Diversity in the Workplace Final
Baby Boomer Generation (Years)
1946-1964
Reasonable Accommodation
A modification or adjustment to a job or work environment that enables a qualified individual with a disability to have an equal employment opportunity
The ADA defines a disability as:
A physical or mental impairment that substantially limits one or more of the major life activities A record of such impairment Being regarded as having such an impairment
CEO/Leadership Commitment
Accountability for results, personal communications, visibility
Internal Model of Diversity
Age, gender, race, ethnic heritage, mental/physical abilities (things that cant change)
Form of Discrimination: Restricted Policy (Disparate Treatment)
An employer's intentional unequal treatment or evaluation by different standards or protected-class members
Diversity Management
An organizational commitment and systematic approach that moves beyond compliance with legal requirements and statements that simply express that the organizations claim to value diversity
Exemptions from Antidiscrimination Regulations
BFOQ and Business Necessity
The Discrimination and Fairness Paradigm
Based on accommodating the legal responsibilities of diversity, specifically in terms of federal mandates
The Access and Legitimacy Paradigm
Based on bottom line reasons for incorporating diversity; hiring specific diverse employees to market their specific markets is a competitive business advantage
The Resistance Paradigm
Based on the rejection and evasion of diversity and diversity initiatives
Level of Change: Cultural Interventions
Basic assumptions, values, beliefs, and ideologies that define an organization's view of itself and environment
Clear Organizational Communication
CEO Diversity Statement Definition of diversity General diversity statement
Authentic Leadership Commitment
CEO personal involvement Diverse Board of Directors Diversity Council
Sex Discrimination Harassment
Can include "sexual harassment" or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of sexual nature
Racial Discrimination
Could be based on physical characteristics, culture, association with someone of a particular race, reverse race discrimination
Long-Term Retention Strategies
Diversity training Mentoring programs Work/life balance
External Model of Diversity
Education, work style, income, work experience, family status (things that can change)
Equitable Talent Breakdown
Employee resource groups, mentoring, philanthropy, movement, fairness
Incorporating Diversity into Main Work of Organization
Extensive use of employee resource groups Positioning of diverse employees in decision-making and policy-making roles
Inclusive Recruitment Practices
Female and racial minority recruiters Diverse interview panel Diversity-based career websites
Level of Change: Structural Interventions
Focus on formal systems that guide and control the work: retention practices, recruitment practices, integration of women, minorities into executive positions
Religious Discrimination and Work Situations
Forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignment, promotions, layoff, training, fringe benefits and any other term or condition of employment
Knowledge Management
Historical knowledge and systems thinking may be dismissed by younger generations looking for the quick answer rather than working toward solving the problem on their own
Diversity Bias: Assumptions of Superiority
I'm better than you My country is better than yours
Added dimensions of model of diversity
In the center they add personality On the periphery they add organizational membership
Sex Based Discrimination
Involves treating someone unfavorably because of that person's sex Violation of Title VII
Religious Discrimination and Harassment
It is illegal to harass someone because of their religion This includes offensive remarks, teasing, offhand comments, or isolated incidents that aren't very serious
Color Discrimination
May occur based on lightness, darkness or other characteristic of the person Not the same as race, although there is an overlap Can occur between persons of different races or ethnicities, or between persons of the same race or ethnicity
Diversity Management Metrics
Measure diversity ROI Diversity practices evaluated
Recruitment and Retention
Millennials have the resources and initiative to make positive changes where they see the need but may not have the experience necessary to know what it takes to persevere
Diversity Bias: Assumptions of Correctness
My way is the right way This is the way it should be
Family and Medical Leave Act of 1993
Permits employees in organizations of 50 or more workers to take up to 12 weeks of unpaid leave for family or medical reasons each year
Assessing the Business Case for Diversity
Productivity Measuring the results Diverse employees and diverse markets Diversity training and added value Support of Diversity initiatives by diverse employees
American with Disabilities Act (ADA) of 1990 (Major EEO Law)
Prohibits discrimination in employment against people with physical or mental disabilities or the chronically ill Enjoins employers to make reasonable accommodations to the employment needs of the disabled Covers employers of 15 or more employees
Age Discrimination in Employment Act (ADEA) 1967 (Major EEO Law)
Prohibits discrimination of people 40 or older in any area of employment except when there is a BFOQ
Title VII of the Civil Rights Act of 1964, CRA 1991 (Major EEO Law)
Prohibits employment discrimination in hiring, compensation, and terms, conditions or privileges of employment based on race, color, religion, sex, or national origin
National Origin
Protected class and is defined as a person's country of birth, ancestry, ethnicity or culture Cannot discriminate based on place of origin or ancestors, or because an individual has the physical, cultural or linguistic characteristics of a national origin group
The Integration and Learning Paradigm
Reflects characteristics of both the discrimination and fairness paradigm and the access and legitimacy paradigm but goes beyond them by embracing the business case for diversity
New Haven CT Firefighter Discrimination Lawsuit
Reverse Discrimination Firefighters took exam to be allowed into the fire department, No people of color passed the exam so the department feared they would be accused of racism. So they threw out the results. White firefighters sued for reverse discrimination.
Adverse Rejection Rate (Four-Fifths Rule)
Rule of thumb followed by EEOC in determining adverse impact for use in enforcement proceedings A selection program has an adverse impact when the selection rate for any racial, ethnic or sex class is less than 80% of the rate of the class with the highest selection rate Not a legal definition of discrimination, rather it is used to monitor severe discrimination practices
Level of Change: Behavioral Interventions
Seeks changes in behavior, attitudes and perceptions within and between individuals and work groups that support or hinder the goals of diversity
Supplier Diversity
Spend with companies owned by people from underrepresented groups, accountability, support
Three Levels of Change
Structural Interventions, Cultural Interventions, Behavioral Interventions
Bona Fide Occupational Qualification (BFOQ)
Suitable defense against a discrimination charge only where age, religion, sex or national origin in an actual qualification for performing the job
Expansive External Relationships
Supplier diversity programs Community outreach
Generation Y Characteristics
Tech Savvy, Family centric, achievement oriented, team oriented, attention craving
Sex Discrimination and Work Situations
The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment
Form of Discrimination: Adverse Impact
The rejection of a significantly higher percentage of a protected lass for employment, placement, or promotion when compared with a nonprotected class Possibly the unintentional result of an innocent act, yet the outcome is still discriminatory
Equal Employment Opportunity (EEO) Legilation
The treatment of individuals in all aspects of employment - hiring, promotion, training, etc. - in a fair and nonbiased manner Changing national values Economic disparity
Religious Discrimination
Treating a person unfairly because of his/her religious beliefs Also includes treating a person differently because they are married to or associated with someone of a particular religion
Diversity Bias: Assumptions of Universality
We're all the same Everybody is like me
Business Necessity
Work-related practice that is necessary to the safe and efficient operation of an organization
Talent Pipeline
Workforce breakdown, recruitment, diameter of existing talent, structures
Anita Rowe and Lee Gardenswartz
adapted model of diversity to add 2 more dimensions.
Affirmative Action (Executive Order 11246) (Major EEO Law)
admission policies that provide equal access to education for those groups that have been historically excluded or underrepresented, such as women and minorities.
Internal Dimensions of Model of Diversity
age, race, gender, ethnicity, physical ability Personality
External Dimensions of Model of Diversity
geographic location, income, religion, work experience, educational background
Organizational Dimensions of Model of Diversity
management status, work content, seniority, division/department
Generation Y (Years)
mid 1980's
Baby Boomer Generation Characteristics
work centric, independent, goal oriented, competitive.