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Workforce Diversity

Workforce Diversity. HRM Implications. Values Exercise. List your personal values. Check each one that applies to you in the context of your job (line one). Check each one that applies to your organization (line two). Organizational Culture.

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Workforce Diversity

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  1. Workforce Diversity HRM Implications

  2. Values Exercise • List your personal values. • Check each one that applies to you in the context of your job (line one). • Check each one that applies to your organization (line two).

  3. Organizational Culture A set of collective, communicated beliefs and values that influence behavior throughout the organization

  4. OC Considerations • Decision-making • Communication • Ambiguity • Risk • Achievement • Individualism vs. collectivism • Accountability • Diversity

  5. “If organizations want to remain competitive in the marketplace, diversity has to be a part of the strategic goal.” Susan Meisinger President Society for Human Resource Management

  6. By 2008, women & minorities are expected to comprise up to 70% of new entrants into the workforce Approximately 40% of all American consumers are non-White. Spending among African Americans, Asian Americans & Hispanic Americans is estimated to exceed $650 billion annually.

  7. Diversity Any perceived difference among people: age, race, religion, functional specialty, profession, personality, sexual orientation, geographic origin, lifestyle, tenure, position

  8. Diversity Management Ensuring factors are in place to provide for & encourage the continued development of a diverse workforce by merging actual & perceived differences among workers to achieve maximum productivity; the ability to use the talents of people from various backgrounds, experiences & perspectives

  9. Why manage diversity? To establish & maintain a competitive advantage in an increasingly heterogeneous society

  10. Achieving diversity goes beyond political correctness It is fostering a culture that values individuals & their wide array of needs & contributions

  11. A challenge for managers Is to recognize that people with common, but different characteristics from the mainstream, often think, act, learn & communicate differently

  12. Every person, culture & business situation is unique There are no simple rules for managing diversity other than development of patience, open-mindedness, acceptance & cultural awareness

  13. Goal: Cultural Competency A set of congruent attitudes & policies that come together in a system to enable effective strategic goal attainment in the cross-cultural business environment

  14. 2010 Workforce Projections • 36.3% increase in Hispanic workers • 14% of U.S. population in 2006 • 20.7% in African-American workers • 12% of U.S. population in 2006 • Decrease in men’s share of the labor force • Increase in 16-24 y/o • Decrease in 25-54 y/o • 50% increase in workers 55 or older* *2012

  15. Improves corporate culture Improves employee morale Higher retention Easier recruitment Less complaints/litigation Increases creativity Less interpersonal conflicts Enables moves into emerging markets Improves client relations Increases productivity Improves the bottom line Maximizes brand identity Reduces training costs *Fortune Magazine Benefits of Diversity

  16. Diversity Management Challenges • Balancing individual needs with group fairness • Dealing with resistance to change • Ensuring group cohesiveness & open communication • Avoiding employee resentment & backlash • Retaining valued performers • Maximizing opportunities for all

  17. Women • 48% of the workforce • 73% female-male earnings ratio • 55% account for at least ½ household income • Male-dominated corporate culture • Social norms-flexibility • Single, sequencing mothers

  18. Workers of Color • Stereotypes • Discrimination • Dual socialization or biculturalism • Role overload • Misunderstandings • Business practice differences

  19. Older Workers • Graying of America • Worker shortage • Health care field • Recruiting • Job restructuring • Different careers • Flexibility • Productivity

  20. People with Disabilities • 19% U.S. population • 56.6% are employed • Preconceived notions • Worker relationships • Inconsistent management • Reasonable accommodations

  21. Immigrants • Cultural differences • Work ethics • Adaptation • Skill specialization • Legal status • Immigration Reform & Control Act of 1986 • H-1B visa • Temporary workers • L-1 classification

  22. Homosexuals • Legal protection • “Don’t ask, don’t tell” • Key issues • Hiring • Intolerance • Fear & prejudice

  23. HRM Suggestions • Inclusive, diverse hiring practices • Ongoing focus groups • Ongoing diversity training programs with focus on human behavior • Ongoing support groups • Mentoring programs • Apprenticeships • Flexibility • Management responsibility & accountability

  24. Potential Problems • “White male bashing” • Promotion of stereotypes

  25. Strategic Diversity Management: Lessons from IBM • 1993: CEO Lou Gerstner • Engage employees as partners • 8 employee task forces • Integrate diversity with management practices • Support at the highest levels • Link diversity goals to business goals • Expand customer, distributor base

  26. Embracing Diversity: AFLAC • Recruitment • Online • Referrals • Retention • 10% voluntary turnover • Relationships • Mentorship • Professional training • Open door policies • Rewards • Creativity in promoting diversity • Reinforcement • Volunteer diversity council • Employee Appreciation Week

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