Chapter 8: Managing the Diverse Workforce
Managing Diversity –
Involves, first, such basic activities as recruiting,
training, promoting, & utilizing to full advantage individuals with
different backgrounds, beliefs, capabilities, & cultures.
It also means understanding & deeply valuing employee differences to
build a more effective & profitable organization.
LO1: How do changes in the U.S. workforce make diversity a critical organizational
Brown v. Board of Education
Supreme Court decision in 1954 declared
segregation unconstitutional, setting the stage for laws including the Civil
Rights Act of 1964.
Today, nearly half of the U.S. workforce consists of women, 14% of U.S.
workers identify themselves as Hispanic or Latino, & 11% are black. One-
third of all businesses in the U.S. are owned by women, employing about
20% of America’s workers. Two-thirds of all global migration is into the
Companies are recognizing that accommodating employees’ differences
pays off in the business. Managers are also realizing that their customers
are becoming increasingly diverse, so retaining a diversified workforce
can provide a significant competitive advantage in the marketplace.
differences include religious affiliation, age, disability, status,
military experience, sexual orientation, economic class, educational level,
& lifestyle, as well as gender, race, ethnicity, & nationality.
Thus, managing diversity may seem to be a contradiction. It means being
acutely aware of characteristics
to a group of employees, while
also managing these employees as
Managing diversity means
not just tolerating or accommodating al sorts of differences to the
One of the most important developments in the U.S. labor market has been
the growing number of women working outside the home:
Women make up about 46% of the workforce.