Chapter 15 HRD and Diversity Marissa Bamford Objectives

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Chapter 15 HRD and Diversity Marissa Bamford

Chapter 15 HRD and Diversity Marissa Bamford

Objectives • After viewing this presentation, students should be able to: • Identify forms

Objectives • After viewing this presentation, students should be able to: • Identify forms of diversity • Define and describe organizational culture • Define types of discrimination • Outline how to develop programs for harassment, diversity training, and cross-cultural training

Diversity • What forms of diversity might be present in a workplace or need

Diversity • What forms of diversity might be present in a workplace or need to be addressed? • List as many as you can

Forms of Diversity • • • Race Gender Nationality Language Ability or Disability Religion

Forms of Diversity • • • Race Gender Nationality Language Ability or Disability Religion Lifestyle Work function/tenure

Culture • Set of shared beliefs, values, norms, and artifacts • Culture exists in

Culture • Set of shared beliefs, values, norms, and artifacts • Culture exists in organizations • Organizational culture • Before- emphasis on fitting in with organization’s culture • More likely to be loyal and committed • Now- emphasis on benefits of cultural diversity in workplace • Workplace more diverse • Higher numbers of ethnic and racial minorities and women in workforce • Discrimination remains an important issue

Discrimination • Types of discrimination • Access discrimination- before a person is hired •

Discrimination • Types of discrimination • Access discrimination- before a person is hired • Not advertising to or recruiting people from certain groups • Rejecting applicants from these groups • Offering low salaries to people from these groups • Treatment discrimination- after a person has been hired • Limiting opportunities • Harassing individuals because of membership in a group

Sex-Based Discrimination & Harassment • Discrimination • Women still underrepresented in top roles •

Sex-Based Discrimination & Harassment • Discrimination • Women still underrepresented in top roles • 2006: 23, 000 formal sex-based discrimination charges • Harassment • Women filed 84. 6% of all harassment charges in 2006 • Do you think men are experiencing sexual harassment but not reporting? • Any examples from the news or work experience?

Creating harassment training programs • Steps that need to be followed • 1. Prepare

Creating harassment training programs • Steps that need to be followed • 1. Prepare policy and complaint procedure • Define scope of responsibility and how to respond to claims, who has authority to address claims, how to file claims • 2. Assess organizational climate • Should training be mandatory? • How do employees feel about harassment situation in office? --survey • 3. Decide content of training program • Describe laws and legal decisions • Review policies and procedures • Set standards • Outline supervisor responsibilities • Discuss counseling and referrals for victims • Discuss likely situations • 4. Select trainer(s) • Someone with legal and organizational knowledge

Title VII of the Civil Rights Act of 1964 • Equal Employment Opportunity •

Title VII of the Civil Rights Act of 1964 • Equal Employment Opportunity • “Unlawful for employers to make employment decisions on the basis of race, color, sex, religion, national origin, age, mental or physical handicap, Vietnam-era or disabled veteran status, and pregnancy, unless these factors can be shown to be job related” (Werner & De. Simone, 2009, p. 508) • Equal Employment Opportunity Commission enforces

Affirmative Action • Organizations under Title VII encouraged to use Affirmative Action to involve

Affirmative Action • Organizations under Title VII encouraged to use Affirmative Action to involve more women and minorities– not required • Government agencies and organizations with federal contracts more than $10, 000 are required to have Affirmative Action processes to make sure there is equal employment opportunity

The Office of Federal Contract Compliance Programs (OFCCP) • In charge of Affirmative Action

The Office of Federal Contract Compliance Programs (OFCCP) • In charge of Affirmative Action • Put together a list that organizations should follow • 1. Prepare policy statement on equal employment and affirmative action • 2. Decide on affirmative action officer • 3. Make policy statement public • 4. Analyze labor market to see if labor force is representative of population • 5. Develop goals and timelines to fix underrepresentation • 6. Develop scientific programs and activities to meet goals and timelines • 7. Create internal system for auditing and reporting of these activities

Diversity Training • • Created to value the diversity and differences in organizations Most

Diversity Training • • Created to value the diversity and differences in organizations Most workforces now include this training Usually one instance of training- no follow-up Possible benefits • Raises awareness • Improves how employees act towards one another • Criticism of diversity training • • • Emphasizes differences Difficult to create goals and needs assessments for diversity programs Questionable merit- political correctness, “white male bashing” Expensive- high cost for diversity consultants and cultural audits Difficult to evaluate this type of training

i. Celebrate. Diversity Jelly Beans • 6 flavors of jelly beans • Flavors inside

i. Celebrate. Diversity Jelly Beans • 6 flavors of jelly beans • Flavors inside do not match with outside colors • Green jelly bean might be cherry or licorice flavored • Note on the candy says, “This candy is just like people--you cannot determine what is on the inside by simply looking at the outside. Diversity jellybeans remind us to experience people one at a time and enjoy their unique qualities. Diversity is Strength!” • Companies that use Diversity Jelly Beans • Microsoft, UPS, Apple, Target, and more • Thoughts? Effective?

The Office- Diversity Day • What’s wrong with this diversity training? • http: //www.

The Office- Diversity Day • What’s wrong with this diversity training? • http: //www. youtube. com/watch? v=9 a. V Uoy 9 r 0 CM

Diversity Management • Different approach than Affirmative Action • Focuses on creating a work

Diversity Management • Different approach than Affirmative Action • Focuses on creating a work culture that works for everyone regardless of sex or minority status • About inclusion • Making sure everyone is on “level playing field”

Cross-cultural education and training • Hundreds of thousands of U. S. citizens work overseas

Cross-cultural education and training • Hundreds of thousands of U. S. citizens work overseas • Organizations use cross-cultural training to prepare employees • Goals of training: • • 1. Raise awareness of cultural differences 2. Focus on ways attitudes are shaped 3. Provide factual information about each culture 4. Build skills in language, nonverbal communication, cultural stress management, and adjustment adaptation skills • Can be expensive • But research shows good training can positively impact employee’s overseas adjustment and performance

Other ways to help women & minorities • Modify HR practices • Develop new

Other ways to help women & minorities • Modify HR practices • Develop new programs, for example: • Flexible work schedules • On-site daycare • Language interpreters • Multilingual supervisors

References i. Celebrate. Diversity. com. (n. d. ) Diversity beans. Retrieved from http: //www.

References i. Celebrate. Diversity. com. (n. d. ) Diversity beans. Retrieved from http: //www. icelebratediversity. com/ products/other/diversityjellybeans. asp The office [Image]. (2005). Retrieved November 6, 2011, from: http: //www. imdb. com/media/rm 2673188096/ tt 0386676 United States Department of Labor. (n. d. ). The workforce. Retrieved from http: //www. dol. gov/oasam/programs/history/ herman/reports/futurework/report/pdf/ch 1. pdf Werner, J. M. & De. Simone, R. L. (2009). HRD and diversity: Diversity training and beyond. In Calhoun, J. W. & Shaut, D. (Eds. ), Human Resource Development (5 th ed. ) (pp. 501 -530). Mason, OH: South-Western Cengage Learning.