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CHAPTER NINETEEN:
MANAGING WORKFORCE DIVERSITY
AND WELLNESS
Thomas G. Cummings
Christopher G. Worley
LEARNING OBJECTIVES
WORKFORCE DIVERSITY
Workforce
diversity
is
a
workforce consisting of a
broad mix of workers from
different racial and ethnic
background of different ages
and genders, and of different
domestic
and
national
cultures.
DIMENSIONS OF DIVERSITY
Primary
Dimensio
ns Inborn
difference Have an
impact
throughout
ones life
Marital
Status
Parenta
l Status
Secondary
Dimension
s
Education
Primary
Dimension
s
Age
Religious
Beliefs
Ethnicit
Military
y
PersonSexual
Experienc
Physica
Orientatio
e
l Ability
n
Race
Gender
Work
Backgroun
d
Geographi
c Location
Income
Secondary
Dimension
s Acquired or
changed
throughout
ones lifetime
Have less
impact still
impact self
definition
implementing
organizational
systems
and
Strategic
Responses
Implementation
Internal Pressures
Episodic approach
Low Pressure
Systemic approach
High Pressure
Deny an assignment to
an employee because a
client might object to the
employees nationality,
race, gender, age, etc.
Choose geographic
locations for the business
which avoid diversity /
where the local workforce
does not contain
protected classes
Pilot an employee
network conference that
engages employees and
their managers in
reciprocal learning
activities
AGE DIVERSITY
Trends
Median age up
Distribution of ages changing
Interventions
Wellness programs
Work design
Career development and planning
Reward systems
18-8
GENDER DIVERSITY
Trends
Percentage of women in work force
increasing
Dual-income families increasing
Implications & Needs
Child care
Maternity/paternity leaves
Interventions
Work design
Fringe benefit rewards
18-9
DISABILITY DIVERSITY
Trends
The number of people with disabilities
entering the work force is increasing
Implications & Needs
Job skills and challenge
Physical space design
Respect and dignity
Interventions
Work design
Performance management
Career planning and development
18-10
Trends
Rising proportion of immigrant and
minority-group workers
18-11
Trends
Minorities represent large segments of
workforce and a small segment of top
management/senior executives
Qualifications and experience of minority
employees is often overlooked
Implications & Needs
Discrimination
Interventions
Equal employment opportunities
Education and training
18-12
STRESS IMPACTS
Stress coping Skills
Well being
Well being
INTERVENTION
DIAGNOSING METHODS
Health profiling
Workplace
Stressors
Stress
How the
Physical Environment
Individual: role conflict and
ambiguity, lack of control
Group: poor peer,
subordinate or boss,
relationships
individual
perceives
the
occupational
stressors
Organizational: poor
design,
HR policies,
politics
Individual
Differences
Cognitive/Affectiv
e:
Biologic/Demograp
hic:
Type A or B, social
support, negative
affectivity
Age, gender,
occupation, race
ces
Subjective:
anxiety, apathy
Behavioral:
alcoholism, drug
and accident
abuse
Cognitive: poor
focus, burnout
Physiological:
high blood
pressure and
pulse
Organizational:
Role clarification
Supportive relationship
Work leaves
Health facilities
Employee assistance program