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Managing Employee Diversity
October 22, 2007
DiversityIt describes a wide spectrum differences between people.Groups of individuals share characteristics that distinguish them from other groups.The differences between groups are smaller than the differences within groups.Classifying people into group types often leads to false stereotypes because it incorrectly assumes that group averages apply to all individuals in the group.
Diversity in the organization
A powerful competitive edge
The ability to foster creativity
Improve problem solving
Provide greater flexibility
Make the firm more attractive to a broad labor market
The Faces of Diversity
Advantages
Better market access
Better Team Performance
Improved International Competition
Multiple points of view
Disadvantages
Pressure towards homogenization
Lower cohesiveness
Confusing diversity with Affirmative Action
Interpersonal Conflict and Tension
The U.S. workforce : a mosaic of diverse cultures and groups
African Americans
11.3 % population11.8 % workforce
Asian Americans
3.6 % populationWide variety of races ethnic groups and nationalities
Disabled Americans50 million Americans55.8% are employedAccommodating disabled employees is less expensiveForeign-Born
AmericansAbout 10 percent of U.S. populationAbout 820,000 immigrants enter the U.S. legally every year
Hispanic AmericansAbout 28 million people (10 percent of U.S. population)Actual number is around 40 million people
Homosexuals:Estimated to be between 1 to 10 percent of the populationNo federal laws to protect
Older WorkersThe average age of the U.S. workforce is expected to reach 42 by 2010.Negative stereotypes: inflexible, resisting to learning new skills, and coasting until retirementWomen
Half of the labor force is femaleGlass ceiling and sexual harassment issues
Building on DiversityManagement Commitment:
Top management commitment
Linking diversity initiatives to business strategies and objectives
Management responsibility and accountability
Diversity audits
Developmental activities
Encouraging diversity networks
Accommodating family needs
Top Management Commitment
Question to improve diversity:
How can we develop all employees so that they are ready for opportunities that arise in the company?How can we be sure that minorities and women gain access to better jobs, as they become available?How can we make sure that we give minorities and women opportunities without discriminating against white men?How can we show all employees that we value their contributions?How can we change attitudes of both employees and customers?Will the same approach work for new employees and those with many years of service?
Linking Diversity to Strategies and Objectives
Should be key components of corporate mission statements
Inclusion in corporate handbooks
Examples:
Diversity briefing for senior management
Networking groups
Linking diversity performance to other corporate objectives
Benchmarking with other companies
Management Responsibility and Accountability
“Diversity is not likely to become part of management and employee priorities without
real accountability for specific objectives.”
360-degree feedback – multirater feedback from peers, suppliers, other levels of management, and internal and external customers
Employee surveys
Performance appraisals
Self-evaluation
Diversity Audits
Can help reveal possible sources of bias
Indicators or factors used in the audit can also be used to measure whether corrective actions have the desired effects
Developmental Activities
Diversity TrainingDiversity is about each person coming to terms with attitudes, beliefs, and expectationsIt is big enough to include everyoneNo is the target to blameHuman beings are ethnocentricThe human species resists changeHuman beings find comfort and trust in likenessIt is difficult for people to share power
Senior MentoringDiversity Learning LabsApprenticeships
Encouraging diversity networks
Offers a nurturing environment to people
Company leaders may encourage employees to become part of international teams
Accommodating Family Needs
Day-care assistanceFlexible work schedules Compressed work weeksJob sharingTelecommutingCare assistance for elderly dependentsPaid time off to care for family members who are illPaid parental leaveKeeping relocations to a minimumGiving a high priority to finding a position for spouse within the firmJob search assistance to relocated spouses