MANAGING CONFLICT IN A DIVERSE WORKPLACE

1. MANAGING CONFLICT IN A DIVERSE WORKPLACE SOME TYPICAL ISSUES THAT ARISE IN A DIVERSE WORKFORCE. DIFFERENT WAYS OF FRAMING AND ADDRESSING THESE ISSUES PURPOSE: SENSITIZE PARTIES. ENHANCE THEIR INTERACTIONS. ENHANCE THEIR LEARNING AND PERFORMANCE

2. PERSPECTIVE 3 • WOMEN OFTEN FEEL EXCLUDED FROM INFORMAL CHANNELS OF INFORMATION, HELP, DECISION MAKING • LUNCH • SPORTS EVENTS • NIGHTS OUT ETC • MEN MAY HESITATE TO INCLUDE WOMEN. MAY FEAR THAT IT MAY BE MISINTERPRETED

3. I. INTENTIONS AND PERCEPTIONS • ANTOINETTE MAYER’S MULTIPLE IDENTITIES • HER PERCEPTIONS • HER BEHAVIOR • HER RESPONSIBILITIES • JAY STRONG’S MULTIPLE IDENTITIES • HIS BEHAVIOR • HIS INTENTIONS • HIS RESPONSIBILITIES AS A BOSS • THIRD PARTY??? • OPTIONS • PERCEPTIONS

4. PERSPECTIVE 1 • HALF THE MEN THINK WOMEN ARE FLATTERRED BY FLIRTING. • 5% OF WOMEN AGREE

5. PERSPECTIVE 2 • WOMEN ARE MORE CONCERNED ABOUT • THEY PERCEIVE A BIGGER THREAT OF ASSAULT • BECAUSE THEY GET ASSAULTED MORE • MEN ARE OFTEN SURPRISED BY WOMENS’ SENSITIVITY

6. PERSPECTIVE 3 • WOMEN OFTEN FEEL EXCLUDED FROM INFORMAL CHANNELS OF INFORMATION, HELP, DECISION MAKING • LUNCH • SPORTS EVENTS • NIGHTS OUT ETC • MEN MAY HESITATE TO INCLUDE WOMEN. MAY FEAR THAT IT MAY BE MISINTERPRETED

7. PERSPECTIVE 4 • POLITE GESTURES • GENEROUS BEHAVIOR • MAY BE PERCEIVED AS “NICE” • MAY ALSO BE PERCEIVED AS SUBTLE POWER PLAY • “I AM GRANTING THIS NOW, I CAN TAKE IT AWAY”

8. PERSPECTIVE 5 • GENDER DIFFERENCES ARE JUST BEING DISCOVERED • MAN’S CONDUCT MAY OFTEN BE PERCEIVED AS THE “NORM”, “STANDARD” • WOMEN’S ORIENTATION TOWARDS INTERDEPENDENCY AND RELATIONSHIPS MAY BE PERCEIVED AS “DEVIATION” • THESE TWO ARE JUST GENDER DIFFERENCES. • WOMEN: 75/25 RELATIONSHIP/TASK BEHAVIOR • ONE OR THE OTHER IS NOT SUPERIOR OR MORE PRODUCTIVE

9. II. POWER AND ACCESS • NIKKI BLISS • MULTIPLE IDENTITIES • BEHAVIOR • PERCEPTIONS • BERTRAM LAW • MULTIPLE IDENTITIES • BEHAVIOR • PERCEPTIONS

10. PERSPECTIVE 1 • WALL STREET: • HIGH INCOME POTENTIAL • 40% WOMEN. 4% PARTNERS/MANAGING DIRECTORS • OLD BOY NETWORK • GUYS SWAP FAVORS/ INFO • LEWD BEHAVIOR IS THE NORM • COMPLAIN; YOU GET BLACKBALLED • “WOMEN JUST DON’T BELONG HERE”

11. PERSPECTIVE 2 • CLEAR CASE OF SEXUAL HARRASSMENT • CREATES “HOSTILE ENVIRONMENT” • PURPOSE: TO EXCLUDE WOMEN • MEN MAY FEEL: • THEIR DOMAIN IS INVADED • NEED TO EXERCISE POWER TO DEFEND THE PRESERVE • NOT MUCH ABOUT SEX WHAT SHOULD WOMEN DO? -EXCELL AT JOB -FORM FRIENDSHIPS -PLAY MEN’S SPORTS??

