Workforce Diversity

1
Workforce Diversity

• HRM Implications

2
Values Exercise

1. List your personal values.
2. Check each one that applies to you in the context
   of your job (line one).
3. Check each one that applies to your organization
   (line two).

3
Organizational Culture

• A set of collective, communicated beliefs and
  values that influence behavior throughout the
  organization

4
OC Considerations

• Decision-making
• Communication
• Ambiguity
• Risk
• Achievement
• Individualism vs. collectivism
• Accountability
• Diversity

5
If organizations want to remain competitive in
the marketplace, diversity has to be a part of
the strategic goal.

• Susan Meisinger
• President
• Society for Human Resource Management

6
By 2008, women minorities are expected to
comprise up to 70 of new entrants into the
workforce

• Approximately 40 of all American consumers are
  non-White.
• Spending among African Americans, Asian Americans
  Hispanic Americans is estimated to exceed 650
  billion annually.

7
Diversity

• Any perceived difference among people age, race,
  religion, functional specialty, profession,
  personality, sexual orientation, geographic
  origin, lifestyle, tenure, position

8
Diversity Management

• Ensuring factors are in place to provide for
  encourage the continued development of a diverse
  workforce by merging actual perceived
  differences among workers to achieve maximum
  productivity the ability to use the talents of
  people from various backgrounds, experiences
  perspectives

9
Why manage diversity?

• To establish maintain a competitive advantage
  in an increasingly heterogeneous society

10
Achieving diversity goes beyond political
correctness

• It is fostering a culture that values individuals
  their wide array of needs contributions

11
A challenge for managers

• Is to recognize that people with common, but
  different characteristics from the mainstream,
  often think, act, learn communicate differently

12
Every person, culture business situation is
unique

• There are no simple rules for managing diversity
  other than development of patience,
  open-mindedness, acceptance cultural awareness

13
Goal Cultural Competency

• A set of congruent attitudes policies that come
  together in a system to enable effective
  strategic goal attainment in the cross-cultural
  business environment

14
2010 Workforce Projections

• 36.3 increase in Hispanic workers
• 14 of U.S. population in 2006
• 20.7 in African-American workers
• 12 of U.S. population in 2006
• Decrease in mens share of the labor force
• Increase in 16-24 y/o
• Decrease in 25-54 y/o
• 50 increase in workers 55 or older
• 2012

15
Benefits of Diversity

• Improves corporate culture
• Improves employee morale
• Higher retention
• Easier recruitment
• Less complaints/litigation
• Increases creativity
• Less interpersonal conflicts

• Enables moves into emerging markets
• Improves client relations
• Increases productivity
• Improves the bottom line
• Maximizes brand identity
• Reduces training costs
• Fortune Magazine

16
Diversity Management Challenges

• Balancing individual needs with group fairness
• Dealing with resistance to change
• Ensuring group cohesiveness open communication
• Avoiding employee resentment backlash
• Retaining valued performers
• Maximizing opportunities for all

17
Women

• 48 of the workforce
• 73 female-male earnings ratio
• 55 account for at least ½ household income
• Male-dominated corporate culture
• Social norms-flexibility
• Single, sequencing mothers

18
Workers of Color

• Stereotypes
• Discrimination
• Dual socialization or biculturalism
• Role overload
• Misunderstandings
• Business practice differences

19
Older Workers

• Graying of America
• Worker shortage
• Health care field
• Recruiting
• Job restructuring
• Different careers
• Flexibility
• Productivity

20
People with Disabilities

• 19 U.S. population
• 56.6 are employed
• Preconceived notions
• Worker relationships
• Inconsistent management
• Reasonable accommodations

21
Immigrants

• Cultural differences
• Work ethics
• Adaptation
• Skill specialization
• Legal status
• Immigration Reform Control Act of 1986
• H-1B visa
• Temporary workers
• L-1 classification

22
Homosexuals

• Legal protection
• Dont ask, dont tell
• Key issues
• Hiring
• Intolerance
• Fear prejudice

23
HRM Suggestions

• Inclusive, diverse hiring practices
• Ongoing focus groups
• Ongoing diversity training programs with focus on
  human behavior
• Ongoing support groups
• Mentoring programs
• Apprenticeships
• Flexibility
• Management responsibility accountability

24
Potential Problems

• White male bashing
• Promotion of stereotypes

25
Strategic Diversity Management Lessons from IBM

• 1993 CEO Lou Gerstner
• Engage employees as partners
• 8 employee task forces
• Integrate diversity with management practices
• Support at the highest levels
• Link diversity goals to business goals
• Expand customer, distributor base

26
Embracing Diversity AFLAC

• Recruitment
• Online
• Referrals
• Retention
• 10 voluntary turnover
• Relationships
• Mentorship
• Professional training
• Open door policies
• Rewards
• Creativity in promoting diversity
• Reinforcement
• Volunteer diversity council
• Employee Appreciation Week