatives Examples of Managing Diversity (MD) Examples of Valuing Diversity (VD) Issues w/evaluating & conducting diversity training prgs Processes underling MD & VD Barriers to VD & MD How to implement a MD initiative Issues to consider before VD (training) Diversity Initiatives Stephan & Stephan Ch 4

2. Managing Diversity Change org structure, policies, norms & practices (e.g., hiring) to create fairness Norms=important others’ beliefs/perceptions, rules of conduct of behavior Compare with strategies on reducing discrimination (See stephan & stephan, ch 2) Relative ease of changing norms vs. attitudes in organizations More costly to ‘manage diversity’ but it has a better ROI Types of Diversity Initiatives

3. Valuing Diversity Change employee attitudes and behaviors by Emphasis on equality/fairness values Providing training on awareness & skills Similar to strategies on reducing stereotyping & prejudice (See stephan & stephan ch. 2) Types of Diversity Initiatives

4. Change structure by changing membership in the organization across all levels via Recruitment, hiring, promotion Compensation for diversity-based performance Having grievance procedure Encouraging communication across & within all levels See for examples Carnevale & Stone reading Be more flexible in social norms See for examples Carnevale & Stone reading Examples of Managing Diversity

5. Offer benefit packages appealing to minorities E.g., elder care & child care for sandwich generation, for people with different values toward aging parents Ensure minority representation on internal committees E.g, to make decisions on purchasing benefit policies Examples of Managing Diversity

6. Sponsor caucus, advisory & support groups for different groups What is the value for UTSC and for students in particular to have student groups of different ethnic groups? Numerical majority does not imply power/voice/influence to change structure (representing collective has more credibility) To represent Chinese of different backgrounds/subgroups/values Pros & Cons of having groups representing different ethnicities or interests Helps create diversity of ideas/thought Brings awareness of diversity to community at large Creates knowledge of the culture to members of the group Can create segregation, perpetuate stereotypes, lead to ingroup out group categorization and derogation of out groups How would these groups serve multi-ethnic students? Join both groups! Get group leaders to help integrate yourself into groups Find groups that represents your group identity Examples of Managing Diversity

7. Create career development programs for minorities & women e.g., mentoring Community outreach to enhance organization’s image and attract minority applicants, customers E.g., IBM’s Aboriginal initiative Examples of Managing Diversity

8. Org emphasizes fairness/equality values Provides diversity training to Increase awareness (sensitivity) Cultural & historical information about groups Know about, and counteract stereotypes E.g., Board games Improve skills Interpersonal, conflict management, language, mentoring Change attitudes & feelings Hardest to do Valuing Diversity

9. What is culture? Beliefs, norms, customs, knowledge, habits of a group See “What are transparent aspects of culture” in cultural circles) Why is learning about cultural differences important for diversity training? Increases awareness of role of culture in social behaviors (e.g., choice of partner; amount of eye-contact) Awareness can increase accepting which can improve interactions between people of different cultural groups Types of Diversity Training

10. Highlight differences in communication styles E.g., Bafa Bafa Inter cultural conflict resolution E.g., Owl sensitivity Increase cultural identity E.g., Pie chart, Backgrounds, Cultural circles Interpersonal stereotyping E.g., Diversity and perception, Car radio etc. Group stereotyping E.g., Gender & language, Cross-gender role-play Understand power differences & gain empathy E.g., Disability Exercise Goals of Diversity Training Exercises

11. What are goals of the online-discussion group? Highlight differences in communication styles Of People’s preference for communicating orally vs. online Inter cultural conflict resolution Increase cultural identity Learn about each other’s culture Interpersonal stereotyping E.g., Bec. you are muscular you must be athletic Group stereotyping E.g., Bec. you are Chinese you must be conservative Gain gain empathy For people who are too shy to speak out in class Goals of Diversity Training Exercises

12. Tansik & Driskill 1977 20 hrs of lectures, case studies, role-playing Small changes right after, positive changes 5 weeks after, negative attitudes 12 weeks after Sorcher & Spence 1982 10 week prog of watching videotapes of effective behaviors, role playing with reinforcement No changes immediately or 6 weeks after, but positive changes 20 weeks after Evaluation of Diversity Training Programs

13. Dunnette & Motowildo (1982) 3-days of small group discussions, readings, seminars, videos on sexist attitudes & behaviors No changes for men, but positive changes for women Alderfer (1992) Upward mobility program, balanced composition of promotion committees, workshop had lectures, role-plays and experiential activities Increases in minorities in management ranks Dominant group members evaluated program more negatively than minority group members Evaluation of Diversity Training Programs

14. Ellis & Sonnenfield (1994) 1 day of watching videos of culturally insensitive behaviors and discussing them 59% evaluated seminar positively Tan, Morris, & Romero (1996) 3 days of case studies, simulations, videos, discussions Increased knowledge of diversity issues barriers to change sensitization to and knowledge of how to prevent negative effects of prejudice & stereotypes Evaluation of Diversity Training Programs

