Diversity In the Workplace Exam 1

Réussis tes devoirs et examens dès maintenant avec Quizwiz!

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

Forms of Discrimination

Adverse impact: The rejection of a significantly higher percentage of a protected class 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. Restricted Policy: An employer's intentional unequal treatment or evaluation by different standards of protected-class members.

What is the definition of Diversity Management?

An organizational commitment and systemic approach that moves beyond compliance with legal requirements and statements that simply express that the organizations claim to value diversity.

What other components / factors could you take into account to consider whether an organization is managing Diversity effectively?

Clear Organizational Communication Long term Retention Strategies Inclusive Recruitment Practices Authentic Leadership Commitment

IBM used

Constructive Disruption Had a long practice of being blind to differences and gathering demographic information only to ensure that hiring and promotion decision didn't favor any particular group. Kicked off and created 8 task force committees, each focused on a different group, such as Asians, Gays, Women..etc. Goal was to uncover and understand differences between the groups and find ways to appeal to a broader set of employees and customers. Remember this was 1995...

Link Diversity goals to business goals

Its not a philanthropic endeavor, its good business IBM changed paradigms using these task forces

Quid Pro Quo Harassment

Occurs when "submission to or rejection of sexual conduct is used as a basis for employment decisions." Involves a tangible or economic consequence, such as a demotion or loss of pay.

Sexual Harassment - Hostile Environment

Occurs when unwelcome sexual conduct "has the purpose or effect of unreasonably interfering with job performance or creating an intimidating, hostile, or offensive working environment." Dirty jokes, vulgar slang, nude pictures, swearing, and personal ridicule and insult constitute sexual harassment when an employee finds them offensive. Courts use a "reasonable person" test for hostile environment.

Understanding the business case for diversity

Those who argue for the business case will state that organizations will realize Cost savings Winning the competition for talent Driving business growth

Major EEO Laws

Title VII of the Civil Rights Act of 1964, CRA 1991 Age Discrimination in Employment (ADEA) 1967 Americans with Disabilities Act (ADA) of 1990 Family and Medical leave Act of 1993 (NEED TO KNOW COMPONENTS) JOB PROTECTION, FEDERAL LAW 12 WEEKS OFF

Title VII of the Civil Rights Act of 1964, amended by CRA 1991

Title VII prohibits employment discrimination in hiring, compensation, and terms, conditions, or privileges of employment based on Race, Color, Religion, Sex or National Origin

What is sexual Harassment?

Unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment An employer is considered guilty of sexual harassment when: The employer knew or should have known about the unlawful conduct and failed to remedy it or to take corrective action. The employer allows nonemployees (customers or salespeople) to sexually harass employees.

How do you know whether adverse impact has occurred?

A practice has adverse impact if the hiring rate of a protected class is less than 80% of the hiring rate of a majority group.

I would like to hire and use the diversity talent i have to give us an opportunity to seek and win over new customers in different countries

Access and Legitimacy

Cultural Interventions

Basic assumptions, values, beliefs, and ideologies that define an organization' s view of itself and environment Examples: leadership commitment, effective communication, clarity about how diversity fits in strategy, diversity training, external relationships, etc

Clear organizational communication

CEO Diversity statement Definition of Diversity General diversity statement Statement of diversity strategy Web site communications

Long Term Retention Strategies

Diversity training Mentoring program Work/life balance Domestic partner benefits

Assumptions of Superiority

I am better than you My country is better than yours

Generation X

Individualistic Technologically adept Flexible Value work/life balance

Authentic Leadership Commitment

Moral and financial commitment CEO personal involvement Diverse board of directors Diversity council Executive Diversity positions

Assumptions of Correctness

My way is the right way This is the way it should be

I refuse to even follow the law. If I want to hire only men I will

Resistance Paradigm

Behavioral Interventions

Seeks changes in behavior, attitudes, and perceptions within and between individuals and work groups that support or hinder the goals of diversity. Examples: Comprehensive Diversity training, creation of employee resource groups and mentoring programs.

Equal Employment Opportunity (EEO)

The treatment of individuals in all aspects of employment - hiring, promotion, training, etc. in a fair and non biased manner Historical perspective of EEO legislation - Changing national values, economic disparity, and political unrest.

How does diversity demographics impact the workplace?

The way we work The things we value How HR attracts and retains talent

Engage employees as partners

They always promoted equal opportunity The use of task forces was a major cultural shift IBM didn't really encourage employees to organize previously The partnerships between the groups and management worked because of three elements: Mutual Expectations, mutual influence and trust

The Integration and Learning Paradigm (look in book)

This 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

Supreme Court finds bias against white firefighters

WASHINGTON — The Supreme Court ruled on Monday that white firefighters in New Haven were subjected to race discrimination when the city threw out a promotional examination on which they had done well and black firefighters poorly "Fear of litigation alone," Justice Kennedy wrote, "cannot justify an employer's reliance on race to the detriment of individuals who passed the examinations and qualified for promotions."

