1. Managing Diversity

2. What Is Diversity? Although definitions vary, diversity simply refers to human characteristics that make people different from one another Individual characteristics over which a person has little or no control include biologically determined characteristics such as race, sex, age, and certain physical attributes, as well as the family and society into which he or she is born. It is important to keep in mind the distinction between the sources of diversity and the diversity itself. Without this distinction, stereotyping tends to occur.

3. Diversity in Organizations African Americans African Americans Women Women Asian Americans Asian Americans Older workers Older workers Latinos (Hispanic Americans) Latinos (Hispanic Americans) People with disabilities People with disabilities The foreign born The foreign born Homosexuals Homosexuals

4. Glass Ceiling Old Boys’ Network: An informal social and business network of high-level male executives that typically excludes women and minorities. Access to the old boys’ network is often an important factor in career advancement.

5. The set of activities involved in integrating nontraditional employees (women and minorities) into the work force and using their diversity to the firm’s competitive advantage. Management of Diversity

6. Diversity as an Asset Greater creativity. Employee diversity can stimulate consideration of less obvious alternatives. Better problem solving. Homogenous groups are prone to a phenomenon called groupthink, in which all members quickly converge on a mistaken solution because they share the same mindset and view the problem through the lens of conformity. Greater system flexibility. In today’s rapidly changing business environments, flexibility is an important characteristic of successful firms.

7. Challenges in Managing Employee Diversity Valuing Employee Diversity In some ways, the idea that diversity is good runs counter to the “melting pot” tradition. In some ways, the idea that diversity is good runs counter to the “melting pot” tradition. Individual versus Group Fairness How far should management go in adapting HR programs to diverse employee groups? How far should management go in adapting HR programs to diverse employee groups? Universal Concept of Management: The management concept holding that all management practices should be standardized. Cultural Relativity Concept of Management: The management concept holding that management practices should be molded to the different sets of values, beliefs, attitudes, and behaviors exhibited by a diverse work force.

8. Challenges in Managing Employee Diversity Resistance to Change Although employee diversity is a fact of life, the dominant groups in organizations are still composed of white men. Although employee diversity is a fact of life, the dominant groups in organizations are still composed of white men. Group Cohesiveness and Interpersonal Conflict Employee diversity can also lead to open conflict and chaos if there is mistrust and lack of respect among groups; segmented communication networks Employee diversity can also lead to open conflict and chaos if there is mistrust and lack of respect among groups; segmented communication networks One study found that most communication within organizations occurs between members of the same sex and race. One study found that most communication within organizations occurs between members of the same sex and race.

9. Challenges in Managing Employee Diversity Resentment In a vast majority of U.S. organizations, equal employment opportunity (EEO) was a forced change rather than a voluntary one. In a vast majority of U.S. organizations, equal employment opportunity (EEO) was a forced change rather than a voluntary one.Backlash While women and minorities may view a firm's “cultural diversity policy” as a commitment to improving their chances for advancement, white men may see it as a threat. While women and minorities may view a firm's “cultural diversity policy” as a commitment to improving their chances for advancement, white men may see it as a threat.

10. Challenges in Managing Employee Diversity Retention The job satisfaction levels of women and minorities are often lower than those of white men. The job satisfaction levels of women and minorities are often lower than those of white men. Competition for Opportunities As minority populations grow in the U.S., competition for jobs and opportunities is likely to become much stronger. As minority populations grow in the U.S., competition for jobs and opportunities is likely to become much stronger.

11. Improving the Management of Diversity Adopt an inclusive definition of diversity that addresses all kinds of differences among employees, including (but not limited to) race and gender. Make sure that top management is not only committed to establishing a diversity program but also communicates that commitment directly to all employees.

12. Improving the Management of Diversity Diversity training programs: Programs that provide diversity awareness training and educate employees on specific cultural and sex differences and how to respond to these in the workplace. Avoid one-shot training efforts that stir up emotions without channeling them in productive directions. Use ongoing training that encompasses diversity as only one facet of needed change in the corporate culture. Avoid one-shot training efforts that stir up emotions without channeling them in productive directions. Use ongoing training that encompasses diversity as only one facet of needed change in the corporate culture.

13. Improving the Management of Diversity Support Groups: A group established by an employer to provide a nurturing climate for employees who would otherwise feel isolated or alienated. Accommodation of family needs: Day Care Day Care Alternative work patterns Alternative work patterns Senior mentoring programs Apprenticeships

14. Improving the Management of Diversity Communication standards Organized activities Diversity audits A review of the effectiveness of an organization’s diversity management program. A review of the effectiveness of an organization’s diversity management program. Management responsibility and accountability

15. Some Warnings Avoid the promotion of stereotypes Don’t confuse diversity with Equal Employment Opportunity Don’t confuse diversity with performance