Copyright 2012 Pearson Education Inc Publishing as Prentice
Copyright © 2012 Pearson Education, Inc. Publishing as Prentice © 2012 Hall Pearson Education, Inc. publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter 4 -
• Define workplace diversity and explain why managing it is so important • Describe the changing workplaces in the United States and around the world • Explain the different types of diversity found in workplaces • Discuss the challenges managers face in managing diversity • Describe various workplace diversity management initiatives Copyright © 2012 Pearson Education, Inc. Publishing as Prentice© 2012 Hall. Pearson Education, Inc. publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter 4 -2
What is Workforce Diversity? • Workforce Diversity the ways in which people in an organization are different from and similar to one another. Copyright © 2012 Pearson Education, Inc. publishing as Prentice Hall Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter 4 -3
Levels of Diversity • Surface-level diversity. Easily perceived differences that may trigger certain stereotypes, but do not necessarily reflect the ways people think or feel. (Age, race, gender) • Deep-level diversity Differences in values, personality, and work preferences. (Religion) Copyright © 2012 Pearson Education, Inc. publishing as Prentice Hall Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter 4 -4
Benefits of Workforce Diversity • People Management – Attracts a larger workforce from which more choices are available for hiring • Organizational Performance – Results in cost savings in the form of lesser lawsuits, reduced employee turnover • Strategic Benefits – Brings unique and different perspectives resulting in more creative solutions Copyright © 2012 Pearson Education, Inc. publishing as Prentice Hall Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter 4 -5
Exhibit 4 -5: Types of Diversity Found in Workplaces Age Disability Religion Gender Race & Ethnicity Copyright © 2012 Pearson Education, Inc. publishing as Prentice Hall Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter 4 -6
Types of Diversity • Age – Organizations prohibited from age discriminating. Experience, strong work ethic commitment, resistant to change vs. Innovative, adaptable, technical competence. • Gender - Women and men now each make up almost half of the workforce. Gender discrimination has been minimized but still prevalent in many organizations (Paygap). Different styles of management. Copyright © 2012 Pearson Education, Inc. publishing as Prentice Hall Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter 4 -7
Types of Diversity • Race - is often perceived as something that's inherent in our biology, and therefore inherited across (including skin color and associated traits) that people use to identify themselves. White, Black, Asian, South-East Asian etc. • Ethnicity - Ethnicity recognizes differences between people mostly on the basis of language, shared culture and social traits Bengali, Indian etc. Copyright © 2012 Pearson Education, Inc. publishing as Prentice Hall Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter 4 -8
Types of Diversity • Disability/Abilities – Prohibition of discrimination against persons with disabilities. • Religion - Title VII of the Civil Rights Act prohibits discrimination on the basis of religion. Religion and religious beliefs need to be paid attention to. Copyright © 2012 Pearson Education, Inc. publishing as Prentice Hall Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter 4 -9
Challenges in Managing Diversity • Bias - a tendency or preference toward a particular perspective or ideology. (Biased towards an individual) • Prejudice - a pre-conceived belief, opinion toward a person or a group of people. An outcome of bias. Prejudice can be based on all the diversity components discussed. Copyright © 2012 Pearson Education, Inc. publishing as Prentice Hall Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter 4 -10
Challenges in Managing Diversity • Stereotyping - judging a person based on a prejudicial perception and then assigning the whole group to which that person belongs that same judgement. (Married vs. Single) • Discrimination - when someone acts out their prejudicial attitudes toward people who are the targets of their prejudice. (Random checks in the airport) • Glass Ceiling - the invisible barrier that separates women and minorities from top management positions. (hampers from climbing the ladder) Copyright © 2012 Pearson Education, Inc. publishing as Prentice Hall Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter 4 -11
Exhibit 4 -7: Forms of Discrimination Copyright © 2012 Pearson Education, Inc. publishing as Prentice Hall Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter 4 -12
Top Management Commitment to Diversity • Diversity needs to be integrated in every aspect of the business- workforce, customers, suppliers, communities served. • Policies & Procedures – need to be in place to ensure grievance and concerns are addressed immediately. • Organizational Culture - needs to value inclusion and diversity accomplishments need to be rewarded. Copyright © 2012 Pearson Education, Inc. publishing as Prentice Hall Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter 4 -13
Top Management Take on Diversity • Mentoring - a process whereby an experienced organizational member (a mentor) provides advice and guidance to a less-experienced member (a protégé). • Diversity Skills Training - specialized training to educate employees about the importance of diversity and to teach them skills for working in a diverse workplace. • Employee Resource Groups - groups made up of employees connected by some common dimension of diversity. Copyright © 2012 Pearson Education, Inc. publishing as Prentice Hall Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter 4 -14
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