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Diversity in the Workplace

Diversity in the Workplace. A Theoretical Perspective. Examining Workplace Demography. National Demographics WASPs-79 to 72%, 2010 to 2050 Latinos-16 to 25%, 100M African-Americans-to 15%, 61M Asian-Americans-double to 8%, 33M Workplace Demographics

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Diversity in the Workplace

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  1. Diversity in the Workplace A Theoretical Perspective

  2. Examining Workplace Demography • National Demographics WASPs-79 to 72%, 2010 to 2050 Latinos-16 to 25%, 100M African-Americans-to 15%, 61M Asian-Americans-double to 8%, 33M • Workplace Demographics Women to 50% by 2020, 8% of executive positions African-Americans and Latinos only 5% Pay gap: women college professors only 75 cents to the $ Gay and lesbian gap-2 out of 5 face harassment Disabilities gap-78 vs 35%

  3. Defining Diversity • Society for Human Resource Management the differences based on ethnicity, gender, age, religion, disability, national origin, and sexual orientation, including an infinite range of unique characteristics and traits such as the way one communicates, one’s height and weight, and speed of learning and comprehension . • American Institute for Managing Diversity any mixture of items characterized by differences and similarities., and it must be all-inclusive. • Marilyn Loden The Diversity Wheel • Anita Rowe/Lee Gardenswartz Four Layers of Diversity

  4. A Framework for Understanding Diversity • Diversity is Expansive but not Unbounded • Diversity is Fluid and Dynamic • Diversity is Based on Both Similarities and Differences • Diversity is Rooted in Nonessentialist Thought • Diversity is Directly Related to How One Experiences Work

  5. Understanding Leadership-Based Organizational Paradigms for Managing Diversity • The Resistance Paradigm The Rhetoric of Resistance, 1950s and 60s • The Discrimination-and-Fairness Paradigm The Rhetoric of Affirmative Action, 1960s and 70s • The Access-and-Legitimacy Paradigm The Rhetoric of Valuing Diversity, 1980s and 90s • The Integration-and-Learning Paradigm The Rhetoric of Diversity Management and Beyond, present

  6. Describing the Business Case for Diversity • Cost Savings Turnover Commitment and absenteeism Discrimination lawsuits • Winning the Competition for Talent • Driving Business Growth Marketplace Creativity and Problem-Solving Flexibility and Global Relations

  7. Challenging the Business Case for Diversity Assumptions • A Diverse Workforce Will Increase Overall Productivity • The Results of Diversity Effects are Easy to Measure • Diverse Employees Embrace Diversity Initiatives • Diversity Training Adds Value to the Organization • Diverse Employees are More Likely to Capitalize on Diverse Markets • The Relationship between White Men and Diversity is Clearly Articulated

  8. Remaining Schedule • Nov. 9-Theoretical Perspective of Diversity • Nov. 14-Legal Perspective of Diversity • Nov. 16-Analyzing Self • Nov. 19-Understanding Differences • Nov. 21-Assessing Organizations • Nov. 26-Case Study • Nov. 28-Comparative Perspective • Nov. 30-Global Perspective • Dec 3-Group Work • Dec 5 & 7-Group Presentations • Dec.10-Final Examinations • Dec.12-Class Socials

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