Diversity Management Revised Sept No Case Study

8/8/2019 Diversity Management Revised Sept No Case Study

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Diversity Management


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Objectives

To provide an understanding of diversityand diversity management principles


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Overview

Define Diversity and Diversity Management

EEO vice Diversity

Business Case for Diversity Management

Barriers for Diversity Strategies for Inclusion


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What is Diversity?


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Elements of Diversity

Age

Gender

Ethnicity

Race

Physical Ability

Sexual Orientation

Physical

Characteristics

Income

Education

Marital Status

Religious Beliefs

Geographic

Location

Parental Status

Personality Type


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Diversity:

The uniqueness of allindividuals;includeseveryone.


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Diversity vice EEO/AA

EEO - Laws that guarantee all people the right to applyand be evaluated for employment, regardless of their

race, color, sex, national origin, religion, age, ordisability.

Affirmative Action - Workforce profile improvement

throug

hrecruiting, retention, and promotions

Diversity Represents the unique values, culture andcharacteristics of all individuals; includes everyone.


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Three Rs

EEO = Requirements

Affirmative Action =

Representation

Diversity = Relationship


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Diversity Quiz


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Principles ofDiversity Management

Establish a business strategy for effectively

managing a diverse workforce

Create a positive work environment

Promote personal and professional

development

Empower all people to reach their full potential

Attract talent that reflects America

Remove barriers thathinder progress


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Potential Benefits of an EffectiveDiversity ManagementProgram

Improve organizational performance

Help prevent unlawful discrimination or

harassment incidents

Improve workplace relations

Build more effective work teams

Improve organizational problem solving

Improve customer service

Enh

anced recruitment efforts


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Diversity Managementbuilds

upon EEO, but does not replace it


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By 2050, the U.S. population is expected toincrease by 50% and minority groups will make

up nearly half of the population. The populationof older Americans is expected to more thandouble. One-quarter of all Americans will be ofHispanic origin. More women and people with

disabilities will be on the job.

U.S. Department of Labor, Futurework: Trends and Challenges

for Work in the 21st Century. Washington, D.D. (Labor Day 1999).


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Changes in Demographics Create Tension

Tension challenges our conditioning and

perceptions about the nature of things

Tension creates both dangers and

opportunities


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NESDIS Workforce Analysis by Race & National Origin

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

90.00%

PercentageinWork

force

Nat'l CLF - Sci, Eng, & Comp 78.88% 5.41% 4.28% 11.10% 0.33%

NESDIS - Sci, Eng, & Comp 83.05% 8.80% 1.29% 6.87% 0.00%

Nat'l CLF - All Positions 73.98% 10.67% 10.87% 3.81% 0.66%

NESDIS - All Positions 77.82% 16.13% 1.78% 4.15% 0.12%

White Black Hispanic Asian Amer. Indian


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NESDIS Workforce Analysis by Gender

0

10

20

30

40

50

60

70

80

90

PercentaeofWorkforce

Nat'l CLF - Sci, Eng, & Comp 76.4 23.6

NESDIS - Sci, Eng, & Comp 79.6 20.4

Nat'l CLF - All Positions 53.2 46.8

NESDIS - All Positions 65.7 34.3

Male Female


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Making heads count is moreimportant than counting heads


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What are the barriers in theorganization that prevent amore balanced workforce?


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Strategies for Inclusion

(Hope is not a strategy)


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The Value of Mentoring

Without regard to race, gender, religion,

national origin .

Inconvenience yourself to show someoneelse the way

Unleash someone elses potential


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RecruitmentAlternatives

Entry level Upward Mobility Positions

Bridge Positions

Special Appointing Authorities

Schedule A for severe disabilities

Veterans ReadjustmentAppointment

Outstanding Scholar

Student EmploymentPrograms

All Sources Announcements


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Outreach

Efforts Minority Serving Institutions (MSI) Program

Cooperative Science Centers

Undergraduate & Graduate Science Programs Environmental Entrepreneurship Program

Educational Outreach

Bring Your Child to Work Day

Community and Civic organizations


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Professional Development

Identify training and development needs forall employees

Utilize Individual DevelopmentPlans

Rotational & Developmental Assignments

Rotate acting supervisor


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Mind Your Business

at theW

orkplace

You donthave to endorse what you

have to tolerate to create respectfulworkplace to get the job done.


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If values clash, we can . . .

Celebrate

Tolerate

But not discriminate


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Summary

Diversity management is about full utilization

of people with differentbackgrounds andexperiences.

Effective diversity management strategy hasa positive effect on cost reduction, creativity,problem solving, and organizational flexibility.


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Video:

AFair Wayto

Manage Diversity


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If we could shrink the earth's population to a village ofprecisely 100 people, with all the existing human ratiosremaining the same, it would look like this. There would be:

61 Asians

12 Europeans

14 from the WesternHemisphere, both north and

south 13 Africans

50 would be female

50 would be male

74 would be nonwhite 26 would be white

67 would be non-Christian

33 would be Christian

89 would be heterosexual

11 would be homosexual

6 people would possess 59%of the entire world's wealthand all 6 would be from the

United States 80 would live in substandardhousing

14 would be unable to read

33 would die of famine

1 would be near death;

1 would be near birth

7 would have a collegeeducation

8 would own a computer

Documents

Diversity Management Revised Sept No Case Study