Diversity Inclusion Sara Bell Ashley Bostic Ashley Coats
Diversity & Inclusion Sara Bell Ashley Bostic Ashley Coats Ashley Corsi Elizabeth Dalton Carrie Hauser Jennifer Millis Erica Payne Megan Peeters 1
Diversity Day 2
What is Diversity & Inclusion? 3
Definition the state or fact of being diverse; difference; unlikeness the state or quality of being different or varied 4
What does this mean? In all aspects of life diversity will play a part Diversity is the variety of human society and culture in a specific region or even in the world. It exists between people, such as language, dress, tradition and the way people interact with their environment 5
How do diversity and inclusion relate? 6
Guess Who 7
4 stages process of perception Select attention Interpretation and categorization Memory Judgments and decisions 8
Influences on perception Physiology-differences in sensory abilities Age- changes attitudes on time; more experiences the more we get Cultures- different beliefs Social Roles- different roles we take on in our lives Cognitive Abilities- Think multidimensional about different situations 9
Stereotypes Stereotypes: perception about groups of people or unfounded beliefs about the characteristics of a group Not always Negative May or may not be accurate Used to differentiate a particular group of people from other groups Used to process the large amounts of information that we are inundated with on a daily basis 10
Stereotypes- Process 1. Categorizing people into groups (ex: gender, race, age, occupation, religion) 2. Infer that they all possess the same traits 3. Form expectations of others according to the stereotypes we assign for them in our head 4. Stereotypes are maintained in different ways 11
Ways Stereotypes are Maintained § Overestimating frequency of stereotypical behaviors exhibited by others § Incorrectly explaining expected and unexpected behaviors § Differentiate minority individuals from oneself 12
Kinds of Stereotypes Age Racial and Ethnic Gender Disability Religious Sexuality 13
How to reduce the extent at which stereotypes influence decisionmaking. Ex: education, training, and awareness Awareness of how you and individuals in your work place intentionally or unintentionally assign stereotypes is the only way to help solve this problem. 14
Other things to consider… Proficient utilization of education, training, and experience to avoid misperceptions. Generalizations vs. negative stereotypes. (developing target markets) Stereotypes of a store or a product. 15
Laws Dealing with Diversity The Age Discrimination in Employment Act of 1967 16
The Pregnancy Discrimination Act of 1978 17
The Equal Pay Act of 1963 18
Equal Employment Opportunity Commission EEOC “is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. ” 19
Local Discrimination Cases Belk Religious Circuit City Disability 20
Abercrombie and Fitch; EEOC’s Nightmare • Numerous discrimination lawsuits have been filed against Abercrombie and Fitch including: • Racial • Religious • Disability 21
Making Sense of Diversity in the Workplace examining how people perceive and interpret diversity issues at work Justice Incidents- fairness judgements ○ distributive, procedural, interactional 22
Hypothesis 1 employees will be more likely to cite justice concerns in accounts of diversity incidents that they view as negative than they will in incidents seen as positive 23
Hypothesis 2 Employees accounts of diversity incidents involving ingroup members will be more likely to cite justice issues than will their accounts of diversity incidents involving out-group members 24
Hypothesis 3 Minority employees’ accounts of diersity incidents will be more likely to cite justice issues than will accounts by majority employees 25
Why has a women with mental illness been fired? Carmen- middle aged women from South America 26
CEOs insight to hiring Carmen Do you think he went about this the right way? 27
Why Age Matters in the Workplace Public managers must figure out how to retain and motivate highly skilled older employees who are transitioning out of the workplace, while at the same time remaining attractive to lesser skilled younger employees who are entering into the workplace 28
Age Preferences older employees- desire job flexibility, job security, and monetary compensation younger employees- desire career advancement, task variety, and professional development opportunities 29
Marketplace Discrimination a differential treatment of customers in the marketplace based on perceived grouplevel traits, is common in service encounters. 30
Being the Leader dealing with difficult situations understanding employees Ashley’s experience 31
Game Time! Did you pay Attention? 32
Q: Why is inclusion important? Inclusion is important because diversity alone does not retain employees 33
Q: Why does age matter in the workplace? It is important to have an array of employees because with age diversity comes different preferences of desirable work opportunities, monetary compensation, job flexibility, task variety, work advancements, and time variations 34
______ is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee Equal Employment Opportunity Commission 35
Q: Name one of the three types of justice issues Distributive, procedural, or ineractional 36
True or False: Stereotypes are always negative False 37
Q: Name three different types of stereotypes Age, racial/ ethnic, gender, disability, religious, sexuality 38
Q: The equal employment act was created in… A. 1999 B. 1867 C. 1967 39
Q: What type of discrimination was the Belk at Crabtree Valley Mall accused of subjecting an employee to when the employee refused to wear a Santa hat? Religious 40
Sources: http: //www. eeoc. gov/ http: //www. workplacefairness. org/court-cases? state=NC http: //www. guardian. co. uk/money/2009/jun/24/abercrombie-fitch-tribunal-riam-dean http: //www. eeoc. gov/eeoc/newsroom/release/9 -1 -10. cfm http: //www. eeoc. gov/laws/statutes/pregnancy. cfm http: //www. eeoc. gov/laws/statutes/adea. cfm http: //www. eeoc. gov/laws/statutes/epa. cfm (2008). In K. Kinicki, Organizational Behavior (pp. 182 -204). Boston: Mc. Graw-Hill. http: //www. youtube. com/watch? v=m. Ts 5 IHWHIb 4 http: //pgvheartstv. blogspot. com/2009/09/all-time-best-episodes-of-your-favorite. html http: //allday. todayshow. com/_nv/more/section/archive? date=2007/10 41
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