Chapter Seven RESPECTING EMPLOYEE DIVERSITY Visit http://wileymanagementupdates.com/ for the latest in business news stories. Copyright © 2012 John Wiley & Sons Describe competitive advantages Chapter 7 Learning Objectives Chapter 7: Collins, Business Ethics of diversity Explain the most common types of workplace discrimination Adopt best operational practices for managing diversity Successfully implement a diversity initiative Facilitate a variety of diversity workshops Four Dimensions of Diversity Permanent Dimension—refers to physical attributes or inclinations people are born with that do not naturally change over time Evolving Dimension—individuals can be categorized according to evolving characteristics as well as permanent ones Chapter 7: Collins, Business Ethics Four Dimensions of Diversity Personality Dimension—personality theorists and researchers have reached a general consensus on a “Big Five Personality Model” consisting of five different personality aspects Organizational Dimension—these defining characteristics, which can be either unchanging or evolving, include hierarchical status, work content, department, and seniority Chapter 7: Collins, Business Ethics Four Dimensions of Diversity Insert Exhibit 7.1 Chapter 7: Collins, Business Ethics History of Ethnic and Religious Diversity and Discrimination Population Diversity and Growth The transformation from an indigenous to a nonindigenous population occurred through waves of new immigrants seeking to improve their living conditions, except for African Americans who arrived prior to the Civil War through captivity and enslavement Chapter 7: Collins, Business Ethics History of Ethnic and Religious Diversity and Discrimination Each newly arriving immigrant group was met with prejudice and fear from many among the existing population The success of Italian and Spanish explorers attracted explorers from England, the Netherlands, and France Each European nationality ruthlessly competed against one another for the best trading posts and settlements Chapter 7: Collins, Business Ethics History of Ethnic and Religious Diversity and Discrimination 1845-49 three-quarters of a million poor Irish immigrants arrived, fleeing the potato famine Irish immigrants were discriminated against not only because of their nationality, but also their religion: Roman Catholicism Chinese people began arriving in the mid-1800s, drawn by the allure of getting rich from the California Gold Rush and jobs building the transcontinental railroad Chapter 7: Collins, Business Ethics History of Ethnic and Religious Diversity and Discrimination Discriminatory Employment Practices From 1776 until 1964 Caucasian males primarily employed and serviced people from their own national heritage and religious group Businesses began to diversify as they grew in size and expanded their markets Nonetheless, managers tended to hire and promote those employees who shared a common gender, race, ethnicity, or religious heritage Chapter 7: Collins, Business Ethics History of Ethnic and Religious Diversity and Discrimination Illegal (Undocumented) Immigrants A contentious aspect of local, state, and national law is the treatment of undocumented, or illegal, immigrants In 1921 the Emergency Quota Act placed limits on the number of immigrants admitted into the United States Illegal immigrants account for 5.4 percent of the national labor force Chapter 7: Collins, Business Ethics Self-Categorization According to self-categorization theory, individuals define themselves in relation to others based on a “self-identity” or “social identity” factor and form binding relationships with people who categorize themselves similarly Individuals typically self-identify in terms of race, ethnicity, or gender Chapter 7: Collins, Business Ethics Workplace Discrimination To discriminate means to make a distinction among possible options Problems arise when dissimilar people are treated as inferior or excluded Workplace segregation can reinforce prejudices toward members of other groups Chapter 7: Collins, Business Ethics Workplace Discrimination Two Prominent Ethical Principles Fairness refers to making decisions according to rules not based on personal biases Respect for others refers to treating everyone with dignity Chapter 7: Collins, Business Ethics Workplace Discrimination Insert Exhibit 7.2 Chapter 7: Collins, Business Ethics Workplace Discrimination Gender Discrimination Issues Gender discrimination refers to treating an employee differently because of his or her gender Stereotypes of women include being too physically weak, too sensitive, or too polite to perform certain job tasks Men are stereotyped as being aggressive, less emotionally vulnerable, and task-focused rather than relationshipfocused Chapter 7: Collins, Business Ethics Workplace Discrimination Gender Discrimination-Pay Inequality The Equal Pay Act of 1963 prohibits pay discrimination based solely on gender considerations Previously, different wages for the same job tasks were justified on the grounds that men were the heads of households whereas women were earning supplemental family income Chapter 7: Collins, Business Ethics Workplace Discrimination Gender Discrimination-Pregnancy In 1978, Congress passed the Pregnancy Discrimination Act (PDA) to protect the civil rights of pregnant women The PDA classified discrimination based on pregnancy, childbirth, or related medical condition as a form of gender discrimination Chapter 7: Collins, Business Ethics Workplace Discrimination The PDA requires that employers provide appropriate job accommodations for pregnant women that do not cause undue hardship to the employer The PDA did not require that any specific amount of leave be extended to childbearing women beyond existing company policies Congress passed the Family and Medical Leave Act (FMLA) of 1993 in part to address this issue Chapter 7: Collins, Business Ethics Workplace Discrimination The FMLA ensures a total of 12 work weeks of unpaid leave during any 12-month period, and the continuation of health care and other fringe benefits during this period for: The care of a newborn baby, a newly adopted child, or