review 1
Theoretical Perspective
Examining Workplace Demography

National Demographics
WASPs-79 to 72%, 2010 to 2050
Latinos-16 to 25%, 100M
African-Americans-to 15%, 61M
Asian-Americans-double to 8%, 33M

Workplace Demographics
Women to 50% by 2020, 8% of executive positions
African-Americans and Latinos only 5%
Pay gap: women college professors only 75 cents to the $
Gay and lesbian gap-2 out of 5 face harassment
Disabilities gap-78 vs 35%
Defining Diversity

Society for Human Resource Management
the differences based on ethnicity, gender, age, religion, disability, national
origin, and sexual orientation, including an infinite range of unique
characteristics and traits such as the way one communicates, one’s height and
weight, and speed of learning and comprehension .

American Institute for Managing Diversity
any mixture of items characterized by differences and similarities., and it
must be all-inclusive.

Marilyn Loden
The Diversity Wheel

Anita Rowe/Lee Gardenswartz
Four Layers of Diversity
Understanding Leadership-Based
Organizational Paradigms for
Managing Diversity

The Resistance Paradigm
The Rhetoric of Resistance, 1950s and 60s

The Discrimination-and-Fairness Paradigm
The Rhetoric of Affirmative Action, 1960s and 70s

The Access-and-Legitimacy Paradigm
The Rhetoric of Valuing Diversity, 1980s and 90s

The Integration-and-Learning Paradigm
The Rhetoric of Diversity Management and Beyond, present
Challenging the Business Case
for Diversity
Assumptions






A Diverse Workforce Will Increase Overall
Productivity
The Results of Diversity Effects are Easy to Measure
Diverse Employees Embrace Diversity Initiatives
Diversity Training Adds Value to the Organization
Diverse Employees are More Likely to Capitalize on
Diverse Markets
The Relationship between White Men and Diversity is
Clearly Articulated
Legal Perspective
Title VII, Civil Rights Act of 1964






an employer may not treat an employee differently or poorly on
the basis of race, national origin, color of skin, religion, age,
disability, or sex/gender
employers with 15 or more employees, dealing with interstate
commerce and subject to federal regulation
expanded to include not only employees but also patrons and
vendors
administered by Equal Employment Opportunity Commission
expanded with Age Discrimination and Employment Act of
1967, Vietnam Veterans’ Readjustment Assistance Act of 1974,
Pregnancy Discrimination Act of 1978, and with The American
Disability Act of 1990.
Affirmative Action and Title VII are opposites
The Protected Classes







Race-Caucasian, Asian, Black, Pacific Islander,
American Indian
National Origin-country of birth, ethnicity, ancestry
or culture
Color of Skin-regardless of color (reverse)
Religion-his or her beliefs, requires accommodation
Age-age 40 and over
Disability
Sex-Gender
Age
Growth in US Workforce by Age
2000-2010
16-24
25-34
35-44
45-64
55-64
65+
15%
8%
-10%
21%
52%
30%
Retiring Retirement



Create a Culture that Honors Experience
Offer Flexible Work
Introduce Flexible Retirement
Gender
Sex/Gender

Pregnancy Discrimination

Sexual Harrassment
Two Types
Quid pro quo
Hostile work environment
Success factors
Sexual in nature
Either severe or pervasive
Unwelcome or unwanted
Some Statistics
Not working full-time/
with MBA
% who opt out
Age 25-29
Age 40-44
With ambition
Growth rate of graduate degrees
Women
1 in 3
37
87%
71%
33%
16%
Men
1 in 20
24
100%
100%
50%
1.3%
Top 5 Reasons for Leaving

Women
Family time
Earn a degree/other training
Work not enjoyable/satisfying
Moved away
Change careers

