IndustrialOccupational Social Work Practice

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Chapter 12 The Inclusive Workplace Level
IInclusion Through Diversity Within the Work
Organization

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Inclusion Through Diversity within Work
Organizations

• Diversity within work organizations
• relates to the organizations internal relations
  with its own employees
• reflects the micro system level, that of
  individuals and groups within the organization

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Inclusion Through Diversity within Work
Organizations
Box 12.1. The Inclusive Work Place The Value
Base for Level I Inclusion and Diversity Within
Work Organizations
Value Frame
System Level
Exclusion
Inclusion
Conformity to pre-established organizational
values and norms that reflect the majority or
main stream
Pluralistic, co-evolving organizational culture
that keeps changing to reflect diversity of
values and norms
Individuals and Groups Within Organizations
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Inclusion Through Diversity within Work
Organizations
Box 12.3. The Inclusive Work Place The Practice
Model for Level I Inclusion and Diversity within
Work Organizations
Benefits
Barriers
Individuals
Organization
Discrimination Prejudice Perception of threat to
job security

• Access to advancement and job promotions
• Improved income and benefits
• More decision making power

• Business growth and productivity
• Cost savings (e.g., lower turnover, less
  absenteeism)
• Positive image with employees, customers and
  financial institutions

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Level I Case IllustrationDennys Inc

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Level I Case Illustration Dennys Inc.
The Issue

• In the early 1990s, many accounts of denial of
  service, discrimination and mistreatment from
  African-Americans who visited Dennys came forth.
  This resulted in two class-action lawsuits that
  accused Denny's of repeated civil-rights
  violations, including
• Requiring African-Americans to prepay for meals,
• Limiting the number of African-American patrons
  during certain times,
• Denying complimentary "birthday meals" for
  African-Americans, and
• Forcing the removal of African-Americans from its
  restaurants.
• The problem was systemic, as evidenced by other
  practices. Denny's had only one African-American
  franchisee and had no minority suppliers in the
  early 1990s. Denny's board of directors consisted
  almost exclusively of white men.

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Level I Case Illustration Dennys Inc.
The New Face of Dennys

• After paying 54 million to settle the lawsuits,
  Denny's went major changes to improve the level
  of diversity within the company as well as to
  improve employees treatment customers, including.
  
• Denny's hired a new CEO, Jim Adamson, in 1995.
  Upon starting,Adamson create a Chief Diversity
  Officer position filled by Rachelle
  Hood-Phillips.
• Together Hood-Phillips and Adamson implemented
  many changes , including methods to effectively
  measure and track diversity, initiatives to link
  diversity to a manager's bonus and well
  implementing diversity trainings.
• Hood-Phillips and Adamson also made substantial
  improvements in the diversity of employees by
  increasing the number of minority franchise and
  increased its purchases from minority-owned
  suppliers.

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Level I Case Illustration Dennys Inc.
Questions for Discussion and Further Analysis

• Could Denny's have managed their diversity issues
  better? Why or why not?
• Why do you think Denny's is facing continuing
  discrimination lawsuits? Do the lawsuits indicate
  that Denny's policies and practices are not
  working? Are there other explanations? If you
  were a consultant, what would you advise the
  company to do at this point? 
• Jim Adamson stated that he would fire anyone who
  discriminated or challenged his new policies.
  What message did this statement send to the
  employees? What impact do you think it had on
  employee morale and customer relations?
• Was Jim Adamson effective in improving Denny's
  diversity and public image? Why or why not?