UNIT VII Project MD&O

Unit VI PowerPoint Presentation

Justin Erby

228342

BSL 4000-16G-1A22-S1

Managing Diversity in Organizations

Introduction

Diversity includes a wide range of human differences such as color, ethnic origin, sexual preference, gender identity, sexual orientation, age, financial position, physical abilities or traits, religion beliefs system, nation, and political views.

 Racism and ethnic discrimination are two of the most common forms of prejudice.

To begin, cultural diversity is described as the presence in a community of a substantial proportion of people of different ethnic backgrounds. There was virtually little representation, in particular, for workplace diversity. Gender, age, marital status, financial position, handicap, sexual orientation, religion, character, ethnic origin, and culture are some of the obvious and unseen differences that exist in the workplace.

 To name a few differences, workplace diversity recognizes the reality that people differ in a variety of ways (kossek, et al., 2005).To be successful, a company's workers must have the necessary skills, expertise, and talents to ensure the company's long-term success. A diverse staff allows a business to flourish and rise to the top of the market, benefiting all stakeholders.

Benefits of workplace Diversity

When workers from various backgrounds, ethnicities, and countries, as well as from various views, cooperate, they each bring a little different perspective to the job and issue at hand, which is beneficial. And this is beneficial in terms of success.

Increased Creativity: Workplace diversity has been proven to boost creativity. You will restrict your company's ability to grow and create new ideas if you only hire diverse groups of people – that is, workers that share similar countries, philosophies, and socioeconomic backgrounds. Employees with different backgrounds, on the other hand, will bring a variety of views to bear on a shared objective, such as yours.

Increased Productivity: Workplace diversity fosters innovation and increases productivity. Because diversity increases productivity: the more varied your staff, the more diverse your brainstorming sessions, and the more diverse your ideas, the more diversely successful your company becomes.

Improve Your Company's Image: To begin, variety fosters a sense of belonging. After all, when you hire a diverse staff, your company represents the community in which it operates – and, in certain cases, the community in which it provides services. Furthermore, a national and worldwide reputation for inclusion may aid in the development of your firm's credibility in your sector and the promotion of your organization as a well-known brand.

History of Diversity Based Legislation

The United States was founded on the principle of equality for everyone, and diversity was virtually non-existent, particularly in the workplace. Employers, on the other hand, are increasingly employing individuals with disabilities, cancer, and other serious illnesses, in addition to a balanced population of men and women and members of minority groups (Kossek et al., 2005, p. 54).

Title VII of the Civil Rights Act of 1964 defines workplace diversity as "everything not prohibited by law" (EEOC 1). • The Equitable Employment Opportunity (EEO) Act compels businesses to recognize workplace diversity based on color, ethnicity, gender, religion, equal pay, handicap, age, national origin, or genetic information (Celistan, p. 22).

March 6, 1961, President John F. Kennedy issued Executive Order 10925, mandating government contractors to "take affirmative action to guarantee that applicants are recruited and employees are treated equally regardless of race, creed, color, or national origin." n.d., "Executive Order 10925." (Executive Order No. 10925.)

History of Diversity Based Legislation Cont.

The Civil Rights Act of 1964 is a major piece of civil rights and labor legislation in the United States that prohibits discrimination based on race, color, religion, sexual orientation, or national origin. It forbids racial discrimination in voter registration and racial segregation in schools, jobs, and public accommodations.“ In 2018, both the Civil Rights Act of 1964 and the Age Discrimination

In 1965, President Lyndon B. Johnson signed Executive Order 11246 requiring any government contractor and subcontractor to offer equal opportunity in increasing any employment opportunities that may affect minorities. The order was subsequently overturned. As previously mentioned, 11246 was also amended to include females.

Richard M. Nixon, who was in head of the labor department at the time, issued Executive Order No.4 in 1970. While there is some worry about minorities being underutilized by government contractors, the aim was to be flexible.

President Jimmy Carter of the United States issued Executive Order 12138, which created a national women's commercial enterprise strategy and an institution devoted to advancing equal opportunity for women in business. in Employment Act were passed.

History of Diversity Based Legislation Cont. • President Ronald Reagan signed Executive Order 12432, which directed federal

agencies to create a (Mbe) minority business enterprise strategy, which was implemented in 1984.

• President Bill Clinton examined all of the equal opportunity standards in 1995, with the aim of promoting a program that would provide equal opportunity for minorities. President Clinton declared the policy of "mend it, don't end it" in a speech.

• The Glass Ceiling Commission (GCC) made a recommendation in 1995, stating that corporate America should take advantage of every opportunity to guarantee that highly qualified individuals have access to and the capacity to compete for well- paying positions.

THE CIVIL RIGHTS ACT OF 1964

The Civil Rights Act of 1964 was passed to ensure that you may exercise your constitutional right to vote. It would provide district courts in the United States the authority to award remedies in certain cases involving discrimination in a public place.