12. PERSPECTIVE 3 • 90 % OF HARRASSMENT IS UNREPORTED • WOMEN FEEL • WILL LOSE PRIVACY • WILL BE DISCREDITED • WILL BE DOUBTED • WILL BE SEEN AS PROVOCATIVE • WILL BE SEEN AS TROUBLEMAKER • AFRAID OF REPRISALS • SO “SHUT UP AND PUT UP”

13. PERSPECTIVE 4 • DOMINANT MALE CULTUREEXCLUDES WOMEN FROM POSITIONS OF POWER AND INCOME • I.E: MEN TRADE, WOMEN SELL • CREATES LEGAL VULNERABILITIES FOR THE FIRM • FIRMS’ LEGAL RESPONSIBILITY TO MAKE THE WORK ENVIRONMENT • NOT INTIMIDATING • NOT HOSTILE • NOT OFFENSIVE

14. III. IS EQUAL TREATMENT ALWAYS FAIR TREATMENT • MOSES WU: • LOVED • SOCIALLY INCLUDED • PROFESSIONALLY RESPECTED • HITS A GLASS CEILING • BECAUSE HE IS NOT ONE OF THE “COWBOYS” • JULIA MACK • ACCEPTED • RESPECTED • TREATED AS “ONE OF THE GUYS” • UNTIL THE ANNOUNCEMENT OF PREGNANCY

15. PERSPECTIVE 1 • ARELEADERSHIP TRAITS DEFINED AS GENDER NEUTRAL • CULTURE NEUTRAL • OR ARE THEY REFLECTIONS OF THE DOMINANT CULTURE • IMPLICATIONS FOR MANAGEMENT DEVELOPMENT” • PERFORMANCERANKINGS • PERFORMANCE EVALUATIONS • PROMOTION DECISION CAREFUL ABOUT INSTITUTIONAL BIAS

16. PERSPECTIVE 2 • NORMS OF PARTICIPATION • FAVORS MALE COMMUNICATION BEHAVIOR • JUMPING IN • INTERRUPTING OTHERS • ESTABLISHING DOMINANCE EFFECTIVENESS OF BRAINSTORMING MAY BE COMPROMISED MAY BE THE RESULT OF DIFFERENT SOCIALIZING FOR MALES AND FEMALES

17. PERSPECTIVE 3 • SKEWED GROUPS HAVE “DOMINANTS” AND “TOKENS” • DOMINANTS ESTABLISH THE NORMS AND EXPECT EVERYONE TO COMPLY • TOKENS • ARE TOO FEW TO GENERATE A CONTERCULTURE • EITHER ACCEPT ISOLATION AND BE EXCLUDED • 0R, TRY TO BECOME INSIDERS • RISK TURNING AGAINST THEIR OWN • AND PAY THE PSYCHIC COST

18. PERSPECTIVE 4 • LEGAL STATUS • GENDER CONCIOUS EXAMINATION OF HARRASSMENT • TAKING A “REASONABLE WOMAN” STANDARD

19. IV. CREATIVE CONFLICT • CASSANDRA BARTON • FORMS A CROSS FUNCTIONAL GROUP • EXPECTS PEOPLE TO FORGET ABOUT THEIR FUNCTIONAL IDENTITIES, NORMS, IDEOLOGIES, METHODOLOGIES ETC -EXPECTS THAT AN OVERARCHING GOAL WILL REDUCE FUNCTIONAL IDENTITIES -EXPECTS ”LITTLE TEAM SPIRIT” TALK WILL UNITE THE TEAM -RUNS UP AGAINST THE DOMINANT ENGINEERING CULTURE.

20. PERSPECTIVE 1 • FIRMS OFTEN SCREEN OUT THE DIVERSITY • SELECT PEOPLE THAT THINK ALIKE • SAVES TIME • MORE EFFICIENT • BUT LESS QUESTIONING • LESS EFFECTIVE BECAUSE CONFLICTING INFO IS NOT CONSIDERED • CREATIVITY MAY BE HINDERED FOR THE SAKE OF EFFICIENCY

21. PERSPECTIVE 2 • HOMOGENOUS GROUPS HAVE HIGHER MORALE, BETTER COMMUNICATION, HIGHER COHESIVENESS • HETEROGENOUS GROUPS HAVE DIVERSITY OF IDEAS • MORE MISUNDERSTANDING • MORE CONFLICTS • MORE ANXIETY • MORE DISCOMFORT, HIGHER TURNOVER • BUT:MORE INFO • HIGHER CREATIVITY GROUPTHINK PHENOMENON

22. PERSPECTIVE 3 • MINORITY VIEW EXPRESSED • FIRST RESPONSE MAY BE DERISION • MINORITY INSISTS • BEARS THE CONSEQUENCES • SHOWS BEHAVIORAL CONSISTENCY • MAJORITY MAY START PERCEIVING THE MAJORITY VIEW LESS NEGATIVELY • IF ONE OF MAJORITY MOVES OVER, IT MAY SNOWBALL • MAY LEAD TO HIGHER CREATIVITY

