Chapter 7 Valuing Work Force Diversity. Learning Objectives After studying Chapter 7, you will be able to: © 2012 Cengage Learning. All rights reserved.7–2

Chapter 7

Valuing Work Force Diversity

© 2012 Cengage Learning. All rights reserved.

Learning ObjectivesAfter studying Chapter 7, you will be able to:

7–2

Define primary and secondary dimensions of diversity.

Explain how prejudiced attitudes are formed.

Develop an awareness of the various forms of discrimination in the workplace.

Understand why organizations are striving to develop organizational cultures that value diversity.

Identify ways in which individuals and organizations can enhance work force diversity.

Explain the current status of affirmative action programs.

Work Force Diversity: An Introduction

• American work force is becoming more racially and ethnically diverse, increasingly female and older

• Focus today is on valuing diversity by appreciating everyone’s uniqueness, respecting differences, and encouraging every worker to make his or her full contribution to the organization

© 2012 Cengage Learning. All rights reserved. 7–3


FIGURE 7.1 Primary and Secondary Dimensions of Diversity

Prejudiced Attitudes

• Prejudice– Is a premature judgment or opinion formed

without examination of facts– Is often based on primary or secondary

dimensions– Causes people to think in terms of stereotypes

What is a stereotype?


Prejudiced Attitudes

• Most common and powerful stereotypes focus on observable attributes:– Age– Gender– Ethnicity

• Stereotypes change when we learn more about specific members of a group


Sources of Prejudicial Attitudes

• Childhood Experiences– Children learn attitudes and beliefs from family,

friends, and other authority figures

• Ethnocentrism– Is the tendency to regard our own culture or

nation as better or more correct than others

• Economic Factors– Prejudice increases when the economy is in a

recession or depression causing housing, jobs, and other necessities to become scarce



How Prejudicial Attitudes Are Formed and Retained


Economic Factors

Childhood Experiences

Unconscious Prejudices

Ethnocentrism


• Unconscious Prejudices– Persons may unknowingly absorb implicit

biases from their culture over their lifetime

How can we change unconscious prejudices?


The Many Forms of Discrimination

• Discrimination – Is behavior based on prejudiced attitudes– Denies equal treatment and opportunities to

people not in the dominant group– Can occur in many forms




• Gender– Women and men are pursuing new roles and

challenging traditional stereotypes

• Age– People are living and working longer, spurring

a rethinking of the concept of age– Age bias, however, is still pervasive

How are workers, younger and older, discriminated against?



• Race– Denotes a category of people perceived as

distinctive on the basis of biologically inherited traits

– Is not scientifically defensible– Is “real” socially, politically, and psychologically

What is ethnicity? Is there a relationship between ethnicity and race?


• Religion– Religious discrimination has been an issue

throughout history

• Disability– Mentally and physically challenged persons

are protected by the Americans with Disabilities Act (ADA) of 1991

– Some employers are still unwilling or unable to make reasonable accommodations



• Sexual Orientation– No federal law forbids workplace

discrimination against sexual orientation– Employers have established policies and

city and state governments enacted laws

• Subtle Forms of Discrimination– No legal protection for subtle discrimination

What are examples of subtle discrimination?



TABLE 7.1 ENABLING THOSE WITH DISABILITIES

If You Are Discriminated Against…

• You Can:– Decide if you want to stay with the organization– Determine whether the “difference” is something

you can change – Address the “difference” directly if you cannot or

will not change it– Review assertiveness skills– Compensate by excelling


The Economics of Valuing Diversity

• Valuing diversity means that an organization intends to make full use of all employees

– Talents– Ideas– Experiences– Perspectives

Is valuing diversity ignoring differences?

Does valuing diversity involve treating everyone the same?


The Economics of Valuing Diversity

• Valuing diversity can reduce the negative effects of discrimination such as:– Turnover– Absenteeism– Low productivity

• Valuing diversity can give businesses a competitive advantage

How does valuing diversity contribute to competitive advantage?


Managing Diversity

• Managing Diversity– Is the process of creating an organizational

culture that respects primary and secondary dimensions of diversity

• As the workforce becomes more diverse, managing becomes more challenging


Managing Diversity

• Individuals may be unable to eliminate deeply-held prejudices, but they can:– Learn to change negative attitudes and

behaviors– Learn to look critically and honestly at

myths and preconceived ideas– Develop a sensitivity to differences– Develop a comprehensive diversity

awareness program



FIGURE 7.2

Three Pillars of Diversity

What do each of the three pillars entail?

• Sex• Gender • Racial or ethnic origin • Religion • Age

• Disability • Sexual orientation• Military experience• Marital status • Pregnancy

Protected Classes

Under Title VII of the Civil Rights Act of 1964, individuals are protected from discrimination on the following bases:



Legislation for Protected Classes

• Age Discrimination in Employment Act• Vietnam Era Veterans Readjustment

Assistance Act• Pregnancy Discrimination Act• Americans with Disabilities Act• Civil Rights Act of 1991


Affirmative Action: Yesterday and Today

• Affirmative Action– Involves intentionally seeking and preferential

treatment in hiring and other employment matters related to protected groups that are under-represented in the organization due to past discrimination

The Affirmative Action Debate

• Is it time to rethink affirmative action (AA)?– Common arguments against AA:

• Preferences are discriminatory• Preferences do not make sense, given changing

demographics• Socioeconomic status is a better indicator of need

What are your beliefs regarding affirmative action?


© 2012 Cengage Learning. All rights reserved.

KEY TERMS

7–26

valuing diversity

primary dimensions

secondary dimensions

prejudice

stereotypes

ethnocentrism

ethnicity

discrimination

race

managing diversity

affirmative action

Documents

Chapter 7 Valuing Work Force Diversity. Learning Objectives After studying Chapter 7, you will be able to: © 2012 Cengage Learning. All rights reserved.7–2