Managing diversity
What is workplace diversity?
- The ways in which people in an organization are different from and similar to one another
Timeline of the evolution of workforce diversity
Types of diversity
Surface-level Deep- level diversity
- Easily perceived differences that may Differences in values, personality and work
trigger certain stereotypes, but that do preferences
not necessarily reflect the ways people
think or feel
Why is managing workplace diversity so important? / benefits of workforce diversity
- People management
Better use of employee talent
Increased quality of team problem-solving efforts
Ability to attract and retain employees of diverse backgrounds
- Organizational performance
Reduced costs- high turnover, absenteeism, lawsuits
Enhanced problem-solving ability
Improved system flexibility
- Strategic
Increased understanding of the marketplace, which improves ability to better market to
diverse consumers
Potential to improve sales growth and increase market share
Potential source of competitive advantage because of improved innovation efforts
Viewed as moral and ethical, the “right” thing to do
The changing workplace: characteristics of the US population
1. Total population
2. Racial/ ethnic groups
3. Aging population
Global workforce changes
- Total world population
- Aging population
Global aging quiz:
1. At age 65, life expectancy is expected to be an additional 20 years. True
2. The world’s older population (60 and older) is expected to change from 841 million in 2013
to increase to 2 billion people in 2050.
3. Which of the world’s continents has the highest percentage of older people (age 60 or
older)? Europe (Italy – 26.9%, Germany- 26.8%, Bulgaria , finland (26.1%))
4. The worldwide median age was 27 in 2015. False – 30 in 2015, 24 in 1950, expected 36 by
2050
5. Which country had the world’s highest percentage of older people in 2013? Japan (with 32
percent)
Types of diversity found in workplaces – age, gender, race and ethnicity, disability/abilities,
religion, LGBT and other
Other: socioeconomic background, physical attractiveness, obesity, job seniority
1. Age and gender
Age: both title VII of the civil rights act of 1964 and the age discrimination in
Employment Act of 1967 prohibit age discrimination
Gender: women(49.8%) and men (50.2%) now each make up almost half of the
workforce
2. Race and Ethnicity
Race: the biological heritage (skin color)
Ethnicity: Social traits (such as cultural background or allegiance) that are shared by a
human population
3. Disability/ abilities and religion
Disability/ abilities: the Americans with Disabilities Act of 1990 prohibits discrimination
against persons with disabilities
Religion: title VII of the Civil rights Act prohibits discrimination on the basis of religion
Employers’ fears about disabled workers
4. LGBT and other types of diversity
LGBT: transgendered and sexual orientation individuals were protected under Title VII’s
prohibition against sexual discrimination
Other types of diversity: diversity refers to any dissimilarities or differences that might be
present in a workplace
Challenges in Managing diversity: personal bias
Bias: a tendency or preference toward a particular perspective or ideology
Prejudice: a preconceived belief, opinion, or judgement toward a person or a group of people
Challenges in managing diversity: Stereotyping and discrimination
Stereotyping: judging a person based on a perception of a group to which that person
belongs
Discrimination: when someone acts out their prejudicial attitudes toward people who
are the targets of their prejudice
Forms of discrimination
1. Discriminatory policies or practices
2. Sexual harassment
3. Intimidation
4. Mockery and insults
5. Exclusion
6. Incivility
Glass ceiling : the invisible barrier that separates women and minorities from top management
positions
*workplace diversity needs to be more than understanding and complying with federal laws
Mentoring: a process whereby an experienced organizational member (a mentor) provides advice
and guidance to a less experienced member (a protégé)
What a good mentor does?
Provide instruction
Shares technical expertise
Offers advice
Develops a high-quality, close and supportive relationship with protégé
Gives constructive criticism
Keeps lines of communication open
Helps build appropriate skills
Knows when to “let go” and let the protégé prove what he/ she can do
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
1. Describe various workplace diversity management initiatives
- Some of the federal laws on diversity include:
Title VII of the Civil Rights Act
The Americans with Disabilities Act
Age discrimination in Employment Act
- Workplace diversity initiatives to diversity include mentoring, diversity skills training, and
employee resource groups
2. Discuss the challenges managers face in managing diversity
Bias
Prejudice
Glass ceiling
3. Define workplace diversity and explain why managing it is so important/
- Workplace diversity is the ways in which people in an organization are different from and
similar to one another
- Why it’s important: PMB, Organizational performance benefits, strategic benefits
4. Describe the changing workplaces in the US and around the world
US: total increase in population, changing components of racial/ ethnic groups, an aging
population
The world: total world population, aging of that population
