Lecture 2 Outline of Last Lecture I. Who managers are, what types there are, and what they doII. ROWEOutline of Current Lecture I. What is diversity and how is it importantII. The Legal CaseIII. The Business CaseIV. The Ethical CaseV. The Manager’s roleCurrent Lecture- Chapter 4: Managing DiversityDiversity: variety; has many factors including ethnicity, gender, ideals, and ways of thinkingWhy is diversity important?- Provides ability to look through different perspectives; business, legal, and ethical- People can incorporate their past experiences and framing stories into decision making processes, offerdiverse opinionsDiversity- The Legal CaseEqual Employment Opportunity (EEO) Laws and the Equal Employment Opportunity Commission (EEOC)- Equal Pay Act- goal is to stop pay discrimination based on sex- Title VII of the Civil Rights Acto Prohibits race, color, religion, sex, national origin discrimination except under the Bona Fide Occupational Qualification Example: must be a Christian to work at a Christian book store; certain requirements for models; retirement ages for bus drivers- Age Discrimination in Employment Act- goal to grant employment based on ability not age- Pregnancy Discrimination in Employment Act (1967)- goal is to protect women against discrimination during/relating to pregnancy or childbirth- Americans with Disabilities Act- goal to have employers accommodate for employees with disabilitiesDiversity- The Business Case MGT 305 1st EditionShow businesses why they should value diversity and inclusionGreater diversity allows for:- Greater innovation and creativity- more brought to the table- Better decision making- well rounded perspective- Better service to diverse customers- greater chance of relating to customer- Access to full applicant pool- if you don’t discriminate based on superficial qualities like age or gender, there are more options for applicants- Access to wider range of ideas- everyone comes from different backgrounds- Lower rates of turnover and illegal suits- a more accepting atmosphere means less conflict at workSome notes from the reading- Deloitte (2011) Case for Diversity- Diversity is said to be accepted in business, but most of the time it is only about demographics, not diversity of thought- Inclusion: the extent to which employees feel valued and included by an organization- Companies shouldn’t strive for gender and race diversity, they should ask “how rich is our knowledge bank?”- Focus on individuality- Diversity of thought leads to engagement, innovation, and risk predictionDiversity- The Ethical CaseThere are many challenges to managing diversity:Personal Bias- when people have a personal opinion that some things are better than othersPrejudice- disliking a person or groups of people for unfair reasonsStereotyping- judging a group of things or people as all the same just because they share a similar characteristicDiscrimination- recognizing that things/people are different; can become negative if you’re treating people differently from others based on those differencesGlass ceiling- the highest accomplishment someone of a certain group can reach- Example: the discriminatory idea that women can only go so high in the workplace, hence why there are so few women CEOsThe Manager’s Role- Model and reward pro-inclusion behaviorso Open environment, collaborative and shares goals with employees- Acknowledge biases and stereotypes- Offer effective diversity programso Increase employer and employee knowledge about the three cases for diversityo Make training skill based for promoting inclusion in the workplaceo Don’t approach diversity as a one-time detached