Diversity in the
Workplace
A Theoretical Perspective
Examining Workplace Demography
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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
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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
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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 .
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American Institute for Managing Diversity
any mixture of items characterized by differences and similarities., and it
must be all-inclusive.
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Marilyn Loden
The Diversity Wheel
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Anita Rowe/Lee Gardenswartz
Four Layers of Diversity
A Framework
for Understanding Diversity
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Diversity is Expansive but not Unbounded
Diversity is Fluid and Dynamic
Diversity is Based on Both Similarities and
Differences
Diversity is Rooted in Nonessentialist Thought
Diversity is Directly Related to How One
Experiences Work
Understanding Leadership-Based
Organizational Paradigms for
Managing Diversity
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The Resistance Paradigm
The Rhetoric of Resistance, 1950s and 60s
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The Discrimination-and-Fairness Paradigm
The Rhetoric of Affirmative Action, 1960s and 70s
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The Access-and-Legitimacy Paradigm
The Rhetoric of Valuing Diversity, 1980s and 90s
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The Integration-and-Learning Paradigm
The Rhetoric of Diversity Management and Beyond, present
Describing the Business Case
for Diversity
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Cost Savings
Turnover
Commitment and absenteeism
Discrimination lawsuits
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Winning the Competition for Talent
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Driving Business Growth
Marketplace
Creativity and Problem-Solving
Flexibility and Global Relations
Challenging the Business Case
for Diversity
Assumptions
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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
Remaining Schedule
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Nov. 9-Theoretical Perspective of Diversity
Nov. 14-Legal Perspective of Diversity
Nov. 16-Analyzing Self
Nov. 19-Understanding Differences
Nov. 21-Assessing Organizations
Nov. 26-Case Study
Nov. 28-Comparative Perspective
Nov. 30-Global Perspective
Dec 3-Group Work
Dec 5 & 7-Group Presentations
Dec. 10-Final Examinations
Dec. 12-Class Socials