Chapter 3bChapter 3b

Diversity Day at “The Office”

Hiring Women in 1943

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Exercise: Two GroupsGroup 1: Write down

5 types of diversity we see in today’s workplace.

GO!

Does Diversity Enhance Firm Performance?

YES!Scott Page- Univ of Michigan- Mathematical Modeling

determining that accuracy = average accuracy + diversityMore types of people, more types of perspectives, better

performance

NO!Social Identity theory- people are drawn to those like

themselvesDiversity is a problem as people do not work well across

social boundariesAssumption of Page’s model is that people will work well

together and share information- this is a flawed assumption

Special Issues Special Issues and HR Problemsand HR ProblemsSpecial Issues Special Issues

and HR Problemsand HR Problems

Immigrants and Immigrants and Foreign-Born Worker Foreign-Born Worker

RequirementsRequirements

Immigrants and Immigrants and Foreign-Born Worker Foreign-Born Worker

RequirementsRequirements

Racial/Ethnic Racial/Ethnic DemographicsDemographics

Racial/Ethnic Racial/Ethnic DemographicsDemographics

Bilingual Employees Bilingual Employees and English-Only and English-Only

RequirementsRequirements

Bilingual Employees Bilingual Employees and English-Only and English-Only

RequirementsRequirements

Source: U.S. Census Bureau, 2003.

Latest Research on Race Issues in Management

The hidden component of “hue” (shade, tone, tinge, tint).

Race may be less of an issue…hue may be the primary issue given humans are perceptive beings classifying visual stimuli immediately

Mexican restaurant in San Antonio Applebee's restaurant- “too White”

Hue

Hue

Affirmative ActionAffirmative Action Plan (AAP)

A requirement for federal government contractors with more than 50 employees and over $50,000 in government contracts annually to formally document the inclusion of women and racial minorities in the workforce.

Covered employers must submit plans describing their attempts to narrow the gaps between the composition of their workforces and the composition of labor markets where they obtain employees.

Focuses on hiring, training, and promoting protected-class members who are under-represented in an organization in relation to their availability in the labor markets from which recruiting occurs.

AAP MeasuresAvailability analysis

Identifies the number of protected-class members available to work in the appropriate labor markets for given jobs.

Utilization analysisIdentifies the number of protected-class

members employed in the organization and the types of jobs they hold.

HR Perspective: Affirmative ActionAffirmative Action Is Still Needed

To overcome past injustices or eliminate the effects of those injustices.

To create more equality for all persons, even if temporary injustice to some individuals may result.

Raising the employment level of protected-class members will benefit U.S. society in the long run.

Properly used, affirmative action does not discriminate against males or whites.

Goals indicate progress needed, not quotas.

HR Perspective: Affirmative Action (cont’d)

Affirmative Action Is No Longer NeededIt penalizes individuals (males and whites)

even though they have not been guilty of practicing discrimination.

It creates preferences of certain groups that result in reverse discrimination.

It results in greater polarization and separatism along gender and racial lines.

It stigmatizes those it is designed to help.Goals become quotas by forcing employers to

“play by the numbers.”

Affirmative ActionReverse Discrimination

Occurs when a person is denied an opportunity because of preferences give to protected-class individuals who may be less qualified. Technically there is no “non-protected” class. Taken to court under Title VII laws (gender, ethnicity)

Cases Bakke v. University of California

Med-school Rejection Discovered a “quota” for minorities with lower scores Seminal case

Hopwood v. State of Texas White female rejected admission to law school and less qualified

minority applicants accepted. University of Michigan

20 extra points toward guaranteed admission for minorities Courts rules against Michigan Law school- reserved space for “critical mass” of minority students

even with lower scores.

Requirements for Immigrants and Foreign-Born Workers

Visas and Documentation RequirementsVisas are granted by U.S. consular officers

B1 for business visitors, B2 for pleasure visitors, H-1B for professional or specialized workers, and L-1 for intra-company transfers.

Identity “Mismatch”If an employee provides a false Social Security

number, that person may be an illegal alien and not qualified to work in the U.S. Mismatch could be an unreported name change,

marital status change, stolen identity, or clerical error.

English Only Requirements 11/24/08 2:00 PM EEOC, Salvation Army Resolve English-Only Firing By Rita Zeidner

The Salvation Army, as part of a settlement with the Equal Employment Opportunity Commission (EEOC), has agreed to end its policy of requiring its thrift store workers to be fluent in English.

The EEOC sued the organization in district court in 2007, alleging it discriminated on the basis of national origin by firing two Spanish-speaking workers at one of its thrift stores. Salvation Army attorneys said the workers were let go because they violated the Massachusetts store’s English language policy and failed to make a good-faith effort to acquire a better working knowledge of English during their six years on the job.

In its original complaint, the EEOC asked the court to order the Salvation Army to institute policies that would provide equal opportunities for Hispanic employees and would “eradicate the effects of its unlawful employment practices.” In addition, the agency sought back pay and reinstatement of the workers.

In the consent decree, the Salvation Army agreed to change its job description for sales and production associates, the position held by the two fired workers. Previously, workers were required to be fluent in written and spoken English. The new policy requires an “ability to speak and understand English in a manner that is sufficient for effective communication with supervisors, employees, beneficiaries, and customers, based on the assumption that such individuals can only speak and understand English.”

