workforce5548418466416fggergergeg45454.ppt

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1. Diversity in the Workplace

2. Overview
How Diverse Are We and Why Is
Diversity Important?
Types of Diversity
Laws and Executive Orders Prohibiting
Discrimination
Challenges of Diversity
Strategies for Managing Diversity
Programs for Managing Diversity

3. Reasons for Diversity
More women are working than ever
before
The workforce will continue to get older
The number of immigrants has
increased
Ethnic and racial diversity is increasing

4. Why is Diversity Important?
The service economy
Interactions between people are key
Customer base is more diverse
Similarities between people ease process
Globalization of business
Doing business with people from around
world
The changing labor market
Company mergers and buy-outs

5. Types of Diversity
Gender Diversity
Age Diversity
Cultural Diversity
Sexual Orientation
Family Situations
Physical and Psychological Disabilities
Political Views
Personal Idiosyncrasies

6. Gender Diversity: Nonstandard
work
More women in workforce today than ever
Better educated than ever
Most “nonstandard” workers (those who do
not hold regular, full-time jobs) are women
55% of workers paid by temporary agencies are
women
70% of part-time workers are women
Stereotypes still remain
Glass ceiling, etc.

7. Gender Diversity: Wages and
Income
Women are employed in high salary jobs ( IT,
Teaching , etc )
Women are given more responsibility in jobs
which helps them in their career development
Women are empowered which made them
earn more

8. Age Diversity
As population ages, more older workers
are available
Re-entry of middle-aged women to
work
Retirees returning to supplement
pension
Internships bring in more younger
employees

9. Cultural Diversity
Affects values, view of the world
Foreigners entering the country
Growing international business
Employees maintain ties to national and
cultural heritage

10. Cultural Diversity (Hofstede)
Managers and employees vary on 5 dimensions
of national culture:
1.Individualism vs. collectivism
2.Power distance: extent to which a society
accepts the fact that power in institutions and
organizations is distributed unequally
3.Uncertainty Avoidance: The extent to which a
society feels threatened by uncertain and
ambiguous situations and tries to avoid them
4.Quantity vs. Quality of Life(also masc/fem)
5.Long term orientation

11. Other Types of Diversity
Family situations
Single employees (mothers and
others)
Physical and psychological disabilities
Americans with Disabilities Act
Political views
Personal idiosyncrasies

12. Challenges of Diversity
Availability Challenge
In past employers could control diversity
•More people than jobs
Qualified employees have become scarce
•Employers must become more flexible
•Realize “Different does not mean deficient”
Fairness challenge
In past, typically viewed as equal treatment
•Equal Employment Opportunity
Now employers must embrace new diversity
•Essentially focus on “differences”

13. Challenges of Diversity
Synergy challenge
More and more group-based work
Diversity can create positive and negative
conflict
•Can facilitate creative problem-solving
•Can close down communication
•Can derail group processes
Group leaders must minimize destructive
conflict and maximize diversity of input

14. Strategies for Managing
Diversity
Articulate a clear diversity mission, set
objectives, and hold managers accountable.
Spread a wide net in recruitment to find the
most diverse possible pool of qualified
candidates.
Identify promising women and minorities and
provide them with mentors and other kinds of
support.
Set up diversity councils to monitor the
company’s goals and progress toward them.

15. Programs for Managing
Diversity: Diversity Training
Providing managers with training
How to recruit/hire diverse employees
How to orient/integrate new employees
Providing all employees with training
Realizing the differences that exist
Learning how differences affect working
environment
How to maximize productivity without
ignoring employee differences