Managing Diversity

Lecture 2

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DEFINING DIVERSITY
The multitude of individual differences and similarities that exist among people that make all of person unique and different from others

Host of individual differences that make us similar and different from each other
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The Four Layers of Diversity

Functional Level/ Classification

Geographic Location Mgmt. Status Marital Status Income Work Content/ Field

Age

Parental Status

Race

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Personal Habits
Recreational Habits

Personality
Appearance

Union Affiliation

Ethnicity Physical Ability

Sexual Orientation

Division/ Dept./ Unit/ Group

Work Experience

Religion

Work Location

Educational Background Seniority

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CASE
Rusdiana berumur 53 tahun, ia menduduki posisi sebagai manajer. Dia menyukai permainan dan hobi bermain basket. Rusdiana berasal dari suku Sunda. Berdasar pada layer diversity, layer manakah yang belum terwakili dari keterangan tentang rusdiana tersebut ? Jika anda staf HRD dan ingin membuat data base karyawan yang berkaitan dengan Rusdiana, data apa saja yang akan anda tuliskan ? Diskusikan dalam kelompok.
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AFFIRMATIVE ACTION AND MANAGING DIVERSITY

Affirmative action : artificial intervention aimed at giving management a chance to correct an imbalance, an injustice, a mistake , or discrimination that occur in the past. Managing diversity : enabling people to perform up to their maximum potential.

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GLASS CEILING
Invisible barrier blocking from top management position Example : woman, race Career plateauing : a point in career at which future hierarchical mobility seem unlikely.

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Increased Workforce Diversity - Race

Racial minorities are growing 2007 998 racebased charges of discrimination to EEOC

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Education and Personal Income

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Managerial Implications - Gender

Provide developmental assignments to women Facilitate the labyrinth-like path to career success Women should: Be exceptionally competent & seek out mentors Build social capital Assist work/life balance by delegating housework Improve negotiating skills Take credit for accomplishments Create a partnership with spouse to be mutually supportive 2-9 Balance need to be assertive
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Managerial Implications Race & Education

Race
Provide meaningful mentoring relationships to people of color

Education-based
Encourage students to become educated in technical fields Provide remedial skills training

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Managerial Implications Age

Provide challenging work assignments that make a difference to the firm Give the employee considerable autonomy in completing a task. Provide equal access to training and learning opportunities when it comes to new technology. Provide frequent recognition for skills, experience, and wisdom gained over the years.
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Managerial Implications Age

Provide mentoring opportunities whereby older workers can pass on accumulated knowledge to younger employees. Ensure that older workers receive sensitive, highquality supervision Design a work environment that is both stimulating and fun.

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Pros and Cons of Diversity

Social categorization theory Similarity leads to liking and attraction Information/Decision-Making Theory Diversity leads to better task-relevant processes and decision-making

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Effects of Diverse Work Environments

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A Process Model of Diversity

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Barriers and Challenges to Managing Diversity

1) 2) 3) 4)
5) 6) 7) 8) 9)

Inaccurate Stereotypes and Prejudice Ethnocentrism Poor Career Planning An Unsupportive and Hostile Working Environment for Diverse Employees Lack of Political Savvy on the Part of Diverse Employees Difficulty in Balancing Career and Family Issues Fears of Reverse Discrimination Diversity is not Seen as an Organizational Priority Resistance to Change
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EEOC: Train Managers on Harassment

Court cases almost 13 years ago, provided employers an opportunity to defend themselves against harassment charges BUT still many managers dont know what to do if accused of harassment Organizations need to: Train managers on harassment laws Have policies in place to handle harassment claims Conduct proper investigations
Source: Deschenaux, J. EEOC: Train Managers on Harassment, HR Magazine, May 2008
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Thomass Generic Action Options

Responses to handling diversity issues:
Option 1: Include/Exclude Option 2: Deny Option 3: Assimilate Option 4: Suppress Option 5: Isolate Option 6: Tolerate Option 7: Build Relationships Option 8: Foster Mutual Adaptation

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Strategic Value of Diversity

Gallup survey conducted in late 2005 found: 15% of US workers experienced discrimination in the workplace over the past year Positive perceptions of the companys diversity efforts was related to: Satisfaction with the company Likelihood of staying with the company Probability of recommending the company to others

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