Chapter 1 Introduction Theories and Legislations Diversity Real or perceived differences among people that affects their interactions and relationships Differences Arise due to race ethnicity sex religion age physical and mental ability sexual orientation work and family status weight and appearance and social Are based on power or dominance relations between identity groups Other Class Based Concerns Employment labor market discrimination the valuation of personal characteristic of applicants in the labor market that are not related to productivity Access Discrimination denying an individual access to jobs based on areas that are not related to productivity Treatment Discrimination unfair treatment of individuals once they are employed Inclusion Degree to which different voices of a diverse workforce are respected and heard In inclusive organizations employees Feel accepted Feel a sense of belongingness Contribute to decision making processes Multiple Group Memberships and Permeability of Boundaries Outcomes Related to a Demographic Background Employment Compensation Advancement Retention Participation Competitiveness Multiple Group Memberships Race ethnicity sex age physical ability sexual orientation and religion are not mutually exclusive Some of the categories are immutable but others are not and may change over one s lifetime A person may be a member of a majority group Whites are more likely to work in the primary labor market and have better opportunities for Advancement and retirement Vacation Medical benefits People of color are more likely to work low skilled low paid and insecure service sector jobs Receive little or no opportunities for advancement vacation or retirement and health benefits Permeable boundaries Age Disability status Weight and appearance 1 2 Terminology Words used in discussing diversity difference that are used interchangeably Sex gender Blacks African Americans Latinos Hispanics Asians Asian Americans Asians and Pacific Islanders Native Americans American Indians Whites Anglos European Americans Caucasians Minorities people of color Changing Demographics and Changing Views The Stimulus for Diversity Studies and Work Diversity Studies and Work Studies indicated by the year 2000 HUH 85 of the net new entrants to the workforce will be women and minorities Retirement and aging of a large number of baby boomers will plateau Little or no growth decline workers age Effects of economic changes and globalization Increased service oriented jobs and international customers and business relationships Greater interaction among member of diverse background Decline in manufacturing jobs often occupied by men Diversity and Racial Hierarchies Social Hierarchy Ranking of individuals or groups explicitly or implicitly based on valued social dimensions Increased ethnic diversity in U S has created a multi racial hierarchy In multi racial hierarchy there is diversity but without equality and inclusion Diversity and Organizational Competitiveness Cox and Blake s Reasons to Value Organizational Diversity Cost Employee turnover costs litigation costs and lost business due to unfair treatment of applicants employees and customers Resource Acquisition Improves the ability to compete for employees Marketing Reputation for valuing all types of workers affects the ability to market to different types of consumers and avoid expensive marketing gaffs Creativity Problem Solving System Flexibility Other Areas Where Diversity can be Advantageous Cooperative Behaviors Interaction effects with Organizational strategy Financial Returns Moral and Social reasons for valuing diversity Difficulties Resulting from Increased Diversity You mean failure to increase diversity Internal External Dysfunctional communication processes Boycotts Discrimination Negative publicity Harassment Perception that nontraditional workers are unqualified Lowered attachment commitment and satisfaction Individual Benefits of Diversity Benefits to Individuals Changes in social and cognitive outcomes Learning to interact with others in meaningful ways and learning from each other Viewing diversity as not being necessarily divisive Understanding commonality in values Learning to take other s perspective Increased awareness of social problems and support for diversity efforts Increased tolerance for others Diversity Climate The tone set by an organization and sensed by its members with regard to the role and value of diversity influences individual outcomes and organizational effectiveness 20 matching 10 true false 10 20 multiple choice 4 short answers 3