The consent decree doesn’t provide relief for the two fired employees. The EEOC agreed not to pursue the workers’ individual claims; they are, however, free to seek a remedy, such as back pay or reinstatement, on their own.

Language Issues and EEOEnglish-Only Requirements

EEOC guidelines allow employers to require workers to speak only English at certain times or in certain situations at work as a business necessity.

Oregon ExampleBilingual Employees

Employers find it beneficial to have bilingual employees so that foreign-language customers can contact someone speaking their languages.

Racial/Ethnic HarassmentEmployers should adopt and enforce policies

against harassment of any type, including ethnic jokes, vulgar epithets, racial slurs, and physical actions.

Age Issues and EEOJob Opportunities for Older Workers

Discrimination against “overqualified” older employees in hiring

Instances of age discrimination in the workforce reduction when layoffs impact largely older workers

Older Workers Benefit Protection Act (OWBPA) of 1990 and equal treatment of older workers in retirement situations. Time before signing waivers to not sue Time to withdraw after waiver is signed Law to ensure older workers understand what they give up

Attracting, retaining, and managing older workers Phased retirement—an approach in which employees

gradually reduce their workloads and pay.

Generational Diversity at IBMIBM tells managers to give LOTS of feedback to

Gen Y employees and keep in mind….Avoid surprises- don’t wait for the annual reviewBe clear- specifically describe expectationsListen- use open ended questions to prompt dialogueKeep it loose- Gen Yers like informality…thinks text

messageReflect- tell Gen Yers what you’ve learned from themBe prepared- keep notes for LOTS of SPECIFIC

feedback

In sum, Gen Yers demand lots of specific feedback

Source: U.S. Department of Labor, Bureau of Labor Statistics, 2003.

3–20

FIGURE 3–4 Female Annual Earnings as Percentage of Male Earnings

Source: U.S. Department of Labor, Bureau of Labor Statistics, 2009, www.bls.gov.

Sex/Gender IssuesNepotism

The practice of allowing relatives to work for the same employer.Lincoln Plating and Performance ManagementThe epicenter of power in organizations

The “Glass Ceiling”Discriminatory practices that have prevented women and

other protected-class members from advancing to executive-level jobs.Carley Fiorina- Hewlett Packard (no ceiling)Lyness and Thompson 1997- Meta-analysis (some ceiling)

If the glass ceiling exists may be less important than if there is a perception it exists.

Perception and AttributionFoley et al, 204 Hispanic lawyersVIE theory (effort = reward, then motivation is high

Sex/Gender Issues (cont’d)“Glass Walls” and “Glass Elevator”

The tendency for women to advance only in a limited number of functional fields within an organization.

Breaking the GlassEstablishing mentoring programsProviding career rotationIncreasing top management and boardroom

diversityEstablishing goals for diversityAllowing for alternative work arrangements

ExerciseTwo sets of like gender students have a

conversation for 30 seconds.

Rest of the class listen and observe

Archetypes of Masculine and Feminine Communication StylesFeminine

IndirectRelationships

MatterConflict Avoidant“Nice”Interruptions are

power playsApologies are

frequent as signs of showing empathy

MasculineDirectResults MatterInterruptions are

teamworkApologies are weak

Archetypes of Masculine and Feminine Communication StylesBased on archetypes, who to masculine

communicators think are more effective?Disparate ImpactConflict

Catch 22When women act too feminine they are

spineless and soft. Not leadership material.When women act too masculine they are

abrasive and wenches. No one will work with them.

Sex/Gender Issues (cont’d)Individuals with Differing Sexual Orientations

Federal court cases and the EEOC have ruled that sex discrimination under Title VII applies to a person’s gender at birth. Sex change is still in courts Remember: EEOC interprets Title VII as “any

employment related decision must be made on job criteria”

Federal- Employment Non-discrimination Act State- Law Against Discrimination (RCW 49.60)

Sexual orientation or sex-change issues that arise at work include: Clarification of HR policies Reactions of co-workers Continuing acceptance

Sexual Harassment and Workplace Relationships

Consensual Relationships and Romance at WorkWorkplace romances are risky because they can

cause conflict or result in sexual harassment.Types of Sexual Harassment

Quid pro quoLinking employment outcomes to the harassed

individual’s granting of sexual favors.Hostile environment

Allowing intimidating or offensive working conditions to unreasonably affect an individual’s performance or psychological well-being.

Source: Virginia Collins, PhD, SPHR, and Robert L. Mathis, PhD, SPHR,

Omaha, Nebraska.

Exercise: Two GroupsGroup 2: Write down 5

words that best describe you.

Diversity: The Business CaseThe “business case” for diversity can be

argued based on the following points:Diversity allows new talent and new ideas from

employees of different backgrounds.Diversity helps recruiting and retention, as

people tend to prefer to work with others “like” themselves. Social Identity Theory

Diversity allows for an increase of market share, as customers tend to prefer to buy from people of the same race or ethnic background.

Diversity leads to lower costs because there may be fewer lawsuits.

Diversity TrainingThree Components of Diversity Training

Legal awareness training focuses on the legal implications of discrimination.

Cultural awareness training builds a greater understanding of widely varying cultural backgrounds.

Sensitivity training “sensitizes” people to differences and how words and behaviors are seen by others.

Backlash Against Diversity EffortsProtected-group individuals view diversity efforts as

inadequate—“corporate public relations.Nonprotected-group individuals feel like scapegoats.