15. Hanover & Cellar 1998 Videos, role playing, examination of diversity practices, action planning Increased ratings on diversity practice measures (e.g., open discussions of group differences, discouraging comments perpetuating stereotypes) Rynes & Rosen 1995 33% of HR managers surveyed rated diversity programs as successful but 18% rated them as unsuccessful Mandatory prog were rated as more successful Evaluation of Diversity Training Programs

16. Layng 1998 Analysis of commonly used video in diversity training programs Introduced new stereotypes to replace old ones Too much focus on incompetence of White male managers can alienate intended audience Suggests that diversity leads to communication problems Evaluation of Diversity Training Programs

17. Trainers do not like sharing techniques Trainers do not know evaluation techniques Evaluation requires time and money Some evaluations take more time away from trainees’ jobs, are resisted by organizations Showing no change (or negative change) is disadvantageous to trainer Why such few Evaluations of Training Programs

18. Changing established norms & practices of adults in organizations is difficult Limited time for change to occur Teach legal & inter group aspects of diversity Participants are resistant to change Challenge for Diversity Trainers

19. Types of Diversity Initiatives Examples of Managing Diversity (MD) Examples of Valuing Diversity (VD) Issues w/evaluating & conducting diversity training progs Processes underling MD & VD Barriers to VD & MD How to implement a MD initiative Issues to consider before VD (training) Diversity Initiatives Stephan & Stephan Ch 4

20. Changes in structure, practices, incentives, norms to promote fairness changes behavior and (maybe?) attitudes Reinforcement theory Cognitive Dissonance Theory Theory of reasoned action Negative sanctions toward discriminatory behavior reduces it Reinforcement theory Theory of reasoned action Processes underlying Managing Diversity

21. When authority figures emphasize fairness or equality values (e.g., in mission statement) and follow up with own behavior or implement relevant rules, behavior changes Theory of reasoned action Processes underlying Valuing Diversity Organizational Values

22. Change knowledge of and understanding about different groups Provide historical information about groups Info on group differences in values, behaviors, norms, beliefs Processes underlying Valuing Diversity Training

23. Self-insights into own biases  increased motivation to regulate discriminatory behavior Provide experience or information that contradicts stereotypes Create empathy (via role playing)  positive changes in attitudes & behavior Processes underlying Valuing Diversity Training

24. Adult attitudes and behavior hard to modify bec Lifelong exposure and experience with mass media’s stereotypes May react with defensiveness and avoidance to info that creates change May feel they are being attacked or blamed during training Processes underlying Valuing Diversity Difficulties with Training

25. Types of Diversity Initiatives Examples of Managing Diversity (MD) Examples of Valuing Diversity (VD) Issues w/evaluating & conducting diversity training progs Processes underling MD & VD Barriers to VD & MD How to implement a MD initiative Issues to consider before VD training Diversity Initiatives Stephan & Stephan Ch 4

26. Mandatory nature can be positive and negative People who need it most get it but popularity may be reduced Change is experienced as threatening, provokes anxiety, resentment, hostility Resistance to Diversity Initiatives Individual Barriers

27. Majority members may feel additionally threatened (as being attacked) Minority members may feel uncomfortable when focus of attention during training Resistance to Diversity Initiatives Individual Barriers

28. Traditional hierarchical structures Standardized procedures, conformity norms Selection & promotion based on ‘fit’ Remember Brief et al article! Informal networks of communication Token representation of minorities Perception of demographic change in org composition as zero-sum game Resistance to Diversity Initiatives Organizational Barriers

29. Need cultural audit to examine climate, history, current practices, need for new policies Anticipate and plan for resistance Include training –I.e., valuing diversity Implementing a Managing Diversity Initiative Similar to Cox

30. Plan should be Comprehensive, Be in collaboration with labor Have clear objectives Measure progress toward objectives Specify which programs address which issues Fit with organizational climate Implementing a Managing Diversity Initiative

31. Include Majority and minority members Members from all organizational ranks Diverse trainers on teams Emphasize similarity & differences within groups E.g., cultural circles Know legal issues E.g., discrimination scenarios exercise Issues to Consider for Diversity Training

32. Anticipate Conflict between majority & minority groups Resentment from dominant groups Negative reactions re: slow pace of change from minorities Avoid displays of favoritism Present diversity policies in ways palatable to all participants E.g., business case Issues to Consider for Diversity Training

33. Focus on training skills bec. employers are legally responsible for employee behaviors Cover a broad range of groups Attend to trainees Inter group relations Age, status, strength of ethnic identities Similar to strategies to reduce negative intergroup contact Issues to Consider for Diversity Training

34. Decide on how to confront Prevalent organizational values Value differences between groups Be thoroughly prepared Issues to Consider for Diversity Training

35. Types of Diversity Initiatives Examples of Managing Diversity (MD) Examples of Valuing Diversity (VD) Issues w/evaluating & conducting diversity training progs Processes underling MD & VD Barriers to VD & MD How to implement a MD initiative Issues to consider before VD (training) Diversity Initiatives Stephan & Stephan Ch 4