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Building a Welcoming Work Environment and Encouraging Diversity

Building a Welcoming Work Environment and Encouraging Diversity. Human Resources Management and Supervision. 1. OH 1- 1. What Is Diversity?. Differences among people (employees, vendors, and guests)

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Building a Welcoming Work Environment and Encouraging Diversity

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  1. Building a Welcoming Work Environment and Encouraging Diversity • Human Resources Management and Supervision 1 OH 1-1

  2. What Is Diversity? • Differences among people (employees, vendors, and guests) • All people must be treated equally without regard to race, color, national origin, or any other trait related to that person’s role at the foodservice operation.

  3. Gender Age Group affiliation Physical/learning abilities Physical/mental disabilities Nationality Ethic background Skill level Bases of Possible Differences Between People

  4. Sexual orientation Physical appearance Economic level Skin color Political references Career goals Religion Race Bases of Possible Differences Between People continued Persons should not be discriminated against because of these factors.

  5. Employment Cycle .

  6. Employment Cycle - continued • Note that (top-left of circle in the previous slide) the employment cycle begins when there is a need for additional employees, and potential staff members must be recruited. • The next steps in the cycle involve screening, hiring, and orienting employees to the operation. • Employees must also be supervised, developed, trained, evaluated, and rewarded for effective performance. • When employees leave the organization, there is a need for additional employees, and the employment cycle is repeated.

  7. Please Note • Please note that the definitions of the terms “applicants” and “candidates” may be misapplied in the some printings of the text book. • Applicants are the people who have applied for an open job. • Candidates are applicants who possess minimum job requirements and are being considered for a job opening.

  8. Benefits of a Diverse Working Environment • Creates a more enjoyable and productive workplace. A welcoming environment encourages all staff members to do their best. • Employees with different backgrounds look at the same situation and challenges from a variety of viewpoints, and this can lead to a more productive work environment and to better creative problem solving.

  9. Benefits of a Diverse Working Environment • Attracts more customers, Employees who live in the local community can often help to build new business from customers who want to visit operations that employ community residents. • Increases the labor pool. In today’s tight labor market, the size of the labor pool increases as diversity is encouraged. • Improves legal protection. Promoting diversity is the law!

  10. Avoiding Illegal Discrimination • Definition—Making an arbitrary distinction between job applicants or employees on any employment action on the basis of any personal characteristic protected under federal, state, or local laws • Employers cannot create or allow a hostile environment based on protected characteristics. A “hostile environment” is one in which someone is exposed to unwelcome, intimidating, offensive, or antagonistic behavior

  11. Race Color Religion Sex National origin Age (forty or over) Disability Military service Pregnancy Citizenship Federally Protected Personal Characteristics

  12. Federal Equal Opportunity Employment Laws • The ten federally protected characteristics are called “protected categories.” • Individuals who share a federally protected characteristic are called federally protected classes (groups). • Persons in federally protected classes (groups) along with all other persons cannot be discriminated against.

  13. Other Anti-Discrimination Requirements • Additional rules affect businesses contracting with the federal government and operations that accept federal grants or funds. • State and some local laws may also address equal employment opportunity.

  14. How Would You Answer the Following Questions? • The task of recruiting potential employees occurs (before/after) they are screened. • How many federally protected characteristics comprise the “protected categories” in federal equal opportunity employment laws? • The best way to ensure compliance with all laws is to treat everyone equally. (True/False) • Personal characteristics that are addressed in equal opportunity employment laws are referred to as federally protected ______.

  15. How Would You Answer the Following Questions? Answers • The task of recruiting potential employees occurs (before/after) they are screened. • How many federally protected characteristics comprise the “protected categories” in federal equal opportunity employment laws? Ten • The best way to ensure compliance with all laws is to treat everyone equally. (True/False) • Personal characteristics that are addressed in equal opportunity employment laws are referred to as federally protected categories.

  16. Let’s Define Terms! • Stereotypes—generalizations about particular groups of people that assume all members of the group are the same • Prejudice (bias)—general attitude about a person or group based on a judgment unrelated to abilities • Cultural tendencies—common ways of acting, based on beliefs and habits shared by persons in a group

  17. Diverse Employees Working as a Team This diverse group of restaurant employees work together as a team in a welcoming environment.

