Ch. 5 Equal Employment and Diversity Management

1
Ch. 5 Equal Employment and Diversity Management

• Equal Employment Opportunity
• Affirmative Action
• Non-discriminatory practices

2
Race, National Origin, and Citizenship Issues
3
2006 Charge Statistics from EEOC
Note Because individuals often file charges
claiming multiple types of discrimination, the
total percentages may exceed 100. Total charges
75,428.
Source U.S. Equal Employment Opportunity
Commission, 2006, www.eeoc.gov/stats/charges.html.
4
Sex/Gender Issues

• Avoiding Pay Inequity
• Include benefits and other items of remuneration
  to calculate pay
• Inform employees of pay practices
• Base pay on the value of performance and
  job-related factors
• Benchmark pay against local and national markets
• Conduct internal audits to detect gender-based
  inequities and ensure that pay is fair.

5
Female Annual Earnings as Percentage of Male
Earnings
Source U.S. Department of Labor, Bureau of Labor
Statistics, 2006, www.bls.gov.
6
Women as Percentage of Total Employees by
Selected Industries
Source U.S. Bureau of Labor Statistics,
Employed Persons by Detailed Industry and Sex,
2006, www.bls.gov.
7
Sex/Gender Issues

• Women in the workforce
• Nontraditional jobs
• Glass ceilings, walls and elevators
• Nepotism
• Communication

8
Sex/Gender Issues Breaking the Glass

• Alternative work arrangements
• Organizational diversity goals
• Mentoring
• Increase top management diversity

9
Sex/Gender Issues

• Sexual Orientation
• Courts and EEOC have ruled that sex
  discrimination under CRA Title VII applies to a
  persons gender at birth.
• Claims include hiring, firing, promotion processes

10
Sexual Harassment and Workplace Relationships

• Consensual Relationships and Romance at Work
• Workplace romances are risky
• Policies prohibiting them are up substantially

11
Types of Sexual Harassment
12
Potential Sexual Harassers

• Supervisors
• Coworkers
• Other employees
• Former employees
• Customers
• Vendors

13
Addressing the Issue of Sexual Harassment

• Sexual harassment policy
• Communicated
• Consistently enforced
• Training for awareness, behavior changes
• Enabling complaints
• Taking them seriously
• Taking action

14
Sexual Harassment Liability Determination
Source Virginia Collins, PhD, SPHR, and Robert
L. Mathis, PhD, SPHR, Omaha, Nebraska.
15
Age Issues and EEO

• Discrimination against older overqualified
  workers
• Age discrimination in workforce reductions
• Attracting, retaining, managing older workers
  (protected class)

16
HR Managers Views of Older Workers
17
Disabled Workers and Applicants

• Recruiting and selecting individuals with
  disability
• New disabilities
• Mental disabilities
• Life-threatening illnesses

18
Common Means of Reasonable Accommodation

• Modified work schedules
• Special equipment
• Job redesign
• Reassignment
• Employer-provided assistance

19
Religion and Spirituality in Workplaces
20
Affirmative Action

• Affirmative Action
• Employers urged to hire from protected classes to
  make up for historical discrimination.
• Affirmative Action and the Courts
• Courts have upheld AA, but recently have limited
  it somewhat.
• Reverse Discrimination
• Occurs when a person is denied an opportunity
  because of preferences given to protected-class
  individuals who may be less qualified.

21
Debate on Affirmative Action
22
Affirmative Action Plan (AAP)

• Federal government contractors with more than 50
  employees and over 50,000 in government
  contracts annually
• Required to document the inclusion of women and
  racial minorities in the workforce.
• Covered employers must submit plans to narrow gap
  between the composition of workforce and
  composition of labor markets where they obtain
  employees.

23
Components of an Affirmative Action Plan (AAP)
24
Managing Diversity Tangible Indicators

• Age
• Marital and family status
• Disability
• Race/ethnicity
• Religion
• Gender
• Sexual Orientation

25
Managing Diversity
26
Approaches to Diversity and Their Results
27
Common Diversity Management Components
28
Diversity Training