Org behavior diversity_thechazingroup
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This document discusses diversity in organizations and addressing discrimination. It notes that while there is more equitable pay and a growing non-white workforce, white males still dominate management. It discusses leveraging differences between employees for optimal performance and addressing different types of discrimination like age, gender, race, and ability in hiring and employment. The document provides strategies for ensuring workforce diversity through targeted recruiting, emphasizing fairness in selection, and diversity training programs.
Org behavior diversity_thechazingroup
- 1. Diversity in Organizations Presented by: Ethan Chazin President & Founder
- 2. White Male Dominance Persists
- 3. • More equitable pay and gender-balanced employment. • Huge influx of non-White professionals in the workforce. • White males still dominant management. • Aging Workforce. • Surface-level versus deep-level diversity. • Infusion of veterans. 3 White Males
- 4. Leveraging Employee Differences for Optimal Performance
- 5. Different Strokes, Different Folks • You Can’t Motivate People Equally. • You have to get to know the people you work 5 with/for. • The US: times are a changin’! See the 2010 Census for proof. • Greater populations of women, Asians, and Hispanics!
- 6. Stereotyping
- 7. Exercise
- 10. Discrimination: Noting of a difference between things; often referred to making judgments about individuals based on stereotypes regarding their demographic group.
- 11. 11 Discrimination By… • Age • Gender • Race • Sexual Orientation/Gender Identity • Politics • Cultural Identity • Religion • Intellectual Ability
- 12. • Age and job performance: perception versus reality. • Increase in US civilian population of workers over 59 has grown from 22% in 2002 to 29% in 2012. • 95% of growth in labor force from 2006- 2016 from workers over 54. • Yeah but can they do the job??? • All that (wasted) intellectual capital! 12 Age
- 13. • Few differences affect job performance. • Women earn 60% of all bachelor’s degrees in US. • Science professors view women students as less competent as their male counterparts. • Women in STEM. A pervasive issue. • STUDY: Hiring manager still influenced by gender for certain positions. • Study: Managers allocated 71% of pay raise funds for men. 13 Gender
- 14. Thoughts?
- 15. • Most research ‘white versus black’. • Less research on impact to Hispanic, Asian, Native Americans. • Hiring managers TEND to favor colleagues of their OWN race. • Certain industries remain less racially diverse. • Members of racial/ethnic minorities report higher levels of workplace discrimination. Hmm…really…? 15 Race
- 16. Is bald better? Greater masculinity, dominance, leadership potential. REALLY???
- 17. Ability • Hiring by cognitive ability/general mental ability (IQ). • Smart people generally earn more money and achieve higher levels of education. • Standardized test scores such as: GMAT, LSAT, MCAT, etc. • Position in class ranking. • Hiring from selective schools: 17 – Law Firms – Banks & Financial institutions
- 18. DISCUSSION What if any problems do you foresee in hiring based on a defined set of abilities?
- 19. 19 Forms of Discrimination • Sexual harassment: Unwanted sexual advances. • Intimidation: Overt threats; bullying. • Mockery & Insults: Jokes or negative stereotypes. • Exclusion: Excluding certain people. • Incivility: Disrespectful treatment.
- 20. • Reflection of the organization’s culture. • Zero tolerance policy. • Senior Management sets the tone. • HR is the guardian/gatekeeper. • Requires defined policies and procedures. • Address in employee handbook, new hire on-boarding and training programs. 20 Discrimination
- 21. Who Gets It? Who Doesn’t?
- 23. How to Ensure Workplace Diversity
- 24. Ensuring Workforce Diversity • Target recruiting efforts to specific groups. • Women and minorities show greater interest in employers that customize their recruiting efforts to them. • Place an emphasis on fairness and objectivity in employee selection. • Similarities in personality traits with co-workers 24 critical for career success.
- 25. Group Think
- 26. Group Think
- 28. DISCUSSION Can you recall a time in which you were involved in “Group Think?” Did you speak up or remain silent?
- 29. 29 Diversity in Groups • Recruiting and employee selection. • Training & professional development programs accomplish 3 goals: – Teach Managers About Legal Framework for employment opportunity – Teach managers how diversity benefits the organization; and – Foster practices that bring out the skills and abilities of all workers. • Organizations with diversity programs NOT more likely to have women & minorities in upper management.
- 30. Who Gets It Right/Wrong?