ORGANIZATIONAL CHOICES

1
ORGANIZATIONAL CHOICES
2
THE NEED FOR ORGANIZATIONAL RESPONSES

• QUESTION IF PEOPLE IN THE FIRM UNDERSTAND
• AND MANAGE THEIR DIFFERENCES IS THERE A
• NEED FOR ORGANIZATIONAL RESPONSES?

3
ORGANIZATIONAL RESPONSES ARE NEEDED BECAUSE

• THEY SET THE CONTEXT FOR INDIVIDUAL RESPONSES
• PAST VALUES, NORMS AND PRACTICES HAVE SHAPED THE
  ORGANIZATIONAL PROCESSES, STRUCTURES, POLICIES
  AND PRACTICES
• THESE NEED TO BE REVIEWED, REVISED,
  RECONSTITUTED.
• NEW PROCESSES, STRUCTURES, PLOICIES AND PRACTICES
  MAY NEED TO BE INSTITUTED
• PEOPLES DIVERSITY COMPETENCIES MAY NEED TO
  UPGRADED AS A WHOLE.

4
STARTING POINT

• AN EXPANSIVE DEFINITION OF DIVERSITY WHICH
  INCLUDES
• INTERNAL AND EXTERNAL DIVERSITY
• IN ALL OF THEIR SALIENT MANIFESTATIONS

5
THE ADVANTAGES OF AN EXPANSIVE VIEW

• PROACTIVE BUSINESS OPPORTUNITY AND IMPERATIVE
• REACTIVE LEGAL, REGULATORY AND MORAL IMPERATIVE
• PROJECTS THAT IT IS ALL INCLUSIVE. THERE IS
  SOMETHING IN IT FOR EVERYONE
• LEARNING TO DEAL WITH ONE ASPECT OF DIVERSITY
  HELPS IN RESPONSES TO ANOTHER FORMS OF IT
• HIGHLIGHTS UBIQUITY OF DIFFERENCES AND
  SIMILARITIES IN THE ORGANIZATION

6
DEFINING DIVERSITY

• WORKFORCE DIVERSITY
• IDENTITY GROUPS
• SITUATIONAL DIVERSITY
• BEHAVIORAL DIVERSITY
• STRUCTURAL DIVERSITY
• FUNCTIONAL
• DIVISIONAL
• HIERARCHICAL
• INTER-ORGANIZATIONAL
• BUSINESS DIVERSITY
• MARKETS
• PRODUCTS
• OPERATING

7
UNDERSTANDING ORGANIZATIONAL RESPONSES

• MOTIVATORS
• -FELT
• -ESPOUSED
• MINDSET
• CHOICES
• IMPLICATIONS OF CHOICES
• METHODS
• WHAT METHODS
• WHO DRIVES
• METHOD/CIRCUMSTANCE
• MEASURES OF EFFECTIVENESS

8
MOTIVATORS

• LEGAL AND REGULATORY PRESSURES
• LABOR MARKET DEMOGRAPHICS
• GLOBALIZATION OF BUSINESS
• DIVERSIFYING CUSTOMER BASE
• EXTERNAL PRESSURES FROM COMMUNITY
• INTERNAL EMPLOYEE PRESSURES
• PERSONAL COMMITMENT

9
LEGAL AND REGULATORY MOTIVATORS

• GOVERNMENT RULINGS, LAWS, EXECUTIVE ORDERS, COURT
  DECISIONS
• INDIVIDUAL AND GROUP LAWSUITS
• GOVERNMENT INVESTIGATIONS PUBLICITY THEREOF

10
LEGAL PRESSURE INCREASES WITH

• VIGILANT ENFORCEMENT
• SOCIAL PRESSURES
• SIZE OF THE SETTLEMENT AWARDS
• PUBLICITY OF THE ENFORCEMENT RECORDS
• CIVIL RIGHTS ACT OF 1991
• JURY TRIALS
• COMPENSATORY AND PUNITIVE DAMAGES
• INSTEAD OF REINSTATEMENT BACK COMPENSATION

11
ISSUES W/ LEGAL PRESSURES

• ORGANIZATIONAL RESPONSE MAY BE
• CREATIVE AND CONSTRUCTIVE INITIATIVES
• PLAYING THE NUMBERS GAME
• FOCUS ON THE LETTER OF THE LAW
• JUST RELUCTANT COMPLIANCE
• A SOURCE OF CONFUSION WHEN FACED WITH BUSINESS
  DIVERSITY
• A RESORT TO LEGAL MINIMUM

12
LABOR MARKET DIVERSITY

• MAJORITY MINORITY STATES
• TEXAS
• HAWAII
• NEW MEXICO
• CALIFORNIA
• DC
• ARIZONA
• NEWYORK
• MARYLAND
• MISSISIPI
• GEORGIA

13
LABOR MARKET DIVERSITY

• NEED TO BE CONSIDERED IN THE GLOBAL CONTEXT
• VARYING IMMIGRATION AND ENTRY REGULATIONS
• ILLEGAL IMMIGRATION ISSUES
• JOB AVAILABILITY, ECONOMIC TRENDS, SKILL
  AVAILABILITY
• INFLUENCED BY GOVERNMENT AND CORPORATE POLICIES,
  WORLWIDE.