Assumptions of Universality

We're all the same Everybody is like me

Inclusive Recruitment Practices

Web highlights diversity Diverse recruiters Diverse interview panels Public statement on diversity recruiting

Baby boomers

Work centric Independent Goal oriented Competitive

What makes an exemplary leader in managing diversity?

Authentic Leadership Commitment Constructive Disruption Pillars of change Demonstrate leadership support Engage employees as partners Link diversity goals to business goals Integrate diversity with management practices

The Discrimination and Fairness Paradigm (look in book)

Based on accommodating the legal responsibilities of diversity, specifically in terms of federal mandates.

The Access and Legitimacy Paradigm (Look in book)

Based on bottom line reasons for incorporating diversity; hiring specific diverse employees to market to their specific markets is a competitive business advantage.

Exemptions From Anti-discrimination Regulations

Bona Fide Occupational Qualification (BFOQ): Suitable defense against a discrimination charge only where age, religion, sex, or national origin is an actual qualification for performing the job. Business Necessity: Work-related practice that is necessary to the safe and efficient operation of an organization.

Is it Sexual Harassment

Key Factors Considered by the Courts * Nature and severity of conduct * Frequency of conduct * Impact on victim ("reasonable person" standard) * Target of conduct (e.g., were comments directed at the person, or did he/she overhear it?) * Other relevant factors (e.g., has the conduct been reported on prior occasions?)

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

Generation Y

Tech Savvy Family Centric Achievement Oriented Team oriented Attention craving

The Americans with Disabilities act does not support

The ADA does not cover: Homosexuality or bisexuality Gender-identity disorders not resulting from physical impairment or other sexual-behavior disorders Compulsive gambling, kleptomania, or pyromania Psychoactive substance-use disorders resulting from current illegal use of drugs Current illegal use of drugs Infectious or communicable diseases of public health significance (applied to food-handling jobs only and excluding AIDS)

The Resistance Paradigm (Look in book )

based of the rejection and evasion of diversity and diversity initiatives . meeting the bare minimum.

IBM used

Demonstrate Leadership Support Executives espoused beliefs are frequently at odds with their behavior Diversity goals/ strategies usually don't lay out specific behaviors or educate executives and managers on what they need to do differently IBM threw them right in, but with support . They lead the committees, partnering with the chief diversity officer, who provides counsel

Structural Interventions

Focus on formal systems that guide and control the work : retention practices, recruitment practices, integration of women , minorities into executive positions. Examples include inclusive recruitment strategies, metrics, retention strategies, etc

Diversity Management Metrics

Hubbard's Diversity ROI analysis Model: Develop Initial Analysis and Planning Collect and Analyze Data Isolate Diversity's Contribution Convert the contribution to Money Calculate Costs and Benefits Report Data Track

Model of Diversity - Marilyn Loden

Inner circle - Is what we cannot control. Outer Circle - What we can control

Diversity Model - Anita Rowe and Lee Gardenswartz

Internal Dimensions - Age, Gender, Sexual Orientation, Physcial Ability, Ethnicity, External Dimensions - Income, Personal Habits, Religionm Apperiance, Organizational Dimensions - Manametment status, Work Location, seniority,

Americans with Disabilities Act (1990)

The law forbidding employment discrimination against people with disabilities who are able to perform the essential functions of the job with or without reasonable accommodation.

If you were asked how your firm could be managing diversity more effectively what would you tell them to look for? ( what framework might you use?)

Programs Diversity Counsels Are they holding events for diversity and inclusion Recruiting system

Three levels of organizational change

Structural Interventions Cultural Interventions Behavioral interventions

What is a disability

The Americans With Disabilities Act (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.

New Haven CT firefighter discrimination lawsuit

Was this group a protected class? Was this disparate or adverse impact? Why What is their claim?

Initial Charge to the Task Committees

What is necessary for your constituency to feel welcome and valued at IBM What can the corporation do in partnership with our group, to maximize your constituency's productivity? What can the corporation do to influence your constituent 's buying decisions, so IBM is seen as a preferred solution provider? Which external organizations should IBM form relationships with to better understand the needs of your constituency?


Ensembles d'études connexes

Human Diseases & Conditions Ch 5

View Set

Monopoly & Oligopoly (CH13 & CH14)

View Set

Ch. 27 Alterations in Musculoskeletal Fxn

View Set

Special Projections of Digits, Hand, Wrist

View Set

Соціологія. модуль

View Set