Management 12e richard draft chapter 13

Diversity in the Workplace The differences people bring to the workplace are valuable  The workforce is changing as organizations build cohesive teams:  Unprecedented generational d

Chapter 13

Managing Diversity

13.1 Leaders in Corporate

Diversity

Diversity in the Workplace

 The differences people bring to the workplace

are valuable

 The workforce is changing as organizations

build cohesive teams:

 Unprecedented generational diversity

 Aging workers

 Increased diversity

 Growth in women workers

13.2 Milestones in Diversity

13.3 Projected Changes in U.S Labor Force,

2010 to 2022

Diversity on a Global Scale

 Diversity challenges concerning progression of women into upper management positions

 Europe has very complex social and cultural

 Inclusive model includes all ways in which

employees are different (i.e., cultural upbringing)

13.4 Traditional vs Inclusive

Models of Diversity

13.5 Dividends of Workplace

Diversity

Factors Shaping Personal Bias

 Prejudice – different is deficient

 Discrimination – acting on

prejudicial attitudes

 Stereotypes – rigid, exaggerated,

and irrational beliefs

13.6 Stereotyping versus

Valuing Cultural Differences

 Your group or subculture is inherently superior

to other groups and cultures

 Makes it difficult to value diversity

 Business world and assumptions still somewhat homogeneous

 Organizations are shifting from a monoculture

view to pluralism and ethnorelativism

Factors Affecting Women’s

Careers

 There are advantages to hiring, retaining, and

promoting women in organizations

 Men have higher wages and faster promotions

than women

Factors Affecting Women’s

Careers

 Women are favored in leadership roles for

demonstrating behaviors and attitudes that:

 Help them succeed in the workplace, a factor

called “female advantage”

Factors Affecting

Women’s Careers

Glass ceiling – an

invisible barrier that exists

for women and minorities

that limits their upward

mobility in organizations Opt-out trend –

women are voluntarily leaving the workforce for

Female Advantage

 Women are more collaborative, less

hierarchical, relationship-oriented

 Better able to deliver in terms of what modern

society requires of people

Diversity Initiatives

and Programs

 Companies believe that diversity initiatives help

maintain competitive advantage, and

 Improving morale

 Decreasing interpersonal conflict

 Facilitating progress in new markets

 Increasing creativity

13.8 The Most Common

Diversity Initiatives

Diversity Initiatives

and Programs

 Enhancing structures and policies

 Expanding recruitment efforts

 Establishing mentor relationships

 Increasing awareness of sexual harassment

 Generalized

 Inappropriate/offensive

Diversity Initiatives

and Programs

 Solicitation with promise of reward

 Coercion with threat of punishment

 Sexual crimes and misdemeanors

members from diverse national, racial, ethnic,

and cultural backgrounds

Diversity Initiatives

and Programs

 Encouraging employee affinity groups

 Based on gender or race, and are organized by

employees to focus on concerns of employees

from that group