DC 807_Reporting_Organizational Diversity Processes_TOLENTINO GLORIA C_PhDDDEVED.pptx

lecture

1. GLORIA C. TOLENTINO PhDDEVED Student Organizational Diversity Processes BEYOND WOMEN AND MINORITIES DC 807

2. What have your experiences told you about the differences in organizational life for white men and for women and people of color? If you are a white male, do you believe these differences are real and viable? If you are a woman or a person of color (or both), do you think your workplace experiences are influenced by your gender, culture, or ethnicity? How do factors such as disability and sexual orientation make a difference in organizational life?

3. diversity in the workplace also accounts for others who in some way are different from the norm. Co-Cultural Groups For example, in a review of the diversity literature, Shore et al. (2009) consider ethnic diversity, gender diversity, age diversity, disability diversity, cultural diversity, and sexual orientation diversity.

4. O rbe (1998) calls these groups co-cultural groups in moving beyond issues of race and gender to consider groups who are in some way different from the norm in the organizational setting. Important co-cultural groups: employees with disabilities and lesbian, gay, bisexual, and transgender (LGBT) employees. Americans with Disabilities Act (ADA) enacted in 1990 prohibits discrimina tion based on disability and requires that organizations make “ reasonable accom- modations ” for disabled workers. 11% of the U.S. popu lation is disabled, only 21% of these individuals are members of the labor force (Burns et al., 2012).

5. Disabled individuals in the workplace can face discrimination (Nelson & Probst, 2004) or may be treated differently because of a “kindness norm ” (Miller & Werner, 2005). Activist Joel Solkoff believes that these patterns of differential treatment often occur because “institutions often strive to follow the legal letter of the ADA but not its inclusive spirit” (Phillips, 2010).

6. Individual states began instituting antidiscrimination laws regarding sexual orientation in 1982, and more than twenty states now prohibit discrimination based on sexual orientation or gender identity. LGBT organizational members Employment Non- Discrimination Act (ENDA) that was first introduced as in Congress in 1994 and has been discussed and reintroduced — but never passed For example, a Hewlett-Packard vice president stated that “ in terms of the types of benefits we provide, we know it really is smart business and gives us a competitive advantage to have the LGBT community included in our non-discrimination policies ” (Joyce, 2005). Over 6% of the U.S. workforce reported being gay or transgender as of 2012 (Burns et al., 2012) and their experiences and comfort with issues of identity depend a great deal on issues such as “organizational policy and procedures, transparency of decision making, and the presence of other ‘out’ individuals” (Clair, Beatty & MacLean, 2005).

7. A multicultural organizatio n is one that has a workforce that includes people from diverse backgrounds across all departments, and which offers them equal opportunity for input and advancement within the company .--(Source: Investopedia) T HE MULTI CULTURAL ORGANIZATION

8. Morrison and Von Glinow (1990) have described three phases of workplace development in the area of cultural and gender diversity. First-generation affirmative action –the organization is concerned with meeting legally mandated requirements for gender and ethnic diversity. Unfortunately, “simply responding to legislative mandates does not seem to automatically result in greater minority inclusion” (Gilbert & Ivancevich, 2000, p.93).

9. -the firm has met affirmative action goals in terms of numbers, and the emphasis shifts to supporting female and minority employees. Second-generation affirmative action Multicultural organization -moves beyond the concept of support for minority members to the institution of policies that deliberately capitalize on cultural and gender diversity.

10. Cox (1991) provided a detailed description of a multicultural organization. Six critical dimensions: acculturation, structural integration, informal integration, cultural bias, organizational identification, and intergroup conflict.

11. The Diverse Organization: Opportunities Cox and Blake (1991) argue for six important competitive advantages that can be gained through the insightful management of cultural diversity Advantages such as these have come to be known as the business case for diversity or the value-in-diversity perspective (Herring, 2009)

12. Table 12.2 Opportunities Realized through Diversity

13. Table 12.2 Opportunities Realized through Diversity

14. REFERENCES w ww.google.com www.investopedia.com Burns, C., Barton, K. & Kerby, S. (2012, July 12). The State of Diversity in Today’s Workforce. Retrieved on June 28, 2013, from http://www. americanprogress.org/issues/labor/ report/2012/07/12/11938/the-state- of-diversity-in-todays-workforce/. Cox, T. H. (1991). The MulticulturalOrganization. Academy of Management Executive, 5 (2),34–47. Cox, T. H. & Blake, S. (1991).Managing Cultural Diversity: Implications for Organizational Effectiveness. Academy of Management Executive, 5 (3),45–56. Miller, B. K. & Werner, S. (2005).Factors Influencing the Inflation of Task Performance Ratings for Workers with Disabilities and Contextual Performance Ratings for Their Coworkers. Human Performance, 18 , 309–329. Shore, L. M., Chung-Herrera, B. G.,Dean, M. A., Ehrhart, K. ., Jung, D. I., Randel, A. E. & Singh, G. (2009). Diversity in Organizations: Where Are We Now and Where Are We Going? Human Resource Management Review, 19 , 117–133. References