Furthermore, the Attorney General is given the authority to file lawsuits to protect the rights of people who attend public schools or use public facilities, and the term of the Commission on Civil Rights (CCR) is extended to prohibit discrimination in any program receiving government money or support.

Title vii of the Civil Rights Act of 1964 prohibits discrimination against women during pregnancy, delivery, and any medical conditions that may present at the time of the discrimination. All employers must treat pregnant women equally and equitably, regardless of their position.

An employer has no power to refuse to hire a woman simply because she is pregnant at the time of employment. Pregnant women who can perform their work duties will not be denied future employment chances.

An employer cannot force a pregnant employee to miss work if they are capable of meeting their employment duties and responsibilities. Health insurance must cover a pregnant employee's costs in the same way as it covers other medical problems.

The Civil Rights Act Of 1964 Cont.

When President John F. Kennedy proposed the Civil Rights Act in 1963, it quickly became a divisive issue in the United States. Despite Kennedy's inability to secure approval of the bill in Congress, a tougher version was eventually approved at the insistence of his successor, President Lyndon B. Johnson, who signed the bill into law on July 2, 1964, after one of the longest debates in the history of the United States Senate.

 In response to the act, white nationalists and other anti-integration activists organized a robust response that included protests, increased support for anti-integration candidates for public office, and incidents of racial violence.

The constitutionality of the legislation was immediately challenged, and the Supreme Court upheld the challenge in the test case Heart of Atlanta Motel v. United States (1964). The act gave federal law enforcement officials the power to ban job discrimination based on race, voting, and the use of public facilities.

Challenges of Legislating Diversity

Communication- Ineffective communication of business objectives as a result of cultural, linguistic, and perceptual differences.

 Resistance to change – Some employees are unable to accept changes in their cultural and social backgrounds. The business must gather data from all employee evaluations and statistics in order to create a tailored system that would accommodate all employees and applicants.

 The company's success in managing diversity is dependent on the development of a culture of variety that is permeable across all departments.

 Workplace diversity evaluation- After embracing diversity, an assessment of workplace diversity becomes an important component of the company's activities. This may result in an increase in management expenses.

Development of workplace diversity- The business is required to conduct regular reviews of its diversity structure. This necessitates the development of an achievable, thorough, and quantifiable strategy. Workplace diversity execution: The business must guarantee that the management and senior teams are committed to the initiative.

Impacts of Diversity Legislation

Diversity practices and experiences impact on personal behavior - there is legislation that aids in

ensuring that prejudice and unfair treatment of other which may influence personal behavior such as

name calling, etc.

Interpersonal relationships, - increased diversity and acceptance of other cultures had increased

relationships between people of different cultures, which further reduces stigma and prejudice and

increases understanding.

Perceptions - with increased understanding and personal experience with different cultures,

perceptions can be based on more accurate information rather than on assumptions therefore

potentially reducing prejudice.

 The social expectations of others in the workplace - equality and fairness is now generally a large

component of workplace policies and practices, with prejudiced behaviors not tolerated.

Impacts of Diversity Legislation Cont.

A company's ability to recruit and retain employees of varying ages, abilities, and experiences is critical to ensuring quality at all levels (Urwin et al, 2013)Certain groups, however, such as the elderly, have a tendency to "obstruct" the recruitment and development of younger employees (Urwin et al, 2013).Diversity The company may use laws to level the playing field for all organizational members to contribute to the organization's profitability.

Companies with a higher female executive ratio outperform their respective industry averages ( (Urwin et al., 2013)a female-owned business In some cases, restrictions may prevent board gender diversity, which may have financial ramifications (Eagly, 2016)

However, the ability to address causal links may be hampered in a company with a diverse workforce.

Gender-balanced work environments contribute to a positive working environment for all.

References

• Celistan, Dwain. diversity at the top

• Eagly, A.H., 2016. When passionate advocates meet research on diversity, does the honest broker stand a chance?. Journal of Social Issues, 72(1), pp.199-222.

• Guillaume, Y.R., Dawson, J.F., Woods, S.A., Sacramento, C.A. and West, M.A., 2013. Getting diversity at work to work: What we know and what we still don't know. Journal of occupational and organizational psychology, 86(2), pp.123-141.

• Kossek, E.E. and Pichler, S., 2007. EEO and the management of diversity. Oxford Handbook of Human Resource Management, The, p.251.

• Kossek, E.E., Lobel, S.A. and Brown, J., 2006. Human resource strategies to manage 11 workforce diversity. Handbook of workplace diversity, pp.53-74.

• Urwin, P., Parry, E., Dodds, I., David, A.H. and Karuk, V., 2013. The business case for equality and diversity: A survey of the academic literature.