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.