Diversity in the Workplace
Advantages of Diversity in the Workplace.
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More creativity in solving problems.
Greater innovation.
Higher productivity.
Better relationships with global customers.
Targeted marketing campaigns.
More customers.
Greater profits.
Larger talent pool of workers.
Increased community involvement and support.
Better communication.
More supportive work environment.
Types of Diversity in the Workforce
 Aging workers
 Immigrants
 Race
 Sex
 Disabilities
 Changing Families
Discrimination Defined
The act, practice, or instance of making a
difference in treatment or favor on a basis other
than merit; the act of discriminating categorically
or by group, rather than individually; the results of
a prejudiced or prejudicial outlook, action, or
treatment.
Stereotypes
 Stereotypes
 Often begins at home.
 Children observe attitudes and hear jokes and
negative comments about “outsiders”
 Born of fear and ignorance
Types of Stereotypes
 Disabilities-people fear the disable because of fear
they might become disable themselves.
 Sex-men and women must treat each other as equals,
avoiding inappropriate touching, jokes, or offensive
comments.
 Age-never hold misguided beliefs about people of
different ages.
 Race-unfamiliarity and fear can lead to conflicts on
the job.
Ageism and Generation Differences
 Ageism can be defined as "any attitude, action, or
institutional structure which subordinates a person or
group because of age or any assignment of roles in
society purely on the basis of age“ Ageism, however, is
different from other "isms" (sexism, racism etc.), for
primarily two reasons.
 First, age classification is not static. An individual's age
classification changes as one progresses through the
life cycle.
 Second, no one is exempt from at some point achieving
the status of old, and therefore, unless they die at an
early age, experiencing ageism
1980-2000: Millennials or Generation Y
 Tech-Savvy: Generation Y grew up with technology and rely on it to perform in
school and their jobs better.
 Family-Centric: The fast-track has lost much of its appeal for Generation Y who is
willing to trade high pay, flexible schedules and a better work/life balance.
 Achievement-Oriented: Nurtured and pampered by parents who did not want to
make the mistakes of the previous generation, Generation Y is confident, ambitious
and achievement-oriented.
 Team-Oriented: As children, Generation Y participated in team sports, play groups
and other group activities. They value teamwork and seek the input and affirmation
of others.
 Attention-Craving: Generation Y craves attention in the forms of feedback and
guidance. They appreciate being kept in the loop and seek frequent praise and
reassurance.
1965-1979:
Generation X
 Individualistic: Generation X came of age in an era of two-income families,
rising divorce rates and a faltering economy. Women were joining the
workforce in large numbers, spawning an age of “latch-key” children. As a
result, Generation X is independent, resourceful and self-sufficient.
 Technologically Adept: The Generation X mentality reflects a shift from a
manufacturing economy to a service economy. The first generation to grow
up with computers, technology is woven into their lives..
 Flexible: Many Gen Xers lived through tough economic times in the 1980s
and saw their workaholic parents lose hard-earned positions. Thus,
Generation X is less committed to one employer and more willing to
change jobs to get ahead than previous generations.
 Value Work/Life Balance: Unlike previous generations, members of
Generation X work to live rather than live to work. They appreciate fun in
the workplace and espouse a work hard/play hard mentality.
1946-1964:
Baby Boomers
 Work-Centric: Baby Boomers are extremely hardworking
and motivated by position, perks and prestige. Baby
Boomers relish long work weeks and define themselves by
their professional accomplishments.
 Independent: Baby Boomers are confident, independent
and self-reliant. This generation grew up in an era of reform
and believe they can change the world.
 Goal-Oriented: With increased educational and financial
opportunities than previous generations, Baby Boomers are
achievement-oriented, dedicated and career-focused.
 Competitive: Since Baby Boomers equate work and position
with self-worth, they are quite competitive in the workplace.
1925-1945:
Silent Generation
Values
1.
Believe in conformity, authority and rules
2. Believe in logic
3. Very defined sense of right and wrong
4. Loyalty and respect for authority
Attributes
1.
Disciplined
2. View an understanding of history as a way to plan for the future
3. Dislike conflict
4. Detail oriented
Work style
1.
Consistency and uniformity
2. Seek out technological advancements
1900-1924:
G.I. Generation
 They have been labeled as "The Greatest Generation"
by Tom Brokaw.
 They grew up in the Great Depression and have made
significant contributions during World War II.
 They are also sometimes called "Generation Firsts" for
being pioneers in several fields such as the first to use
the word "teenagers“ in the American language.
 This generation is also the first to grow up in an
environment where there are child labor restrictions,
vitamins, and public playgrounds.
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How can an employer help workers to diminish
stereotypical beliefs?
What can employees do to overcome stereotypes on
the job?
How can a company reduce communication barriers
among workers?
Describe ways that language or culture can affect
communication
What kinds of problems might young and old workers
face when working together on a team assignment?
How can a non-disabled worker prepare to work on a
team with a worker who is disabled?