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Building a Welcoming Work Environment and Encouraging Diversity

Human Resources Management and Supervision

1OH 1-1

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What Is Diversity?

Differences among people (employees, vendors, and guests)

All people must be treated equally without regard to race, color, national origin, or any other trait related to that person’s role at the foodservice operation.

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Bases of Possible Differences Between People

Gender

Age

Group affiliation

Physical/learning abilities

Physical/mental disabilities

Nationality

Ethic background

Skill level

OH 1-4

Bases of Possible Differences Between People continued

Sexual orientation

Physical appearance

Economic level

Skin color

Political references

Career goals

Religion

Race

Persons should not be discriminated against because of these factors.

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Employment Cycle

.

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Employment Cycle - continued

1.Note that (top-left of circle in the previous slide) the employment cycle begins when there is a need for additional employees, and potential staff members must be recruited.

2.The next steps in the cycle involve screening, hiring, and orienting employees to the operation.

3.Employees must also be supervised, developed, trained, evaluated, and rewarded for effective performance.

4.When employees leave the organization, there is a need for additional employees, and the employment cycle is repeated.

OH 1-7

Please Note

Please note that the definitions of the terms “applicants” and “candidates” may be misapplied in the some printings of the text book.

Applicants are the people who have applied for an open job.

Candidates are applicants who possess minimum job requirements and are being considered for a job opening.

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Benefits of a Diverse Working Environment

Creates a more enjoyable and productive workplace. A welcoming environment encourages all staff members to do their best.

Employees with different backgrounds look at the same situation and challenges from a variety of viewpoints, and this can lead to a more productive work environment and to better creative problem solving.

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Benefits of a Diverse Working Environment

Attracts more customers, Employees who live in the local community can often help to build new business from customers who want to visit operations that employ community residents.

Increases the labor pool. In today’s tight labor market, the size of the labor pool increases as diversity is encouraged.

Improves legal protection. Promoting diversity is the law!

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Avoiding Illegal Discrimination

Definition—Making an arbitrary distinction between job applicants or employees on any employment action on the basis of any personal characteristic protected under federal, state, or local laws

Employers cannot create or allow a hostile environment based on protected characteristics. A “hostile environment” is one in which someone is exposed to unwelcome, intimidating, offensive, or antagonistic behavior

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Federally Protected Personal Characteristics

Race

Color

Religion

Sex

National origin

Age (forty or over)

Disability

Military service

Pregnancy

Citizenship

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Federal Equal Opportunity Employment Laws

The ten federally protected characteristics are called “protected categories.”

Individuals who share a federally protected characteristic are called federally protected classes (groups).

Persons in federally protected classes (groups) along with all other persons cannot be discriminated against.

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Other Anti-Discrimination Requirements

Additional rules affect businesses contracting with the federal government and operations that accept federal grants or funds.

State and some local laws may also address equal employment opportunity.

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How Would You Answer the Following Questions?

1. The task of recruiting potential employees occurs (before/after) they are screened.

2. How many federally protected characteristics comprise the “protected categories” in federal equal opportunity employment laws?

3. The best way to ensure compliance with all laws is to treat everyone equally. (True/False)

4. Personal characteristics that are addressed in equal opportunity employment laws are referred to as federally protected ______.

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How Would You Answer the Following Questions? Answers

1. The task of recruiting potential employees occurs (before/after) they are screened.

2. How many federally protected characteristics comprise the “protected categories” in federal equal opportunity employment laws? Ten

3. The best way to ensure compliance with all laws is to treat everyone equally. (True/False)

4. Personal characteristics that are addressed in equal opportunity employment laws are referred to as federally protected categories.

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Let’s Define Terms!

Stereotypes—generalizations about particular groups of people that assume all members of the group are the same

Prejudice (bias)—general attitude about a person or group based on a judgment unrelated to abilities

Cultural tendencies—common ways of acting, based on beliefs and habits shared by persons in a group

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Diverse Employees Working as a Team

This diverse group of restaurant employees work together as a team in a welcoming environment.

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Prejudice and Stereotypes Affect the Workplace

Problems counter the benefits of diversity.

Actions may be contrary to law.

Results can create a culture of distrust and frustration.

Employees do not feel trusted or welcome, productivity will fall, and their willingness to work as team members will decrease.