14
GLOBALIZATION PRESSURES

• TO UNDERSTAND AND COMPLY WITH FOREIGN LEGAL AND
  REGULATORY MANDATES
• TO UNDERSTAND AND COMPLY WITH DIFFERENT BUSINESS
  CULTURES
• TO IMPROVE DIVERSITY COMPETENCE

15
DIVERSIFYING CUSTOMER BASE

• BLACKS AND ASIANS 14 OF BUYING POWER
• 32 OF ASIANS gt75K INCOME
• 25 OF WHITESgt75 K INCOME
• ISSUES
• DONT TAKE MARKET DIVERSITY LITERALLY IN HR
  DECISIONS
• CAREFUL ABOUT PERCEIVED EXPLOITATION
• CAREFUL ABOUT BACKLASH TO AD TARGETED AD CAMPAIGNS

16
MINDSET

• DISCREET PROBLEM?
• DISCREET COMPETITIVE OPPORTUNITY/THREAT?
• CLUSTER OF RELATED BUSINESS ISSUES?
• EXTERNAL OR INTERNAL?
• BROADLY/NARROWLY DEFINED?
• PERSON BASED/ORGANIZATION-WIDE?
• QUICK FIX/LASTING REALITY?
• POWER/EDUCATION FOCUS?
• REACTIVEDEFENSIVE/PROACTIVE?
• MORAL/BUSINESS IMPERATIVE

17
METHODS

• CULTURAL AUDIT
• TRAINING
• RECRUITING AND HIRING INITIATIVES
• NETWORKS,TASK FORCES
• PERFORMANCE DEVELOPMENT/CAREER MANAGEMENT
• BENEFIT POLICIES/WORKING CONDITIONS
• EXTERNAL PROGRAMS

18
CULTURAL AUDIT

• EXPLORE THE MINDSET
• GENERATE A SHARED AGENDA
• IDENTIFY INSTITUTI0NAL BIASES
• INVOLVES EMPLOYEE SURVEYS AND CONFIDENTIAL
  INTERVIEWS
• IDENTIFY DIFFERENTIAL IMPACT OF POLICIES AND
  PRACTICES
• WHO WILL CONDUCT/ ANALYZE/REPORT AUDIT DATA?
• WHO WILL HAVE ACCESS TO AUDIT DATA?
• WHO WILL DETERMINE THE ACTION PLANS?
• ARE THE LEADERS COMMITTED?

19
TRAINING

• INTRO TO DIVERSITY, GENERAL/FIRM BASED
• FOCUSED AWARENESS PROGRAMS
• SKILL BUILDING WORKSHOPS
• TRAINING FOR TARGETED GROUPS
• HARRASSMENT WORKSHOPS
• INTEGRATED DIVERSITY TRAINING

20
DIVERSITY TRAINING ISSUES

• WHAT IS THE PURPOSE?
• WHO WILL BE TRAINED? SEQUENCE?
• WHO WILL PROVIDE THE TRAINING?
• DURATION OF TRAINING?
• FIT W/ THE GENERAL DIVERSITY AGENDA?
• FIT W/ THE GENERAL BUSINESS AGENDA?
• IS ANYBODY LEFT OUT? HOW TO DEAL W/ THEM?
• IS THE ENVIRONMENT SAFE?

21
RECRUITING AND HIRING INITIATIVES

• EXPAND RECRUITING SITES
• REVIEW AND REVISE JOB SPECIFICATIONS
• TARGETED EXPANSION OF THE POOL
• TRAIN/RETRAIN RECRUITERS/INTERVIEWERS
• MONITOR HIRING GOALS (Not quotas!)
• CREATE AN INCLUSIVE ENVIRONMENT
• INTEGRATE SENIOR LEVELS

22
NETWORKS AND TASK FORCES

• SUPPORT GROUPS/NETWORKS
• FORMAL/INFORMAL
• SOCIAL NETWORKS
• AUTONOMOUS NOT CONTROLED
• ADVISORY/ADVOCACY/REPRESENTATIVE FUNCTIONS
• ADVISORY TASK GROUPS
• FORMAL UNITS
• AD HOC OR STANDING
• STUDY/DISCUSS MAKE RECOMMENDATIONS
• NEED POWER AND AUTHORITY SOMEHOW
• DISCUSSION GROUPS
• REGULAR MEETINGS
• DISCUSS DIFFICULT TOPICS
• CONNECT TO BUSINESS ISSUES

23
PERFORMANCE DEVELOPMENT/CAREER MANAGEMENT

• IMPROVE PERFORMANCE APPRAISAL METHODS
• 360 EVALUATIONS
• FORMAL FEEDBACK SYSTEMS
• EXPLICIT EVALUATION SYSTEM
• INCLUDE EMP. DEV. IN EVALUATION CRITERIA
• NO NUMBERS GAME
• COACHING AND MENTORING PROGRAMS
• FORMAL PROGRAMS FOR ALL NEW WORKERS
• TARGETED PROGRAMS FOR MW
• FORMAL/VOLUNTARY
• CAREER PATH ASSESMENT AND MONITORING
• IDENTIFY CRITICAL SKA, VISIBILITY,RELATIONSHIPS
  ETC.
• IDENTIFY ENTRY POINTS AND CAREER PATHS

24
WORKING CONDITIONS/BENEFITS

• CAFETERIA BENEFITS
• FLEXIBLE WORK SCHEDULES
• HOME WORK
• DISTANCE WORK
• WORK SHARING
• TIME-OFF ARRANGEMENTS

25
MEASUREMENT OF EFFECTIVENESS

• ANNOUNCE GOALS/TIMEFRAME AND MEASURES TO EVERYONE
• GO FOR MULTIPLE MEASURES OF SUCCESS
• INTERNAL AND EXTERNAL MEASURES
• CONNECT TO BUSINESS ISSUES
• CONNECT TO REWARD SCHEDULES
• CONNECT TO PRODUCTIVITY