workforce5548418466416fggergergeg45454.ppt
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The document outlines the importance of diversity in the workplace, highlighting its various types such as gender, age, cultural, and others. It discusses the challenges organizations face regarding diversity and strategies for managing it effectively, including recruitment, mentoring, and training programs. The necessity of embracing diversity is emphasized as a means to enhance creativity and communication within teams.
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workforce5548418466416fggergergeg45454.ppt
- 1. Diversity in the Workplace
- 2. Overview How Diverse Are We and Why Is Diversity Important? Types of Diversity Laws and Executive Orders Prohibiting Discrimination Challenges of Diversity Strategies for Managing Diversity Programs for Managing Diversity
- 3. Reasons for Diversity More women are working than ever before The workforce will continue to get older The number of immigrants has increased Ethnic and racial diversity is increasing
- 4. Why is Diversity Important? The service economy Interactions between people are key Customer base is more diverse Similarities between people ease process Globalization of business Doing business with people from around world The changing labor market Company mergers and buy-outs
- 5. Types of Diversity Gender Diversity Age Diversity Cultural Diversity Sexual Orientation Family Situations Physical and Psychological Disabilities Political Views Personal Idiosyncrasies
- 6. Gender Diversity: Nonstandard work More women in workforce today than ever Better educated than ever Most “nonstandard” workers (those who do not hold regular, full-time jobs) are women 55% of workers paid by temporary agencies are women 70% of part-time workers are women Stereotypes still remain Glass ceiling, etc.
- 7. Gender Diversity: Wages and Income Women are employed in high salary jobs ( IT, Teaching , etc ) Women are given more responsibility in jobs which helps them in their career development Women are empowered which made them earn more
- 8. Age Diversity As population ages, more older workers are available Re-entry of middle-aged women to work Retirees returning to supplement pension Internships bring in more younger employees
- 9. Cultural Diversity Affects values, view of the world Foreigners entering the country Growing international business Employees maintain ties to national and cultural heritage
- 10. Cultural Diversity (Hofstede) Managers and employees vary on 5 dimensions of national culture: 1. Individualism vs. collectivism 2. Power distance: extent to which a society accepts the fact that power in institutions and organizations is distributed unequally 3. Uncertainty Avoidance: The extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them 4. Quantity vs. Quality of Life (also masc/fem) 5. Long term orientation
- 11. Other Types of Diversity Family situations Single employees (mothers and others) Physical and psychological disabilities Americans with Disabilities Act Political views Personal idiosyncrasies
- 12. Challenges of Diversity Availability Challenge In past employers could control diversity • More people than jobs Qualified employees have become scarce • Employers must become more flexible • Realize “Different does not mean deficient” Fairness challenge In past, typically viewed as equal treatment • Equal Employment Opportunity Now employers must embrace new diversity • Essentially focus on “differences”
- 13. Challenges of Diversity Synergy challenge More and more group-based work Diversity can create positive and negative conflict • Can facilitate creative problem-solving • Can close down communication • Can derail group processes Group leaders must minimize destructive conflict and maximize diversity of input
- 14. Strategies for Managing Diversity Articulate a clear diversity mission, set objectives, and hold managers accountable. Spread a wide net in recruitment to find the most diverse possible pool of qualified candidates. Identify promising women and minorities and provide them with mentors and other kinds of support. Set up diversity councils to monitor the company’s goals and progress toward them.
- 15. Programs for Managing Diversity: Diversity Training Providing managers with training How to recruit/hire diverse employees How to orient/integrate new employees Providing all employees with training Realizing the differences that exist Learning how differences affect working environment How to maximize productivity without ignoring employee differences