Define diversity and review the four layers of diversity. Diversity represents the individual differences that make people different from and similar to each other. Diversity pertains to everybody. It is not simply an issue of age, race, gender, or sexual orientation. The layers of diversity define an individual's personal identity and constitute a perceptual filter that influences how we interpret the world. Personality is at the center of the diversity wheel. The second layer of diversity consists of a set of internal dimensions that are referred to as surface-level dimensions of diversity. The third layer is composed of external influences and is called secondary dimensions of diversity. The final layer of diversity includes organizational dimensions.
Explain the difference between affirmative action and managing diversity. Affirmative action is an outgrowth of equal employment opportunity legislation and is an artificial intervention aimed at giving management a chance to correct past discrimination. Managing diversity entails creating a host of organizational changes that enable all people to perform up to their maximum potential.
Explain the glass ceiling and the four top strategies used by women to break the glass ceiling. The glass ceiling is an invisible barrier blocking women and minorities from top management positions. The top four strategies used by women included the following: consistently exceed performance expectations, develop a style with which male managers are comfortable, seek out difficult or challenging assignments, and find influential mentors.
Review the demographic trends pertaining to racial groups, educational mismatches, and an aging workforce. With respect to racial groups, Asians and Hispanics are expected to have the largest growth in the population between 2000 and 2050, and minority groups will constitute 49.9% of the population in 2050. Minority groups also are experiencing a glass ceiling. There is a mismatch between workers' educational attainment and occupational requirements. The workforce is aging.
Highlight the managerial implications of increasing diversity in the workforce. There are eight broad managerial implications:(a) To attract the best workers, companies need to adopt policies and programs that meet the needs of all employees; (b) managers should consider progressive methods to recruit, retain, and integrate Hispanic workers into their organizations; (c) mentoring programs are needed to help minorities advance within the organizational hierarchy; (d) there will be a shortage of qualified people in technical fields; (e) on-the-job remedial skills and literacy training will be needed to help the growing number of dropouts and illiterates cope with job demands; (f) organizations will need to provide tangible support education if the United States is to remain globally competitive; (g) the problem of career plateauing needs to be managed; and (h) there are three broad recommendations for managing an aging workforce.
Explain the positive and negative effects of diversity by using social categorization theory and information/decision-making theory. Social categorization theory implies that similarity leads to liking and attraction, thereby fostering a host of positive outcomes. This theory supports the idea that homogeneity is better than heterogeneity because diversity causes negative interpersonal processes and group dynamics. The information/ decision-making theory is based on the notion that diverse groups should outperform homogenous groups because diversity is positively associated with task-relevant processes and decision making.
Identify the barriers and challenges to managing diversity. There are 10 barriers to successfully implementing diversity initiatives: (a) inaccurate stereotypes and prejudice, (b) ethnocentrism, (c) poor career planning, (d) an unsupportive and hostile working environment for diverse employees, (e) lack of political savvy on the part of diverse employees, (f) difficulty in balancing career and family issues, (g) fears of reverse discrimination, (h) diversity is not seen as an organizational priority, (i) the need to revamp the organization's performance appraisal and reward system, and (j) resistance to change.
Discuss the organizational practices used to effectively manage diversity as identified by R Roosevelt Thomas, Jr. There are many different practices organizations can use to manage diversity. R. Roosevelt Thomas, Jr, identified eight basic responses for handling any diversity issue: include/ exclude, deny, assimilate, suppress, isolate, tolerate, build relationships, and foster mutual adaptation. Exclusion, denial, assimilation, suppression, isolation, and toleration are among the least preferred options. Inclusion, building relationships, and mutual adaptation are the preferred strategies.
