chapter 13: managing diversity

Data from the Bureau of Labor Statistics, for example, show that African Americans hold less than _____ percent of the management jobs in the United States, although they account for twice that share of the working-age population.

7

in one survey of department heads and executives, ____ percent stated that they prefer heterogeneous teams because they lead to multiple viewpoints and more prolific ideas

84

In responding to a survey by the Society for Human Resource Management, ____ percent of company executives said they believe diversity initiatives and programs help maintain a competitive advantage.

91%

reverse mentoring & example (company)

Rather than having an older, more experienced manager mentor a younger employee, reverse mentoring has younger managers and employees helping older workers navigate the challenges they face with new technology. ex: cisco

diversity of thought

a broader and deeper base of ideas, opinions, and experiences for problem solving, creativity, and innovation

bamboo ceiling

a combination of cultural and organizational barriers that impede Asians' career progress

monoculture

a culture that accepts only one way of doing things and one set of values and beliefs

mentor

a higher-ranking organizational member who is committed to providing upward mobility and support to a protege's professional career

unconscious bias

a person is not aware of the bias in his or her favorable and unfavorable assessments, actions, and decisions toward members of specific groups

stereotype

a rigid, exaggerate, irrational belief associated with a particular group of people

Stereotypes assume that

all members of a group have the same characteristics.

diversity

all the ways in which people differ

glass ceiling

an invisible barrier that exists for women and minorities that limits their upward mobility in organizations

pluralism

an organization accommodates several subcultures

most notably that stereotyping is a ________ to diversity, but valuing cultural differences _____ diversity.

barrier; facilitates

Many have added a new senior management position called _______ whose role is to create working environments where women and minorities can flourish.

chief diversity officer

Mentoring programs also are consistent with the _______, which requires the diversification of middle and upper management.

civil rights act of 1991

better use of employee talent

companies must also provide career opportunities and advancement for minorities and women to retain them.

managing diversity

creating climate in which potential advantages of diversity for organizational or group performance are maximized while potential disadvantages are minimized

age discrimination

different and unequal treatment of people based solely on their age

enhanced breadth of understanding in leadership positions

different understandings of the world and different perspectives in management

Mentoring provides minorities and women with:

direct training and inside information on the norms and expectations of the organization.

Which countries have laws to increase the representation of women on corporate boards

germany, norway, france, and spain

in ranking of the percentage of women in business leadership roles in 34 major countries, Japan placed_________, with only ____% of women holding leadership roles.

last; 8

how do they do this^

learn about cultural patterns and typical beliefs of groups to help understand why people act the way they do

black people in mngt have 2 jobs

managing and "representing" black community

example of this^^ twitter and (names?)

mark luckie and leslie miley

Ethnocentric viewpoints and a standard set of cultural practices produce a ______

monoculture

stereotypes contain ______ connotations

negative

Research shows that companies WITH several senior-level women ______ those WITHOUT senior-level women both financially and organizationally.

outperform

discrimination

people act out their prejudicial attitudes toward other people who are targets of their prejudice

The goal for organizations seeking diversity is ______ rather than a monoculture and ______ rather than ethnocentrism.

pluralism; ethnorelativism

One interesting recent study found that while talkative men tend to be seen as _________, talkative women tend to be perceived as ____

powerful and competent; less competent and pushy

________ is the tendency to view people who are different as being deficient. If someone acts out their prejudicial attitudes toward people who are the targets of their prejudice, _______ has occurred

prejudice ; discrimination

The dimensions of diversity shown in the traditional model include inborn differences that are immediately observable such as

race, gender, age, and physical ability

the inclusive model of diversity includes:

race, gender, lifestyle, pay level, function, competency, income, personality, parent, language, work style, military experience, position, nationality

"the female advantage."

women are sometimes favored in leadership roles for demonstrating behaviors and attitudes that help them succeed in the workplace

WHOA

women helping others achieve

stereo types for business women

working mothers are unable to hold positions requiring extensive travel and stress - Stereotypes also may block the honest feedback women need for improving their performance.

only ____ percent of Fortune 500 companies had a woman CEO in early 2016.

4.4

____% of women say they want to be top executives compared to _____ % of men

43; 53

twitter is an example of ethnocentrism

"Diversity is fine, but we don't want to lower the bar." - boss

A survey of women voluntarily leaving executive jobs in Fortune 1000 companies found that corporate culture was cited as the ______ reason for leaving.

