Women & Men in Management

1. Women & Men in Management Chapter 9 – Promoting Nondiscrimination, Diversity, and Inclusion

2. Corporate Action • Promoting nondiscrimination • Legality: complying with federal, state, and local EEO laws • Refraining from discrimination on job-irrelevant qualities (ex. Sexual orientation) • Promoting diversity • Legality: Affirmative action programs • Increase diversity for business reasons • Promoting inclusion • No laws, but may provide advantages

3. Legal Requirements Refraining from discrimination • Title VII, Civil Rights (1964) • Prohibits discrimination on the basis of sex, race, color, religion, national origin, and more recently pregnancy and childbirth in any employment condition • Bans sexual harassment • Two types of discrimination: • Disparate treatment • Disparate impact

4. Legal Requirements Refraining from discrimination • Title VII, Civil Rights (1964) • Exceptions to Title VII • Exception to ban on sex discrimination: discrimination based on seniority system • When sex represents a bona fide occupational qualification

5. Legal Requirements Refraining from discrimination • Equal Pay Act (1963) • It is illegal to pay members of one sex a lower rate than the other if they hold jobs that require equal skill, effort, and responsibility under similar working conditions in the same firm • Exceptions to Equal Pay Act • Pay differences are permitted for: • Seniority systems • Merit systems • Systems measuring earnings by quality or quantity of production, or difference in experience

6. Legal Requirements Refraining from discrimination • Quotas • Are not required, but may be allowed to remedy a previous imbalance caused by discrimination • How are wages set? • Job evaluation, key jobs, and job clusters • Skill • Effort • Responsibility • Working Conditions

7. The Cost of Discrimination • Direct costs • Fines • Punitive damages • Legal fees • Indirect costs • Damage to company image • Reputation • Lack of employee regard for the firm

8. Taking Affirmative Action • Purpose: overcome the past effects of discrimination • Who must follow affirmative action? • U.S. organizations with 50 or more employees and federal contracts exceeding $50,000 per year • Who administers affirmative action? • The Office of Federal Contract Compliance Programs (OFCCP)

9. Business Imperatives: Why Promote Diversity? • Trends towards increasing diversity: • More diverse labor force in U.S. in multiple dimensions • Educational attainment of females has risen, relative to males • Worldwide shift from manufacturing-based economies to service delivery economies • Increasing globalization of business, multinational business operations, and worldwide marketing

10. The Business Side of Diversity • Firms with about 50% female workforce performed better than those with lower or higher percentages of women. • Profitable firms are successful because they make smarter decisions than competitors: • Embracing diversity may just be one of those smarter decisions that help lead to performance

11. Business Imperatives: Why Promote Inclusion? • Inclusion prevents employees from feeling alienated from those who are different from themselves • Three types of diversity cultures: • Monolithic organizations • Plural organizations • Multicultural organizations

12. Monolithic Organizations Characteristics • A large majority of employees from one group, especially in managerial ranks • Differences between minority and majority are solved by assimilation • The expectation of minority groups to adopt the norms and values of the majority in order to survive • Low levels of intergroup conflict • Message: “We do not welcome diversity”

13. Plural Organizations Characteristics • Take steps to promote diversity, such as in hiring and promotion and managerial training • Focus on numbers of majority vs. minority instead of the quality of work relationships • Resolve differences through assimilation • Intergroup conflict is high if the majority group disagrees with organizational changes to promote diversity • Message: “We promote diversity, but we expect employees to fit in with the majority group”

14. Multicultural Organizations Characteristics • Promote diversity and a culture of inclusion • Respond to differences by encouraging members to respect the norms and values of other groups • Increased use of diverse work teams • Intergroup conflict is low • Message: “We welcome members of all groups as full participants in our culture, and we strive to take full advantage of what they have to offer”

15. The Benefits of Inclusion • Inclusive cultures • Are more attractive to prospective employees • Are likely to contribute to full utilization and retention of valued employees • Can enhance the organization’s bottom line • Create a competitive advantage against firms who are weaker in promotion of inclusion

16. Organizational Action for Diversity

17. Organizational Action for Diversity

18. Educational Initiatives for Employees • Education and training programs should meet a range of objectives and increase participants’: • Knowledge about diversity issues • Familiarity with organizational policies regarding inappropriate workplace behavior • Awareness of their own stereotypes and prejudices • Skills in moving beyond these stereotypes and prejudices • Fluency of other languages and knowledge of national cultures (in multinational organizations) • Managerial skills in making bias-free decisions and dealing with diversity-related incidents • Efforts to change the organization’s diversity culture

19. Book Wrap Up • How does it all relate? • Recommended actions • Overall directed towards organizations, but individual decisions and changes are what change the organization itself • Goal • To create a nondiscriminatory, diverse, and inclusive workplace, in which individuals are valued for what they bring to the workplace rather than for their demographic qualities

20. Chapter 9 Terms • Promoting nondiscrimination • Promoting diversity • Promoting inclusion • Title VII of the Civil Rights Act • Disparate treatment discrimination • Disparate impact discrimination • Bona fide occupational qualification • Equal Pay Act • Job evaluation • Affirmative action • Monolithic organizations • Plural organizations • Multicultural organizations • Champions of diversity • Cultural audit