a new foster child The care for an immediate family member (spouse, child, or parent) with a serious health condition An employee’s serious health condition Chapter 7: Collins, Business Ethics Workplace Discrimination Gender Discrimination-Glass Ceiling Glass ceiling refers to situations in which the hierarchical advancement of a qualified woman or minority group member is prematurely stopped at a lower level because of gender, racial, or ethnic discrimination Chapter 7: Collins, Business Ethics Workplace Discrimination Gender Discrimination-Reverse Gender Discrimination Reverse discrimination refers to discriminating against a dominant or majority group member in favor of a historically disadvantaged or minority group member Chapter 7: Collins, Business Ethics Workplace Discrimination Race and Ethnicity Discrimination Issues Racial and ethnic discrimination refers to treating an employee differently because of his or her race or ethnicity The lack of daily social interactions among races and ethnicities fosters stereotypes and prejudices Racial and ethnic minorities are much more likely to perceive discrimination as a problem than the Caucasians wielding managerial power Chapter 7: Collins, Business Ethics Workplace Discrimination Religious Discrimination Issues Religious discrimination refers to treating an employee differently because of his or her religious beliefs Employers must provide religious accommodations that are reasonable and do not cause a burden to the employer Employers are also expected to provide flexible scheduling for religious holidays and respect religious clothing and grooming policies Chapter 7: Collins, Business Ethics Workplace Discrimination Age Discrimination Issues Age discrimination refers to treating an employee differently because of his or her age The Age Discrimination in Employment Act (ADEA) of 1967 prohibits dismissing, or not promoting, anyone age 40 or older because the individual is considered “too old” for the job Chapter 7: Collins, Business Ethics Workplace Discrimination Disability Discrimination Issues Congress passed the Americans with Disabilities Act of 1990 (ADA) to prohibit discrimination against a qualified worker with a disability who can perform the job task with or without reasonable accommodation The legislation defines a disability as “a physical or mental impairment that substantially limits one or more major life activities of such individual” Chapter 7: Collins, Business Ethics Workplace Discrimination Sexual Orientation Discrimination Issues Sexual orientation discrimination is not covered by Title VII of the Civil Rights Act Nonetheless, more than 15 states and 150 municipalities have passed laws prohibiting sexual orientation discrimination Some companies prove “domestic partnership” benefits to same-sex or different-sex couples, although they are not required to do so by federal or state law Chapter 7: Collins, Business Ethics Workplace Discrimination Harassment Harassment is defined as “unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age, disability or genetic information” Harassment becomes unlawful when the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive Chapter 7: Collins, Business Ethics Workplace Discrimination Dating, Sexual Harassment, and Hostile Work Environment Dating is based on mutual consent; sexual harassment is not Sexual harassment includes unwelcomed sexual comments, jokes, leering, pictures, or physical touching When quid-pro-quo sexual harassment or a hostile environment occurs, the employer must immediately notify the accused person to stop the offensive behavior Chapter 7: Collins, Business Ethics Workplace Discrimination Retaliation for Discrimination Claims All EEO laws carry a stipulation that it is illegal to take retaliatory adverse action against someone who complains to an employer, manager, or law official about a discrimination issue Chapter 7: Collins, Business Ethics Competitive Advantages of Diversity Management 1. 2. 3. 4. 5. To attract and retain diverse customers To attract and retain diverse employees To achieve cost reductions To enhance decision making, problem solving, and creativity To increase stakeholder goodwill Chapter 7: Collins, Business Ethics Best Operational Practices for Managing Diversity Diversity officer/committee/office Recruiting and hiring Personnel policies Dispute resolution mechanisms Retention and promotions Performance appraisals Terminations and downsizing Chapter 7: Collins, Business Ethics Implementing a Diversity Initiative 1. 2. 3. 4. 5. Present a business case for the diversity initiative Create a shared vision statement Respectfully build from the past Create a sense of urgency Empower a change agent Chapter 7: Collins, Business Ethics Implementing a Diversity Initiative (cont’d) 6. Gather political support 7. Craft an implementation plan 8. Develop enabling processes 9. Evaluate the progress 10. Reinforce the change Chapter 7: Collins, Business Ethics Diversity Training Diversity necessitates expanding an employee’s comfort level beyond his or her own race, ethnicity, or gender Helping employees overcome their biases against diverse people requires training Exhibit 7.3 highlights some common diversity training problems that can arise from within, or between, dominant and subordinate workplace groups Chapter 7: Collins, Business Ethics Diversity Training Insert Exhibit 7.3 Chapter 7: Collins, Business Ethics Diversity Discussion Guidelines Many employees are not comfortable discussing diversity issues Initial employee tension and resistance can be defused by a warm-up activity in which participants agree on discussion guidelines If the organization lacks discussion guidelines, have participants independently develop a set of rules governing how participants should treat one another during the discussion Chapter 7: Collins, Business Ethics Diversity Training Exercises Chapter Seven includes several examples of diversity exercises that are informative, relevant, and useful These include activities that foster awareness, explore what it is like being prejudged, and how everyone is unique Chapter 7: Collins, Business Ethics