Human resource management mondy 13th edition chapter 03

Human Resource
Management
13th Edition
Chapter 3
Workplace Diversity, Equal
Employment Opportunity, and
Affirmative Action

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Learning Objectives
• Discuss lesbian, gay, bisexual, and transgender
employees as a protected class.
• Describe diversity and diversity management and
explain the various components of the diverse
workforce.
• Identify the major laws affecting equal employment
opportunity.
• Describe the recent trend against employee retaliation.
• Identify some of the major Supreme Court decisions
that have had an impact on equal employment
opportunity and affirmative action.
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Learning Objectives (Cont.)
• Describe the Equal Employment Opportunity
Commission and explain the purpose of the Uniform
Guidelines on Employee Selection Procedures.
• Describe disparate treatment and adverse impact and

explain the Uniform Guidelines related to sexual
harassment, national origin, religion, and caregiver
(family responsibility) discrimination.
• Explain affirmative action as required by presidential
Executive Orders 11246 and 11375 and describe
affirmative action programs.
• Describe sexual harassment in the global environment.
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HRM in Action: Lesbian, Gay, Bisexual, and
Transgender Employees as a Protected
Class?
•Increased focus in political and workforce
arena
•Public tends to support equal rights for
gay people — with exception of right to
marry
•Many companies have policies in support
of LGBT employees
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3-4


Diversity
• Any perceived difference among
people
• More than equal employment and
affirmative action

• Creates workforces that mirror
populations and customers

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Diversity Management
Ensuring that factors are in place to:
• Provide for and encourage the
continued development of a diverse
workforce
• Meld actual and perceived
differences among workers

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Components of the Diverse
Workforce
• Single parents and
working mothers
• Women in business
• Mothers returning to
the workforce
• Dual-career families
• Workers of color
• Older workers

• People with
disabilities

• Immigrants
• Foreign workers
• Young persons, some
with limited education
or skills
• Baby Boomers, Gen
X, Gen Y, and Gen Z

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Single Parents and Working Mothers
• Number is growing
– 50% of marriages end in divorce
– Widows and widowers who have children
• 72% of mothers with children under 18 are in
workforce
• Being a mother does not significantly change
young women's career ambitions

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Women in Business
• Prominent rise in number of women in labor
force
• Entering labor force in high-paying,
professional jobs and women dominating
health-care sector
• Women make up majority of American

workforce
• Many opt out of corporate life
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Mothers Returning to the
Workforce
• More new mothers are leaving the labor
force only to return later
• Some firms are trying to recruit them to
return to labor force
• Some employers have programs that help
their employees leave and later return

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Dual-Career Families
• Both husband and wife have jobs and
family responsibilities
• Children often have both parents working
outside home
• Often turn down relocations
• Want more workplace flexibility

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Workers of Color
• By 2016, 43% of new job applicants will be

people of color
• Often experience stereotyping
• Often encounter misunderstandings and
expectations
• Bicultural stress
• Culture of origin can lead to
misunderstandings in workplace
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Older Workers
• Many Boomers deferred retirement
• United States faces rapid departure of
Boomers
• Many companies try to keep the over-55
worker

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Persons with Disabilities
• Disabled workers do as well as
unimpaired workers in terms of:
– Productivity
– Attendance
– Average tenure
• Costs for accommodations differ very
little from those for general population

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Immigrants
• Large numbers of immigrants have
settled in United States
• Require time to adapt
• Managers must work to understand
different cultures and languages

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Foreign Workers
• The H-1B employment visa brings in
upwards of 115,000 skilled foreign workers
annually
• 85,000 are distributed to employers
through a lottery system
• Exact number of H-1B visa holders is
difficult to determine

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Young Persons, Some with Limited
Education or Skills
• Lower labor force participation rate for
young people
• Recent recession was especially harsh
for 16-to-19-year-olds

• Often have poor work habits
• Can do many jobs well
• Jobs can be de-skilled
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Baby Boomers
• Born just after World War II through the
mid-1960s
• Employers seek out boomers because
they bring a wealth of skills and
experience to the workplace
• Recognized as having a great work ethic
and a solid attendance record

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Generation X
• 41 million American workers born between
the mid-1960s and late 1970s
• Possess lots of energy and promise
• Job instability and the breakdown of the
traditional employer-employee relationship
• Think more as free agents and expect to
build career security, not job security
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Generation Y

• People born between the late 1970s
and late 1990s
• Promises to be the richest, smartest,
and savviest ever
• Strong sense of morality and civicmindedness
• Childhoods have been short-lived

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Generation Z or Digital Natives
• Born between 1995 and 2009
• More worldly, high-tech and
confident
• Tend to have short attention spans
• Desire speed over accuracy
• Enjoy media that provides live
social interaction
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Multigenerational Diversity
• Four generations are now in the workforce
• Each has different defining characteristics
and nicknames
• Managers need to be aware of and skilled
in dealing with the different generations

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Equal Employment Opportunity:
An Overview
• EEO modified since passage of:
– Equal Pay Act of 1963
– Civil Rights Act of 1964
– Age Discrimination in Employment Act of 1967

• Other congressional legislation
• Major Supreme Court decisions
• Executive orders signed into law
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Laws Affecting Equal
Employment Opportunity

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Civil Rights Act of 1866
• Oldest federal legislation affecting
staffing
• Based on Thirteenth Amendment
• No statute of limitations
• Employment is a contractual
arrangement
• Extended to cover private parties in
1968
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