Copyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-1 Copyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-2 Define workplace diversity and explain why managing it is so importantDescribe the changing workplaces in the United States and around the worldExplain the different types of diversity found in workplacesDiscuss the challenges managers face in managing diversityDescribe various workplace diversity management initiativesCopyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-3 What is Workforce Diversity?Workforce Diversity - the ways in which people in an organization are different from and similar to one another.Copyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-4 Exhibit 4-1: Timeline of the Evolutionof Workforce DiversityCopyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-5 Levels of DiversitySurface-level diversity- Easily perceived differences that may trigger certain stereotypes, but do not necessarily reflect the ways people think or feel.Deep-level diversity -Differences in values, personality, and work preferences.Copyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-6 Exhibit 4-2: Benefits of Workforce DiversityCopyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-7 Race and EthnicityRace - the biological heritage (including skin color and associated traits) that people use to identify themselves.Ethnicity - social traits (such as cultural background or allegiance) that are shared by a human population.Copyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-8 Exhibit 4-3: Changing Population Makeupof the United StatesCopyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-9 Exhibit 4-4: Global Aging: How Much do You Know?Copyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-10 Exhibit 4-4: Global Aging (cont.)Copyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-11 Types of DiversityAge - Both Title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act of 1967 prohibit age discrimination.Gender - Women (49.8%) and men (50.2%) now each make up almost half of the workforce.Copyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-12 Challenges in Diversity (cont.)Stereotyping - judging a person based on a prejudicial perception of a group to which that person belongs.Discrimination - when someone acts out their prejudicial attitudes toward people who are the targets of their prejudice. Glass Ceiling - the invisible barrier that separates women and minorities from top management positions.Copyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-13 Exhibit 4-5: Types of Diversity Foundin WorkplacesCopyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-14 Challenges in Managing DiversityBias - a tendency or preference toward a particular perspective or ideology.Prejudice - a pre-conceived belief, opinion, or judgment toward a person or a group of people.Copyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-15 Types of DiversityDisability/Abilities - The Americans With Disabilities Act of 1990 prohibits discrimination against persons with disabilities.Religion - Title VII of the Civil Rights Act prohibits discrimination on the basis of religion.GLBT: Sexual Orientation and Gender Identity - U.S. federal law does not prohibit discrimination against employees on the basis of sexual orientation.Copyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-16 Exhibit 4-6: Employers Fears About Disabled Workers Copyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-17 Exhibit 4-7: Forms of DiscriminationCopyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-18 Exhibit 4-8: Major Equal EmploymentOpportunity LawsCopyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-19 Top Management Commitment to DiversityMentoring - a process whereby an experienced organizational member (a mentor) provides advice and guidance to a less-experienced member (a protg).Diversity Skills Training - specialized training to educate employees about the importance of diversity and to teach them skills for working in a diverse workplace.Copyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-20 Commitment to Diversity (cont.)Employee Resource Groups - groups made up of employees connected by some common dimension of diversity.Copyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-21 Exhibit 4-9: What a Good Mentor DoesCopyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-22 Terms to KnowWorkforce diversitySurface-level diversityDeep-level diversityRaceEthnicityBiasPrejudiceStereotypingDiscriminationGlass ceilingMentoringDiversity Skills TrainingEmployee resource groupsCopyright 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter2012 Pearson Education, Inc. All rights reserved4-23