44%
23%
17%
17%
16%
Men
Change careers
Earn a degree/other training
Work not enjoyable/satisfying
Not interested in field
Family time
29%
25%
24%
18%
12%
Reasons/Stats for Reentry
Reasons
43% For enjoyment and satisfaction
38% Household income no longer sufficient
24% Desire to give something back to the community
16% Regain power and status
Statistics
93% want to return
74% manage to do so
40% return to full-time jobs
24% take part-time jobs
9% become self-employed
Career Goals of Women
82%
79%
64%
61%
56%
51%
ability to associate with people they respect
freedom to be themselves
opportunity to be flexible with schedule
opportunity to collaborate with others
give back to the community
recognition from the company
Work-Life Policies for Women
82%
64%
54%
35%
5%
have reduced hours
have flexible work arrangements
change field
remove stigma
return to same company
Reversing the Brain Drain
Reduced-Hour Jobs
 Flexibility in the Day
 Flexibility in the Arc of a Career
 Removing the Stigma
 Stopping Burning Bridges
 Providing Outlets
 Nurturing Ambition

Sexual Orientatin
Changing Landscape












2000 Census- 15M gay/lesbian, 1M same-sex HH
63% of voters for civil unions for same-sex couples, 47% for full marriage (65%
for 18-35)
11 states bar discrimination against gays
Dec 2003 Gallup poll-79% believe gays can openly serve in the military
62% believe employees with same-sex partners should have equal key
workplace benefits
7,000 orgs offer domestic partner benefits to same-sex or opposite sex couples
(100 in 1992)
70% orgs include sexual orientation in nondiscrimination policies
157 orgs also include ‘gender identity’ or ‘gender identity/expression’ (less than
3 three years ago)
30 states have adoption laws for same-sex couples
46 states have adoption laws for all people, regardless of sexual orientation
Sodomy laws declared unconstitutional
Over 50% of Americans report they have gay friend or acquaintance in 2000
(25% in 1990)
New Study
Prof. Richard Florida and Gary Gates





New ideas and cutting-edge industries that lead to sustained prosperity
are more likely to exist where gay people feel welcome.
Most centers of tech-based business growth also have the highest
concentrations of gay couples. Donversely, major metropolitan areas
with few gay couples tend to be slow or no-growth places.
Innovation and economic vitality are closely associated with the
presence if gay people and other overt indicators of acceptance and
diversity such as a high percentage of immigrants and the level of racial
and ethnic integration.
Creative, innovative, and entrepreneurial activities tend to flourish in
the same kinds of places that attract gays and others outside the norm.
‘a visible and gay community as a signal of a place that’s likely to be
both exciting and comfortable…signs that nonstandard people, and
ideas, are welcome.’
Strategies for Inclusion in the New
World






ENDA
Domestic partner benefits
Employee network alliances-networking
Marketing to the GLBT community
Internal and external outreach
Nowledgeable and internal resources and
reference libraries
Tools and Techniques







Education
Avoidance of heterosexist assumptions
Sharing
Inclusive language
Encouragement
Time to understand local laws and ordinances
Organizational resources or internet to get
answers
Religion and
Spirituality
What’s the Business Case?



Building morale
Encouraging inter-faith dialogue, helping
break down stereotypes, and avoiding
conflicts
Finding and building talent
Workplace Conflicts




Agnostics and atheists
GLBTs
Muslims
Sikhs
Disability
Disability





Vietnam and disabled veterans
A physical or mental impairment that substantially limits
one or more major life activities
‘Impairment’ is a diagnosable physiological, mental, or
psychological disorder or condition
‘Substantially limits’ mean limited more than the average
person based on nature, severity, and duration
‘Major life activities’ means walking, breathing, seeing,
hearing, learning, sitting, standing, lifting, sleeping,
working, and caring for oneself.
Disability

Disability Discrimination
Has a current disability, has a history, or perceived to be

Reasonable Accommodation
Not unduly burdensome (not very costly, does not
fundamentally alter the business operation, not a direct
threat to the safety and health of other employees)
Can be equipment, flexible schedules, special construction

Access
Ramps, door widths, parking, accessible restrooms nad
facilities.