M6 Paper
Jackie Channn
Chapter12Slides.pptxChapter 12: Celebrating Diversity
Introduction
The landscape of the workplace has changed
As the United States becomes more diverse, markets, customers, and employees become more diverse
Changes in the racial and ethnic makeups of the work environment are significant
By 2060 white Americans will only make up 43% of the U.S. population
Women are expected to represent the majority of the U.S. workforce by 2020
Case Study: Bass Pro Shop
In the mid-2000s, managers at various Bass Pro Shops stores using discriminatory language and hiring practices were reported
A lawsuit was filed against the corporation and is still being litigated today
What terms make you feel uncomfortable?
Does it surprise you that there are still situations like this today?
Is this an isolated case?
Major Diversity Categories in Organizations
Race: Percentage of traditional racial minorities in the U.S. workforce is increasing
National origin: Growing proportion of today’s workers are immigrants, and English is not their first language
Age: Increasing number of employees expect to work past the traditional retirement age
Disability: Firms need to provide reasonable accommodation so workplaces are accessible
Religion: Inclusion of diverse religious faiths and customs
Sex: Ensure equal access and opportunities in hiring
Engaging a Diverse Environment
The number of women and people of color in the American workforce is increasing
The average age of the American workforce is increasing
Diversity encompasses how we think, act, conduct business; more than just what we “look like”
The Aging Workforce
Between 1977 and 2007, employment of workers 65+ increased 101%, compared to a much smaller increase of 59% for total employment
With the aging of the baby-boom generation, the older age cohorts are expected to make up a larger proportion of the labor force in the next two decades
This aging workforce impacts the organizational environment in many ways, including stereotypes
Organizations are stronger when workers embrace the differences in understandings, experiences, attitudes, and expectations that each generation has to offer
Sex and Gender Issues
Number of men in the workforce increased by about 53% from 1967-2009
During the same timespan, the number of women in the workforce increased by over 190%
Incomes for women in the workforce are rising, but there is still a significant gap between earnings of men and women
Institutionalization of masculine male and feminine female complicates understanding
It is important to distinguish between sex and gender
Critical Thinking Questions – Sex and Gender
Why do sex and gender matter in organizational communication?
In what ways is masculinity celebrated and/or dismissed in our culture? In the workplace?
In what ways is femininity celebrated and/or dismissed in our culture? In the workplace?
Racial and Ethnic Issues
Higher population growth and increasing participation rates mean minorities in the workforce will increase significantly
Discrimination still remains a problem
A healthy work environment will develop an understanding and climate that sees all individuals as people of equal worth
Disabled Workers
American with Disabilities Act (ADA) passed into law in 1990, prohibiting discrimination against individuals with disabilities in all areas of public life
Employers must provide reasonable accommodation for disabled employees
If a disability is not job-related or can be accommodated, organizations should not discriminate
Communication technology is providing additional opportunities that influence the ability of the disabled worker
Intercultural Issues
Culture: system of shared values, beliefs, and meaning
Ethnocentrism: evaluating others’ culture against our own
Perception: influences our worldview
Stereotyping: judging a person based on the group to which we perceive them as belonging
Nonverbal differences: meaning of a symbol in one country may differ in another; a potential barrier
Language difference: can even vary between regions
Cultural intelligence: adapting, selecting, shaping cultural aspects of environment
Critical Thinking Questions - Diversity
In what ways have you been discriminated against because of your:
Age?
Race?
Sex or gender?
Abilities?
What are some of the issues or barriers that prevent us from communicating effectively in intercultural environments?
Dealing with Emotion
Emotions are intense feelings directed at someone or something
Both energy and stability are needed in the workplace
Just like personality, a range (or diversity) of emotional response when balanced can help keep an organizational team focused and effective
Emotions can help us gauge the effectiveness of potential changes, response to decisions, or buy-in to future projects
Understanding Personality
Personality describes the sum total of ways in which an individual reacts to and interacts with others
One personality type is not better than another – they are just different
We must be aware of our own personality and the impact it has on our environment – and make adjustments when necessary
Discrimination
Stereotypes often lead to workplace discrimination
Whether an individual is a person of color or white, male or female, gay or straight, disabled or otherly abled are often extraneous factors not relevant to the organizational or job-related decision at hand
When we place individuals or groups of people in categories, we rob them of their uniqueness and individuality
Sexual Harassment
Sexual harassment is a special abuse of power that we discuss briefly here because it becomes a hindrance to diversity
Unwanted sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that create a hostile or offensive work environment
Organizations must train and educate their employees on what sexual harassment is, and what policies and practices exist within the organization and the law to guard against sexual harassment
Technology and Diversity
Technology can both encourage and hinder diversity
Technology can also provide more tools to manage the process to improve communication and a different method of dealing with cross-cultural communication issues and stereotypes
A text-only (email or texting)
Voice-only (traditional phone)
Using a more rich channel of verbal and non-verbal information (voice and physical)
Face-to-face or video-conference
Organizational Culture and Diversity
Organizational Values
Organizational values should primarily align with personal values if one is to feel comfortable participating in the organizational environment
An appreciation for diversity is vital for organizational success
A diversity of ideas and values in regards to the direction and movement of the organization helps leaders make better decisions
Leadership and Management Styles
Different organizational environments require different types of leadership
Even in the same organization, different styles and approaches are necessary with different employees or in different situations
Diversity in leadership and management styles is important for organizational success
Climate Issues
Organizational climate is the shared perception of employees of the properties of the work environment that guide expected behavior
Safety, justice, clarity of rules and regulations, as well as clear goals and expectations, help employees understand how they and others fit into the organization
It is important for a diverse organization to emphasize the need for a variety of ideas, with standards of performance and expectations of teamwork and encouraging a variety of inputs from diverse sources
Working with Difficult People
In a diverse work environment, there’s an enhanced likelihood that we are going to work with someone who sees things from a different point of view
This is a core benefit of diversity; it is also a personal challenge, as you may have to accomplish tasks with people who you do not understand or agree with
Practice the art of active listening, whereby you truly listen to another’s point of view
Effective Organizational Diversity Programs
Firms can focus on attracting diverse applicants by targeting recruiting messages to specific demographic groups currently underrepresented in one’s workforce
An effective diversity program will also educate managers about the legal framework of equal employment opportunity, encourage equitable treatment of all employees regardless of diversity characteristics
Firms can foster practices that focus on bringing out the full potential of the diversity in their organizations
Context Matters
For-Profit Organization
Good-ole-boy networks can make it difficult for large organizations to embrace diversity
Entrepreneurship
Families and small businesses often do not have enough employees to truly encourage diversity
Nonprofit Organization
Focus of the company may influence consideration of diversity
Government Sector
Differing political views influence government policies