#1

Stereotypes are often based on folklore, media portrayals, and other unreliable sources of information. example:

- "good" manager is masculine (assertive and competitive)

Dividends of Diversity

- Better use of employee talent - Increased understanding of the marketplace - Enhanced breadth of understanding in leadership positions - Increased quality of team problem solving - Reduced costs: high turnover, absenteeism, and lawsuits

To break through the glass ceiling into senior management roles, top executives suggest female and minority managers follow this advice

- be assertive and ask for what you want - highlight your achievements

scenarios of unconscious bias

- black names on resume - women wait longer in emergency room - black names email craiglist dont get listing - legislators in both political parties are less likely to respond to constituents with black names -

few of the career sins that some people say women commit: (how woman hold themselves back in the workplace)

- don't take responsibility for their success ("tiara syndrome") expecting to be rewarded for good work rather than seizing opportunities. - don't display confidence and credibility - they leave before they leave (don't take bigger roles bc looking to future of having kids)

tech companies only have ___ % of african americans

1

it is expected that training for unconscious bias will grow to _____ within a few years

50%

A survey by Korn Ferry International found that ____ percent of minority managers surveyed had observed a racially motivated double standard in the delegation of assignments.

59%

Michelle Budig, a sociology professor at the University of Massachusetts, Amherst, found that men's pay increased an average of __ percent once they had children, but women's decreased ___% percent for each child they had.

6%; 4%

various forms of sexual harrasment

1. generalized: sexual remarks and actions that are not intended to lead to sexual activity 2. Inappropriate/ offensive: not sexually threatening, causes discomfort in a coworker 3. solicitation with promise of reward: 4. coercion with threat of punishment: coerces a coworker into sexual activity by using the threat of power 5. sexual crimes and misdemeanors

Asian Americans only make up ____

1.5 % of corporate board members

_____ of Japanese women leave work after their first child is born, compared to just _______ of U.S women

2/3; 1/3

about ____ of large corporations provide training for unconscious bias

20%

About ____ percent of large corporations now provide unconscious bias training, and diversity consultants say that figure could swell to ____ percent within a few years.

20%; 50%

____ % of women feel that their gender had hindered their career progress

25

Germany requires that many large corporations assign ______ percent of supervisory board seats to women.

30

Catalyst indicates that organizations with the highest percentage of women in top management financially outperform, by about ____ percent, those with the lowest percentage of women in higher-level jobs

35%

increased understanding of the marketplace

A diverse workforce is better able to anticipate and respond to changing consumer needs

increased quality of team problem solving

A recent research project found that when people participated in diverse teams, their answers to problems were 58 percent more accurate than those of people participating in homogenous teams

Reduced costs associated with high turnover, absenteeism, and lawsuits

Companies that foster a diverse workforce reduce turnover, absenteeism, and the risk of lawsuits.

example of female advantage

For example, a stunning gender reversal is taking place in U.S. education, with girls taking over almost every leadership role from kindergarten to graduate school.

expanding recruitment efforts

For many organizations, a new approach to offering internship programs to give people opportunities, and developing creative ways to draw on previously unused labor markets.

companies in ______ are hiring more woman

Japan

unconscious book example

ferguson

two specific issues that illustrate how the environment and the workplace are changing are an increase in ___________ employees and the rise of _______ employees

foreign-born; female

tech companies working to fix the problem of unconscious bias

google and Intel

employee affinity group

group based on social identity, such as gender or race, and organized within a company to focus on concerns of employees from that group

men as a group still have the benefit of _____ wages and ______ promotions.

higher; faster

opt-out trend

highly educated, professional women deciding that corporate success isn't worth the price in terms of reduced family and personal time

Overall, women's participation in both the labor force and civic affairs has _____ since the mid-1950s, while men's participation has ____

steadily increased; slowly but steadily declined.

Corporations that recruit and retain a diverse workforce reap numerous benefits, including improved ______ and increased ________.

team problem solving; understanding of the marketplace.

Managers can learn to value differences, which means

that they recognize individual differences and see these differences with an appreciative attitude.

unconscious bias theory suggests:

that white males, for example, will inevitably slight women and minorities because people's decisions are influenced by unconscious bias.

As a form of sexual discrimination, sexual harassment in the workplace is a violation of:

the 1964 Civil Rights Act

ethnorelativism

the belief that groups and subcultures are inherently equal

ethnocentrism

the belief that one's own group and culture are inherently superior to other groups and cultures

Stereotypes that plague older job seekers include:

the beliefs that they are more expensive, harder to train, more likely to leave, and less productive, adaptable, and technologically adept

inclusion

the degree to which an employee feels like an esteemed member of a group in which his or her uniqueness is highly appreciated

prejudice

the tendency to view people who are different as being deficient

now managers recognize that the differences people bring to the workplace are_______

valuable

the differences people bring to the workplace are _______

valuable