23. V. BYSTANERS, THIRD PARTIES, WHISTLE BLOWERS • EVANS FINDS OUT THE BANK FAMILY DAY IS SCHEDULED AT A WHITES ONLY CLUB • HE IS TOLD TO “RELAX”, “DON’T MAKE WAVES” • “THINGS CHANGE SLOWLY” • STEWART FINDS OUT THATA SUSPECTED GAY LAWYER WILL NOT MAKE PARTNER • CUMBERLAND IS BEING DENIED FOR HIS PREFERENCE • STEWART HAS A GAY FRIEND, HAS PROBLEMS MAINTAINING HIS FRIENDSHIP

24. PERSPECTIVE 1 • HOW MUCH OF IT TO TOLERATE • WHERE DOES ONE DRAW THE LINE • PERSONAL VALUES AND PRINCIPLES • WHEN TO OBJECT • HOW TO DEAL WITH REPERCUSSION • FATHER MARTIN NIEMOLLER’S PREDICAMENT

25. PERSPECTIVE 2 • BYSTANDERS ARE THE BIGGEST THREAT • THEY ARE ABOUT 60% • THEY WATCH AND SILENTLY CONDONE BIGOTTED BEHAVIOR • THEY CONSIDER IT SOCIALLY APPROVED • SO, NO ONE TALKS ABOUT IT, NOBODY TAKES NOTICE • NOBODY PAYS A PRICE EXCEPT THE VICTIM • SEGREGATION MAY BE PERPETUATED BY SOCIAL CONTROLS AND SOCIALIZATION PROCESSES

26. PERSPECTIVE 3 • EEOC USES “NOT ONLY THE INDIVIDUAL VICTIM BUT ANYONE AFFECTED BY THE OFFENSIVE BEHAVIOR” STANDARD.

27. VI. FREEDOM OF EXPRESSION • JILLIAN REESE: HAIR STYLE-ETHNIC IDENTITY • JACQUELINE LARUE: “EUROPEAN PREFERENCES FOR APPEARANCE” • NAHUM PRAGER: WILL NOT WORK OR TAKE CALLS DURING SABBATH • TERRY O’LEARY: BENCHED FOR NOT ALLOWING DIVERSITY IN MANAGEMENT. AND DECLARING IT • CENSORSHIP???

28. PERSPECTIVE 1 • DIVERSITY TRAINING IS • AN ATTEMPT TO TEACH POLITICAL CORRECTNESS • THIS IS REINFORCED BY ANTI-HARRASMENT CODES • SUPPORTED BY SENSITIVITY TRAINING • NOTHING MORE THANMORAL THERAPY THAT ENCOURAGES GROUP IDENTITIES • GEORGE WILL

29. PERSPECTIVE 2 • ACTING PROFESSIONALLY • SPEAKING PROPER ENGLISH • ARTICULATING CLEARLY IS AMERICAN SUCCESS A WHITE ATTRIBUTE? WHO SETS THE STANDARD?

30. PERSPECTIVE 3 • BLACK DOUBLE BIND • RACIAL IDENTIFICATION OR INDIVIDUALISM • ETHNIC CONCIOUSNESS URGES AN ADVERSERIAL STANCE • INDIVIDUALISM URGES WORK ETHIC, EDUCATION, INITIATIVE, INTEGRATION, MAINSTREAM VALUES • TWO IDENTITY DIMENSIONS AT A TUG OF WAR • WHITE BACKLASH • POST RACIAL SOCIETY: IS IT UPON US ALREADY?

31. VII. RESULTS OF INVOLVEMENT • ANDIE THE MOVIE GUY. GAY BUT KEEPS IT PRIVATE. NOW GETS AN OFFER TO MAKE A GAY POSITIVE MOVIE • REYNOLDS, SPILLER, ADDAMS FEEL PRESSURED TO SUPPORT WOMEN, BLACKS AND PROFESSIONALS BECAUSE THEY ARE ALL THREE. • THEY FEEL PIGEONHOLED AND FRUSTRATED

32. THREE PERSPECTIVES • BLACK DOUBLE BIND • GAYS FEEL AFRAID ANDISOLATED IF THEY TRY TO PASS • GLASS CEILING FOR GAYS • INCREASING % OF FIRMS PLEDGED NOT TO DISCRIMINATE BASED ON SEXUAL PREFERENCE • ARE THESE ATTITUDES CHANGING?