UGBA105: Organizational BehaviorClass businessManaging DiversityWhat are the dimensions of workforce diversity?The diverse US workforceHas commitment to diversity management declined?Maybe it’s no longer a problem?Debate at Harvard: Are there “innate” gender differences in math and science ability?Chancellor Birgeneau takes on Prop 209The underrepresentation of women and minorities at the topWhy the low representation of women in corporate leadership positions?The roots of diversity problemsWhy do people discriminate?Why do organizations discriminate?Organizational cultureStrong culture and homogeneity at P&GDoes diversity reduce trust?Culture and branding: Abercrombie’s preppy image leads to discrimination in hiringOrganization & job design causesWhy manage diversity?History of diversity management: ignore differences & demand assimilationThe melting pot idealThe U. S. has the world’s toughest anti-discrimination regulationsHigh-profile discrimination lawsuitsWal-Mart in troubleSolutions: Toward better diversity managementMaking the business case for diversityGood diversity management helps the bottom lineWomen and minorities as consumersRecruitingTraining and socializationRetructuring and job redesignPolitics and networksSelect leaders for commitment to diversity: GE’s diversity management improved under CEO Jeffrey ImmeltIncentives and benefitsExecutive bonuses tied to diversity goals at Wal-MartTracking & rewarding diversity progress at RyderReputational effects: Fortune’s top 10 companies for minoritiesCorporate governance reform and stakeholder pressureDiversity takeawaysUGBA105: UGBA105: Organizational BehaviorOrganizational BehaviorProfessor Jim LincolnProfessor Jim LincolnWeek 12: LectureWeek 12: LectureManaging DiversityManaging Diversity2Class businessClass business•Tuesday:–Black caucus groups at Xerox case and video3Managing DiversityManaging Diversity•The U. S. workforce is the most diverse in the world and growing more so•Globalization demands better management of diversity4What are the dimensions of What are the dimensions of workforce diversity?workforce diversity? Race, ethnicity, language, gender, sexual orientation, household/family structure, pregnancy, childcare, disability, HIV, religion, age, drugs/alcohol, region, religion, nationality, immigration status, part-time, temporaries, subcontract employees5The diverse US workforceThe diverse US workforce•African-, Hispanic-, and Asian-Americans account for more than 25% of the U. S. workforce and for 60% of net labor force growth •Nearly half the US workforce is women –43% in 2002, down from 47% in 20006Has commitment to diversity Has commitment to diversity management declined?management declined?•“Lean and mean” trend has eliminated diversity programs•“Angry white male” backlash and political debate over affirmative action (Props. 187 & 209)7Maybe it’s no longer a problem?Maybe it’s no longer a problem?–“Paired testing” research shows discrimination against minorities and women in hiring–Ongoing corporate scandals (Salomon Smith Barney, Coca Cola, Astra USA, Mitsubishi Motors, Texaco, Wal-Mart, Morgan Stanley)–Employee surveys show diversity still a concern–Underrepresentation of women and minorities in top jobs8Debate at Harvard:Debate at Harvard:Are there “innate” gender differences in Are there “innate” gender differences in math and science ability?math and science ability?"We adults may think very different things about boys and girls, and treat them accordingly, but when we measure their capacities, they're remarkably alike," said Elizabeth Spelke, a professor of psychology at Harvard. She and her colleagues study basic spatial, quantitative and numerical abilities in children ranging from 5 months through 7 years. "It's hard for me to get excited about small differences in biology when the evidence shows that women in science are still discriminated against every stage of the way." In a recent experiment Princeton students were asked to evaluate two highly qualified candidates for an engineering job - one with more education, the other with more work experience. They picked the more educated candidate 75 percent of the time. But when the candidates were designated as male or female, and the educated candidate bore a female name, suddenly she was preferred only 48 percent of the time. New York Times, 1-24-059Chancellor Birgeneau takes on Prop 209Chancellor Birgeneau takes on Prop 209“Instead of ensuring nondiscrimination, Proposition 209 has created an environment that many students of color view as discriminatory. That's because minority representation has dropped appallingly, and where there should be camaraderie across cultural lines, I have seen too much alienation, mistrust and division.”“I believe that at Berkeley we are … missing out on exceptional African American, Latino and Native American students who can not only succeed here, but whose participation can improve the education the university offers all its students.”“Minority inclusion is a public good, not a private benefit. … the single most important skill that a 21st century student must master is "intercultural competence" — the ability, best learned via experience with and appreciation of other cultures, to navigate successfully in today's globalized society. .”As the current chancellor, I feel a moral obligation to address the issue of inclusion head-on. Ultimately it is a fight for the soul of this institution. Inclusion is about leadership and excellence, principles that California and its leading public university have long represented and might again.Los Angeles Times Op-Ed Piece, 3/27/0510The underrepresentation of The underrepresentation of women and minorities at the topwomen and minorities at the top•Women comprise:–15.7 percent of Fortune 500 corporate officers–7.9 percent of the Fortune 500’s highest titles–5.2 percent of the Fortune 500’s top earners–1.6% (8) of the CEOs of Fortune 500 companies–24% of Fortune 1000 board directorships•Less than 9% of managers in Fortune 1000 firms are people of color, compared with 21% of the workforce overall–Four Fortune 500 firms have African-American CEO’s•Merrill Lynch, AOL Time Warner, Fannie Mae, & Maytag11Why the low representation of women Why the low representation of women in corporate leadership positions?in corporate leadership positions?What Women