Lecture Notes: Managing Diversity in the Workplace

Introduction

• Workplace Changes: Managing diversity is becoming increasingly critical for managers and organizations as the workplace evolves.

Demographic Changes in the US

• US Census Bureau Predictions:
  • White non-Hispanic Americans will decline from 61.7% (2015) to 43.7% (2060).
  • Black Americans will increase from 12.4% to 13%.
  • Asian Americans will rise from 5.3% to 9.1%.
  • Native Americans will slightly decline from 0.7% to 0.6%.
  • Hispanics: Rapid growth from 17.7% to 28.56%.
• Changes in Workforce Composition:
  • Women now hold 46.8% of US jobs, up from 38.2% in 1970.
  • White males declined from 63.9% (1950) to 42.8%.

Concepts of Diversity

• Definition: Variety in demographic, cultural, and personal differences.
• Affirmative Action: Steps to create employment opportunities for minorities and women.
  • Potential legal consequences for non-compliance.
  • Criticism for perceived preferential treatment.

Types of Diversity

• Surface-Level Diversity: Observable traits like age, sex, race, ethnicity.
• Deep-Level Diversity: Differences in personality, attitudes, learned through interactions.

Discrimination and Issues

• Age Discrimination: Older workers often impacted.
• Sex Discrimination: Related to the "glass ceiling."
• Sexual Orientation Discrimination: Based on sexual preferences.
• Racial and Ethnic Discrimination: EEOC receives numerous complaints annually.
• Disability Discrimination: Misunderstanding about capabilities despite evidence of performance.

Personality and Dispositions

• Personality Traits:
  • Extraversion vs. Introversion
  • Emotional Stability
  • Agreeableness
  • Conscientiousness
  • Openness to Experience

Paradigms for Managing Diversity

• Discrimination and Fairness Paradigm: Equal opportunity and compliance with laws.
• Access and Legitimacy Paradigm: Acceptance of differences to match external diversity.
• Learning and Effectiveness Paradigm: Integrating deep-level diversity into work.

Managing Diversity

• Principles for Diversity Management:
  • Follow equal employment laws.
  • Respect group differences without prioritizing them.
  • Find common ground.
  • Tailor opportunities to individuals.
  • Maintain high standards.
  • Solicit both positive and negative feedback.

Diversity Training and Programs

• Types of Training:
  • Skill-Based: Practical management skills.
  • Awareness: Raising awareness of diversity issues.
• Diversity Audits and Pairing:
  • Assessments of policies and employee attitudes.
  • Mentoring and diversity pairing to change stereotypes.

Conclusion

• Effective Diversity Strategies:
  • Diversity mentoring and appointing diversity managers were highlighted as effective but underused strategies.

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