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Limits the labor poolIncreases turnover; lowers moraleStifles new ideas, talents, and perspectivesIncreases conflict and misunderstandingDecreases productivityDecreases profitabilityDecreases customer serviceIncreases likelihood of discrimination claims and litigation

Negative Effects of Prejudice

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Increases the labor pool

Promotes the operation as a viable employerEncourages new ideas, talents, and perspectivesEncourages appreciation of other culturesCreates a positive work environment Builds business with new customersCreates an environment where a diverse group of customers is comfortableFulfills regulatory guidelines

Positive Effects of Diversity

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Promoting Diversity

Step 1 – Recruit for diversity. Recruitment of members of minority groups

should be an active process.

A recruiting goal should be to employ a diverse workforce.

Remember that the recruiting goal should be to encourage diversity while trying to find the best qualified persons regardless of race, color, national origin, or other differences.

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Promoting Diversity continued

Step 2 – Increase cross-cultural interaction. Develop a mission statement that emphasizes

diversity.

Develop policies/procedures driven by the mission statement.

Implement aggressive recruiting practices.

Assure that managers model expected behavior.

Conduct diversity training sessions.

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Promoting Diversity continued

Additional ways to increase cross-cultural interaction Improve communication.- managers should learn a

few words in the languages spoken by their employees

Assist employees with literacy problems.

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Promoting Diversity continued

Step 3 – Educate employees and set expectations. Employees must be educated about behaviors that are

and are not acceptable in the workplace. The Equal Employment Opportunity Commission

requires the posting of notices about laws prohibiting discrimination.

Continuing education about the value of diversity and the encouragement of tolerance should be ongoing.

Managers must set the expectation that harassment, hostility, prejudicial treatment, and stereotyping have no place in the operation.

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Promoting Diversity continued

Step 4 – Address issues and accountability. Look for signs of behavior or elements of a hostile

environment. Inappropriate joking, teasing, comments or

name calling, improper cartoons, posters or notes posted in common areas.

Stop discriminatory behavior as soon as it is seen or heard about.

Hold employees accountable for their behavior. Remember the long-range goal; focus on

correcting employees’ behavior.

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How Would You Answer the Following Questions?

1. Stereotypes can produce _______, which is a general attitude toward a person or group based on judgments unrelated to abilities.

2. Discriminatory treatment, including harassment, is _______.

3. Recruiting a diverse staff is typically all that is necessary to foster positive cross-cultural interaction. (True/False)

4. Teasing can be a sign of a hostile work environment. (True/False)

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How Would You Answer the Following Questions? Answers

1. Stereotypes can produce prejudice (bias), which is a general attitude toward a person or group based on judgments unrelated to abilities.

2. Discriminatory treatment, including harassment, is illegal.

3. Recruiting a diverse staff is typically all that is necessary to foster positive cross-cultural interaction. (True/False)

4. Teasing can be a sign of a hostile work environment. (True/False)

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Key Term Review

Affirmative action programs—executive orders or regulations that involve positive steps to eliminate existing, remedy past, and prevent future discrimination

Applicants—people who have applied for a job opening (Please note, this is the correct definition for applicants. The text on page 4 reversed the definitions of applicants and candidates.)

Bias—means the same as prejudice

Candidates—applicants who possess minimum job qualifications, and who are being considered for a job opening (Please note, this is the correct definition for candidates. The text on page 4 reversed the definitions of applicants and candidates.)

Cross-cultural interaction—meaningful communication among employees from diverse cultures and backgrounds

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Key Term Review continued

Cultural tendencies—manners in which persons in specific groups do things based on their beliefs and their habits

Discrimination—ability to notice differences

Diversity—differences among people

Executive orders (EOs)—proclamations issued by the President of the United States

Hostile environment—workplace situation in which someone is exposed to unwelcome intimidating, offensive, or antagonistic behavior, that interferes with his or her ability to perform a job and that is based on a protected characteristic

Immutable characteristics—factors, such as race and/or gender, that a person cannot change

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Key Term Review continued

Prejudice—general attitude toward a person, group, or organization based upon judgments unrelated to abilities.

Protected categories—race, color, religion, sex, national origin, age (40 or older), disability, pregnancy, citizenship, and military service for which federal laws prohibit discrimination

Protected classes—individuals who share characteristics in a federally protected category under EEOC laws

Protected groups—same as protected classes