1. What is Managing Diversity? Nature of Resistance to anticipate and plan for –Promotion Roleplay Managing Diversity Initiatives

2. Managing Diversity Change organizational structure, policies, norms & practices (e.g., hiring) to create fairness Similar to strategies to reducing discrimination (See Stephan & Stephan ch. 2) 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

3. Change structure by changing membership in the organization across all levels via Recruitment & hiring ( e.g., offer benefit packages appealing to minorities so they would accept jobs in org and stay) –E.g., elder care & child care for sandwich generation, for people with different values toward aging parents –Promotion (e.g., Ensure minority representation on internal committees so they would progress to higher levels of org) –E.g., to make decisions on purchasing benefit policies Examples of Managing Diversity

4. Change structure by changing membership in the organization across all levels via Compensation for diversity-based performance (Cox) Grievance procedure Encouraging communication across & within all levels (e.g., Carnevale & Stone) Be more flexible in social norms (e.g., Carnevale & Stone) Examples of Managing Diversity

5. Sponsor caucus, advisory & support groups for different groups –e.g., student groups at universities 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

6. Examples of Managing Diversity Initiatives Nature of Resistance to anticipate and plan for Managing Diversity Initiatives

7. Mandatory nature –Positive (e.g., rated as more successful, Rynes & Rosen, 95) –Negative= less popular Change is experienced as threatening, provokes anxiety, resentment, hostility (Stephan & Stephan Ch 2) –Can be possibly overcome with training (see Valuing Diversity initiatives) Perception of demographic change in org composition as zero-sum game (see also Plous) Individuals’ Resistance to Diversity Initiatives

8. Traditional hierarchical structures Standardized procedures, conformity norms Selection & promotion based on ‘fit’ Remember Brief et al article! Informal networks of communication that exclude visible minorities Token representation of VMs as sufficient justification for not implementing Diversity Initiatives Limited time for change to occur Organizational Barriers to Diversity Initiatives Connect to Plous arguments

9. What is Managing Diversity? –Examples of Managing Diversity Initiatives –Some discussion of how it is different from Valuing Difference Initiatives Nature of Resistance to anticipate and plan for –Individual & Organizational Barriers Put it to practice: Promotion Role Play Managing Diversity Initiatives