Valuing Diversity Globally

2. 15 Valuing Diversity Globally

3. Introduction • Diversity – refers to the degree of differences among members of a group or an organization • Valuing diversity – means to include all groups at all levels in an organization • Diverse people behave differently and have different human relations in organizations

4. Prejudice and Discrimination • Prejudice – the prejudgment of a person or situation based on attitudes • Prejudice is often based on stereotyping a group • Discrimination – behavior for or against a person or situation • Discrimination is usually based on prejudice

5. Common Areas of Employment Discrimination (1 of 2) • Recruitment – • People who hire employees fail to actively recruit people from certain groups to apply for jobs with their organization • Selection – • People who select candidates from the recruited applicants fail to hire people from certain groups • Compensation – • White males make more money than other groups

6. Common Areas of Employment Discrimination (2 of 2) • Upward mobility – • Race and gender are significant influences on advancement • Evaluation – • When organizations do not base evaluations on actual job performance, discrimination in compensation and upward mobility occur

7. Valuing Diversity • Valuing diversity, equal employment opportunity (EEO), and affirmative action (AA) are different • By valuing work force diversity, management seizes the benefits differences bring • Managing and valuing diversity build on the foundations created by EEO and AA

8. Laws Affecting Employment Opportunity (1 of 2) • Civil Rights Act of 1964 and 1991 • Equal Pay Act of 1963 • Age Discrimination in Employment Act of 1967 • Vocational Rehabilitation Act of 1973 • Vietnam-Era Veterans’ Readjustment Assistance Act of 1972 and 1974 (amended in 1980)

9. Laws Affecting Employment Opportunity (2 of 2) • Pregnancy Discrimination Act of 1978 • Americans with Disabilities Act of 1990 • Family and Medical Leave Act of 1992

10. Pre-employment Inquiries • Every question asked should be job related • Have a purpose for using the information • Only ask legal questions you plan to use in your selection process • Information should relate to bona fide occupational qualifications • Any general question that you ask should be asked of all candidates • Bona fide occupational qualification

11. Equal Employment Opportunity (EEO) Primarily concerned with racism and prejudice Directs attention to laws that guide recruiting, selecting, compensating, promoting, and evaluating employees EEO and Affirmative Action Affirmative Action (AA) • Planned special efforts to recruit, hire, and promote women and members of minority groups • Concept established for organizations by: • Executive Order 11246 of 1965 • Executive Order 11375 of 1967

12. Minorities People with Disabilities Religious Beliefs Sexual Orientation AIDS and AIDS Testing Alcohol and Drug Abuse And Testing The Legally Protected

13. The Legally Protected: Women and Sexual Harassment • Women are a legally protected group • Sexual harassment is one of the most sensitive areas of discrimination • The most frequent harassment targets Include: • new employees • people who are on probation in their jobs • the young and experienced

14. The EEOC Definition of Sexual Harassment: (1 of 2) The Equal Employment Opportunity Commission (EEOC) defines sexual harassment as: • Unwelcome sexual advances, requests for sexual favors, and other unwanted verbal or physical conduct of a sexual nature constitute sexual harassment when: • submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment

15. The EEOC Definition of Sexual Harassment:(2 of 2) • submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or • such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive environment

16. Unwelcome Sexual Advances Favoritism Coercion Visual Harassment Physical Conduct Indirect Harassment Areas Defined by the Courts as Harassment:

17. Sexism • Sexism – refers to discrimination based on sex • Sexism limits the opportunities of both women and men to choose the lifestyles and careers that best suit their abilities and interests • Men and women face discrimination when they pursue careers traditionally held by the opposite sex • Culture promotes differences in males and females

18. Married Couple Families with Children Under 18 Women in the Work Force

19. Women in the Work Force: Mothers in the Work Force by Age of Child

20. Women in the Work Force • Do men and women get the same pay? • Comparable worth • Myths about women managers • The glass ceiling • Sexist language and behavior

21. Minorities’ Progress in the Workplace • Minorities are making slow progress into management and professional level jobs • Not rapidly enough to make a significant change in the distribution of those jobs • African-Americans and Hispanics tend to be concentrated in the lower-wage service-sector jobs • Some industries have been more receptive than others to advancing women and minorities

22. Overcoming Sexism and Racism • Hiring and promotion decisions should not be based on sex • affirmative action plans may be implemented • Avoid using sexist and racist language • Call people by name, rather than by sexist and racist terms • Be wary of swearing in the workplace • State displeasure if sexist or racist implying language is used

23. Family Sex Roles are Changing • Marriage and family agreements • Fathers roles are changing • Mothers roles are changing • Parenting

24. Work and Family Balance • Employees are being asked to work longer hours and to work more days each week • Heavy overtime is straining families • Both genders are feeling conflict between work and family • Men and women want a better balance between work and family

25. Managing Diversity • Managing diversity emphasizes helping ALL employees: • meet their work-life needs, or • improving the quality of work life • Many organizations believe that providing family-friendly benefits helps motivate employees to work harder

26. Organizations with more extensive work-family policies have higher levels of perceived performance

27. Managing Diversity: Flexible Work Arrangements(1 of 2) • Telecommuting • Telecenters • Mobile work • Flextime • Work-life, cafeteria, benefits • Childcare • Onsite and nearby centers

28. Managing Diversity: Flexible Work Arrangements(2 of 2) • Work-life balance classes • Tuition reimbursement • Paying all or part of educational expenses • Employee assistance programs

29. Global Diversity: Multinational Companies • Multinational company (MNC) – conducts a large part of its business outside the country of its headquarters • MNCs link many cultures • Effective human relations vary globally • Expatriates – people who live and work in a country other than their native country • Often experience culture shock

30. Global Diversity: Cross-Cultural Relations • Diversity in customs • Diversity in attitudes toward time • Diversity in work ethics • Diversity in pay • Diversity in laws and politics • Diversity in ethics • Diversity in participative management

31. Handling Complaints Model Step 1. Listen to the complaint and paraphrase it Step 2. Have the complainer recommend a solution Step 3. Schedule time to get all the facts and / or make the decision Step 4. Develop and implement a plan, and follow-up

32. Handling Customer Complaints (1 of 2) Step 1. Admit you made a mistake Step 2. Agree that it should not have happened Step 3. Tell the customer what you are going to do about it • Or ask what the customer recommends you do about it

33. Handling Customer Complaints(2 of 2) Step 4. Take the action to make it up to the customer Step 5. Take precautions to prevent the mistake in the future