1. Exam Emphasis Other AA Issues (1) Affirmative Action (3) Affirmative Action Effectiveness (1) Ego Defenses to Discrimination (1) How Does Prejudice Affect People (1) Beyond Stereotyping to Collaboration (2) The Melting Pot Approach (1)

2. How Does Prejudice Affect People? Effects of Rejecting Others Develop a more negative outlook on life - judgmental You feel despised by others just as you despise them Less time to enjoy life and be open to new experiences & diverse people Effects of Being Rejected Constantly receive messages you’re inferior Develop ego defenses

3. Ego Defenses to Discrimination Person who strikes outward Obsessive concern, suspicion Slyness, cunning Clannishness Prejudice against other groups Aggression, rebellion Competitiveness Trying harder

4. Ego Defenses to Discrimination Person who strikes inward Self-dislike Denial of own group Withdrawal, passivity In-group aggression Symbolic status striving Clowning Sympathy with all victims

5. How Does Discrimination Affect Employees? Recruitment practices Are ads placed in minority publications for all positions? Screening practices - good predictors of job success? i.e. degrees, experience, required tests, clean arrest records & good credit Terms & conditions of employment Are all employees, regardless of sex or ethnicity earning approximately the same? Tracking & job segregation Do those in all jobs have the chance to train for advancement? Are women & minorities clustered in less influential jobs?

6. How Does Discrimination Affect Employees? Performance evaluation Are decisions colored by stereotyped expectations Promotion practices Stereotyped views of women & minorities reinforce the glass ceiling Glass ceiling barriers Men to be comfortable among their own kind

7. How Does Discrimination Affect Employees? Unequal treatment Failure to recommend minorities for promotion Expectation that minorities must work harder to compensate for deficiencies Ignoring or denying discrimination is negligence, subject to lawsuit Layoff, discharge and seniority practices

8. The Melting Pot Approach Recognizing the Melting Pot Myth in a Company Ignore or eliminate differences, ”they” should do it “our” way, “they” must learn how to fit in (become us) How the Melting-Pot Myth Affects People of Color & Women They feel that they must deny their culture to blend in Major Problems with Melting-Pot Myth Looking different excludes you, stifles innovation, avoids problem recognition

9. Equal Employment Opportunity Employee must initiate complaint Gives employees a direct way to deal with job discrimination – difficult to prove Can receive money for damages – must prove malicious, illegal behavior that resulted in undue stress

10. Affirmative Action Requires employers to take action to bring in under-represented groups of people into better jobs Students, Government Contractors, Corporate Employees AA principles Discrimination is entrenched Hiring Quotas Are Illegal AA Never Dictates Lower Standards AA Stigma Is Manageable AA Is Not Reverse Discrimination

11. Affirmative Action Effectiveness AA in the 70’s Effective because of power to impose penalties Boosted the careers & economic status of minorities & women Business suffered no loss of productivity AA undermined but retained in 80’s Plan for diversity, against internal forces Long-term goals of some HR planners Hedge against changing government regulation Companies acquired talented labor for a bargain

12. Other AA Issues Major problem of AA Generated major resentment & backlash Problems Implementing AA Poor HR Planning Focus on hiring minorities that “fit in” Weak, Infrequent Penalties Bottom Line: AA is Still Essential 95% of Top Managers are Euro-American Men They are Paid 25% More at All Levels

13. Valuing Diversity Approach Moving Beyond Tolerance to Appreciation of Diverse Persons Recognize opportunity for innovation, networking, marketing savvy, and similar assets Focus on changing attitudes through education An Inclusive Multicultural Approach More action oriented - find ways to shift the corporate culture to become more diverse, and multicultural Provides a supportive, nurturing environment for all employees

14. Moving Beyond Stereotyping to Collaboration Understand How Prejudice Effects Performance Trust Employee Motivation Employee Productivity Understand the Life Experience of Diverse Employees Typical life experiences Typical internal barriers Understand the Type of Contact that Heals Prejudice Superficial Contact True Acquaintance Collaboration

15. Promoting Collaboration Promote Tolerance Be a Role Model Value Empathy Promote Trust & Goodwill Encourage Collaboration Work Toward Synthesis Create Synergy

16. Implementing Collaborative Strategies Get in Touch with Prejudiced Beliefs & Feelings Open your Mind to Other Viewpoints & Listen Support Equal Opportunity Measures Express Respect & Appreciation See Mutual Respect as Mutual Self-Interest Open up to Intuition & Empathy Build Trust Pursue Multicultural & Diversity Education Work with diverse People toward Common Goals