Diversity in Organizations: Survey Results

1
Diversity in Organizations Survey Results

• Authors Richard S. Andrulis, Ph.D.
• Professor, Human Resource Development and
  Psychology Departments
• And
• Megan Mulka, MS Candidate
• Villanova University
• Presented at 28th International Congress of
  Psychology
• Beijing, China August 8-13, 2004

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Traditional Diversity Definition

• Refers to demographic characteristics of
  ethnicity, religion, gender, nationality,
  disability, age, education, and sexual
  orientation
• Comprised of two components
• How diversity is managed in organizations
• How organizations comply with federal and state
  laws

3
Managing Diversity vs. Equal Employment
Opportunity

• Managing Diversity is the strategic alignment of
  a companys mission with the diversity of the
  work force.
• Equal Employment Opportunity is the companys
  responsibility to adhere to federal and state
  laws related to discrimination.

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Diversity Comparisons Drivers

• Managing
• Diversity
• Internal organizational factors
• Business strategy
• Increasing organizational effectiveness
• Creating an organizational culture that values
  diversity

• Equal Employment
• Opportunity
• External factors, specific federal laws
• Focuses upon operational issues
• Seeks social justice
• Emphasizes individual rights

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Why Diversity?

• In 20 years, minorities will outnumber
  non-minorities in the United States
• Diversity management generates organizational
  benefits such as
• Competitive advantages in the marketplace
• Employee recruitment and retention, as job
  seekers are attracted to companies with a history
  of employment and promotion
• Strong financial benefits due to organizations
  compliance with regulatory policies
• Diverse teams more likely to be creative,
  innovative, and make better decisions
• Increased morale and job satisfaction
• Attract and meet the needs of clients, employees,
  and customers

6
Diversity Redefined

• Given the scope of importance and the evolving
  nature of diversity, a new definition is
  necessary that combines the traditional
  definition with the introduction of concepts
  related to a companys operations.

7
Diversity Redefined Continued

• Managing diversity includes concepts related to
  an organizations operations, such as how well
  minorities are represented in the workforce
• It promotes diversity through Education
  Training and Community Outreach
• EEO focuses on creating fairness in the treatment
  of employees
• Its these themes of Representation, Tolerance,
  Education Training, and Outreach which must be
  more clearly identified.

8
Comprehensive Definition

• Diversity is a broad-based initiative undertaken
  by a company to include the demographic
  characteristics of both its workforce and
  community, as expressed in its day-to-day
  operations
• Representation the extent to which members of
  minority groups are actively recruited and
  integrated into organizations.
• Tolerance the extent to which organizations
  ensure compliance with the law.
• Education and Training the extent to which
  organizations promote diversity through education
  and training programs.
• Outreach Initiatives the extent to which
  efforts are made to integrate diversity in the
  culture by promoting diversity programs and
  policies.
• See Table 1 on next slide for illustration

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Table 1- Diversity Elements and Themes
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Diversity Measures Scales

• Representation 13 questions such as
• Ethnic minorities have positions of power within
  the company
• Most employee workgroups/teams are comprised of
  people with different ethnic/cultural backgrounds
• Tolerance 15 questions such as
• This company does not tolerate discriminatory
  comments among employees based on sex
• This company actively pursues employees who
  violate any company policy related to diversity
• Education and Training 16 questions such as
• There are training programs available for all
  aspects of cultural diversity
• The training programs include information about
  disciplinary actions of the company for violation
  of company diversity policy
• Outreach Initiative 33 questions such as
• This company offers diversity educational
  programs to communities
• This company seeks financial contract
  arrangements with disability related businesses
  within the community

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Purpose of Study

• Examine organizations scope of diversity by
  determining how well companies integrate
  different diversity qualities (sex, race, etc.)
  into the operational functions of a company
  Representation, Tolerance, Education Training,
  and Outreach.

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Methodology/Sample

• Measurements derived from 130 surveys randomly
  distributed to HR Professionals.
• HR Professionals permeate the fabric of
  organizations and are on the forefront of a
  companys diversity programs.
• The following industries are highly represented
  in sample
• Health Services
• Manufacturing
• Production and Plant Operations
• Sales and Promotion
• Administrative, Business, and Clerical

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Table II - Results/Descriptive Statistics
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Results Continued

• Five industries were dominant in responses
• Health Services, N 27
• Administrative Business, N 21
• Manufacturing, N 20
• Sales, N 15
• Education, N 9
• Northeast area of the U.S.A. was dominant
  location for principal operations N 115
• Physical setting of primary location was
• Suburbia, N 83
• Urban, N 40
• Rural, N 7
• Participants were in management, N 37 and
  non-management, N 57 positions

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Table III Subscale Scores for Diversity Themes
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Table IV t Test Analysis
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t Test Analysis Continued

• Outreach Initiatives mean scores were
  significantly lower than the other 3 categories
• Tolerance mean was significantly higher than
  Representation
• Tolerance mean was significantly higher than
  Education and Training

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Results Continued

• Organizations approaches to diversity are
  focused on equal opportunity rather than managing
  diversity
• (Evidenced by higher scores in Tolerance)
• Organizations focus initiatives on legislative
  compliance rather than a culture that integrates
  diversity into its philosophy
• (Evidenced by lower scores in Outreach)
• Companies focus on internal aspects of diversity
  rather than community outreach
• (Evidenced by higher scores on Tolerance
  Representation and lower scores on Education
  Training and Outreach)

19
Results Continued

• When the four subscales were compared across
  industries, no meaningful statistical differences
  were found
• No one industry stands above others in any of the
  four subscale scores

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Why Include Outreach?

• Organizations reach to the community for
  employees, customers, and suppliers
• Community provides organization with its vitality

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Conclusions

• While many articles have been written regarding
  the importance of managing diversity, there is
  little evidence to support the extent to which
  diversity is integrated into an organization
• This information explains how companies are not
  actively creating and implementing programs that
  enable a culture to reflect diversity principles
  into its operating philosophy