2: Chapter Managing Diversity: Releasing Every Employee's Potential
Managing Diversity:
Fact- fully one-third of all U.S. corporate profits are earned from international trade Understanding culture is more of a problem than understanding languages Diversity- the host of individual differences that make people different from and similar to each other- many different dimensions among people
Four Layers of Diversity:
Personality Internal dimensions External dimensions Organizational dimensions (Figure 2-1, page 48)
Some Terms:
Discrimination- occurs when employment decisions are based on factors that are not job related Affirmative action- focuses on achieving equality of opportunity in an organization (artificial intervention) Managing diversity- organizational action to enable all people to perform up to their maximum potential
Diversity Issues:
Changing workforce demographics Women in the workforce glass ceiling People of color Immigrants in the U.S. Occupational requirements & underemployment The aging workforce Earlier career plateauing (fewer organizational levels)
Competitive Advantage of Managing Diversity:
Lower costs & improved employee attitudes Improved recruiting efforts Increased sales, market share, and corporate profits Increased creativity and innovation Increased group problem solving and productivity
Barriers & Challenges to Diversity:
Inaccurate stereotypes and prejudice Ethnocentrism Poor career planning Unsupportive and hostile working environment for diverse employees Lack of political savvy the on part of diverse employees
Barriers & Challenges (continued):
Difficulty in balancing career and family issues Fears of reverse discrimination Diversity is not seen as an organizational priority Need to revamp organizational performance appraisals and reward systems Resistance to change
Accountability for Diversity:
Top management's personal intervention Internal advocacy groups Emphasis on CEO statistics & profiles Use diversity in performance evaluations Use diversity in promotion decisions Use diversity in succession planning Work and family policies Policies against racism and sexism Internal audit or attitude survey Active AA/EEO committee
Development for Diversity:
Diversity training program Networks and support groups Training for all managers Informal networking activities Job rotation Formal mentoring program Informal mentoring program Training for new hires Internal training for language and safety Recognition events and awards
Development Practices:
Targeted recruitment of non-managers Key outside hires Extensive exposure on diversity (AA) Change corporate image be progressive Partnership with educational institutions Recruitment incentives such as cash Internships Publications or PR Targeted recruitment of managers Partnerships with nontraditional groups
Questions for Class Discussion:
How do you foster diversity in student teams? How well does the university do in welcoming international students? What can be done to encourage more students of color to major in business?