Management 12e richard draft chapter 13

Chapter 13
Managing Diversity

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13.1 Leaders in Corporate
Diversity

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Diversity in the Workplace


The differences people bring to the workplace
are valuable



The workforce is changing as organizations
build cohesive teams:
 Unprecedented generational diversity
 Aging workers
 Increased diversity
 Growth in women workers

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13.2 Milestones in Diversity

Sources: Spotlight on Diversity, ,special l
advertising section, MBA jungle (March-April
2003) and Xerox Corporate website
www news.Xerox..com

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13.3 Projected Changes in U.S. Labor Force,
2010 to 2022

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Diversity on a Global Scale


Diversity challenges concerning progression of
women into upper management positions



Europe has very complex social and cultural
systems



National cultures are intangible, pervasive, and
difficult to comprehend



It is imperative to understand local cultures

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Managing Diversity


Today diversity is defined broadly in terms of:
Race
Gender
Age
Lifestyle
Disability



Inclusive model includes all ways in which
employees are different (i.e., cultural upbringing)

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13.4 Traditional vs. Inclusive
Models of Diversity

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Diversity of Perspective


A broader and deeper base of
Ideas
Opinions
Experiences

For
Problem-solving
Creativity
Innovation
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13.5 Dividends of Workplace
Diversity

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Factors Shaping Personal Bias


Prejudice – different is deficient



Discrimination – acting on
prejudicial attitudes



Stereotypes – rigid, exaggerated,
and irrational beliefs

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13.6 Stereotyping versus
Valuing Cultural Differences

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Ethnocentrism


Your group or subculture is inherently superior
to other groups and cultures
Makes it difficult to value diversity



Business world and assumptions still somewhat
homogeneous



Organizations are shifting from a monoculture
view to pluralism and ethnorelativism

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Factors Affecting Women’s
Careers


There are advantages to hiring, retaining, and
promoting women in organizations



Men have higher wages and faster promotions
than women

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Factors Affecting Women’s
Careers


Women are favored in leadership roles for
demonstrating behaviors and attitudes that:
 Help them succeed in the workplace, a factor

called “female advantage”

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Factors Affecting
Women’s Careers
Glass ceiling – an
invisible barrier that exists
for women and minorities
that limits their upward
mobility in organizations

Opt-out trend –
women are
voluntarily leaving
the workforce for
various reasons

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Female Advantage


Women are more collaborative, less
hierarchical, relationship-oriented



Better able to deliver in terms of what modern
society requires of people

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Diversity Initiatives
and Programs


Companies believe that diversity initiatives help
maintain competitive advantage, and
Improving morale
Decreasing interpersonal conflict
Facilitating progress in new markets
Increasing creativity

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13.8 The Most Common
Diversity Initiatives

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Diversity Initiatives
and Programs


Enhancing structures and policies



Expanding recruitment efforts



Establishing mentor relationships



Increasing awareness of sexual harassment
 Generalized
 Inappropriate/offensive

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Diversity Initiatives
and Programs
Solicitation with promise of reward

Coercion with threat of punishment
Sexual crimes and misdemeanors


Multicultural teams – Teams made up of
members from diverse national, racial, ethnic,
and cultural backgrounds

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Diversity Initiatives
and Programs


Encouraging employee affinity groups
Based on gender or race, and are organized by

employees to focus on concerns of employees
from that group

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