  18. Prejudice and Stereotypes Affect the Workplace • Problems counter the benefits of diversity. • Actions may be contrary to law. • Results can create a culture of distrust and frustration. • Employees do not feel trusted or welcome, productivity will fall, and their willingness to work as team members will decrease.

  19. Negative Effects of Prejudice

  20. Positive Effects of Diversity

  21. Promoting Diversity • Step 1 –Recruit for diversity. • Recruitment of members of minority groups should be an active process. • A recruiting goal should be to employ a diverse workforce. • Remember that the recruiting goal should be to encourage diversity while trying to find the best qualified persons regardless of race, color, national origin, or other differences.

  22. Promoting Diversity continued • Step 2 – Increase cross-cultural interaction. • Develop a mission statement that emphasizes diversity. • Develop policies/procedures driven by the mission statement. • Implement aggressive recruiting practices. • Assure that managers model expected behavior. • Conduct diversity training sessions.

  23. Promoting Diversity continued • Additional ways to increase cross-cultural interaction • Improve communication.- managers should learn a few words in the languages spoken by their employees • Assist employees with literacy problems.

  24. Promoting Diversity continued • Step 3 – Educate employees and set expectations. • Employees must be educated about behaviors that are and are not acceptable in the workplace. • The Equal Employment Opportunity Commission requires the posting of notices about laws prohibiting discrimination. • Continuing education about the value of diversity and the encouragement of tolerance should be ongoing. • Managers must set the expectation that harassment, hostility, prejudicial treatment, and stereotyping have no place in the operation.

  25. Promoting Diversity continued • Step 4 – Address issues and accountability. • Look for signs of behavior or elements of a hostile environment. • Inappropriate joking, teasing, comments or name calling, improper cartoons, posters or notes posted in common areas. • Stop discriminatory behavior as soon as it is seen or heard about. • Hold employees accountable for their behavior. • Remember the long-range goal; focus on correcting employees’ behavior.

  26. How Would You Answer the Following Questions? • Stereotypes can produce _______, which is a general attitude toward a person or group based on judgments unrelated to abilities. • Discriminatory treatment, including harassment, is _______. • Recruiting a diverse staff is typically all that is necessary to foster positive cross-cultural interaction. (True/False) • Teasing can be a sign of a hostile work environment. (True/False)

  27. How Would You Answer the Following Questions? Answers • Stereotypes can produce prejudice (bias),which is a general attitude toward a person or group based on judgments unrelated to abilities. • Discriminatory treatment, including harassment, is illegal. • Recruiting a diverse staff is typically all that is necessary to foster positive cross-cultural interaction. (True/False) • Teasing can be a sign of a hostile work environment. (True/False)

  28. Key Term Review • Affirmative action programs—executive orders or regulations that involve positive steps to eliminate existing, remedy past, and prevent future discrimination • Applicants—people who have applied for a job opening (Please note, this is the correct definition for applicants. The text on page 4 reversed the definitions of applicants and candidates.) • Bias—means the same as prejudice • Candidates—applicants who possess minimum job qualifications, and who are being considered for a job opening (Please note, this is the correct definition for candidates. The text on page 4 reversed the definitions of applicants and candidates.) • Cross-cultural interaction—meaningful communication among employees from diverse cultures and backgrounds

  29. Key Term Review continued • Cultural tendencies—manners in which persons in specific groups do things based on their beliefs and their habits • Discrimination—ability to notice differences • Diversity—differences among people • Executive orders (EOs)—proclamations issued by the President of the United States • Hostile environment—workplace situation in which someone is exposed to unwelcome intimidating, offensive, or antagonistic behavior, that interferes with his or her ability to perform a job and that is based on a protected characteristic • Immutable characteristics—factors, such as race and/or gender, that a person cannot change

  30. Key Term Review continued • Prejudice—general attitude toward a person, group, or organization based upon judgments unrelated to abilities. • Protected categories—race, color, religion, sex, national origin, age (40 or older), disability, pregnancy, citizenship, and military service for which federal laws prohibit discrimination • Protected classes—individuals who share characteristics in a federally protected category under EEOC laws • Protected groups—same as protected classes

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