Diversity

Diversity : 

Diversity Julia Johnson EDU 613 Dr. Barbara Hollinger July 28, 2008 7/15/2009 Free template from www.brainybetty.com 1

Myths & Realities : 

Myths & Realities Keeping Up With Older Workers

What Is Diversity? : 

7/15/2009 Free template from www.brainybetty.com 3 What Is Diversity? Although definitions vary, diversity simply refers to human characteristics that make people different from one another. Individual characteristics over which a person has little or no control include biologically determined characteristics such as race, sex, age, and certain physical attributes (DelCampo, 2007).

Valuing DifferencesDefinitions : 

Valuing DifferencesDefinitions Stereotype: An idea about someone or a group without regard for individual differences. Prejudice: A feeling, making a decision about a person or group without sufficient knowledge. Discrimination: An action behavior that can follow prejudicial thinking. Discrimination is the denial of fair treatment in many ways (Anonymous, 2005). 7/15/2009 Free template from www.brainybetty.com 4

Communication : 

Communication Acknowledge people’s views even when you cannot agree with them. This will send the signal that you respect them as individuals and will help keep the lines of communication open. Be careful with the words you use. Many of the words and expressions we use without thinking can be “hot buttons,” causing rage, suspicion, or hurt feelings (Anonymous, 2005). 7/15/2009 Free template from www.brainybetty.com 5

Differences : 

Differences Traditionalists ~ Born 1922~1942 Baby Boomers ~ Born 1943~1960 Generation X ~ Born 1961~1981 Millennial ~ Born after 1982 (Anonymous, 2006) 7/15/2009 Free template from www.brainybetty.com 6

Differences : 

Differences Traditionalists tend to value hard work dedication and sacrifice, have respect for rules, and put duty before pleasure and honor. Baby Boomers tend to value optimism, team orientation, personal gratification, involvement, and personal growth. Xers value diversity, technological literacy, fun and informality, self-reliance and pragmatism. Millennial, on the other hand, are optimistic, feel a civic duty, are confident, achievement- oriented and have respect for diversity (Anonymous, 2005). 7/15/2009 7

Researchfrom U.S. Bureau of Labor Statistics in Washington, D.C. : 

Researchfrom U.S. Bureau of Labor Statistics in Washington, D.C. 7/15/2009 SHRM Society for Human Resource Management 8

Researchfrom U.S. Bureau of Labor Statistics in Washington, D.C. : 

Researchfrom U.S. Bureau of Labor Statistics in Washington, D.C. 7/15/2009 Free template from www.brainybetty.com 9

Myths and Realities : 

Myths and Realities They cost more. Reality. Older workers ages 50-64 cost more, but only about 10% more. They’re absent more. Myth. According to the U.S. Bureau of Labor Statistics, in 2007 full-time workers ages 25-54 were absent at a ratio of 3.2 per 100; workers age 55 and over were absent with greater frequency, but barely-3.6 per 100. They’re coasting, waiting for retirement. Myth. In a national study HR managers were asked to measure productivity of older workers, and they reported no significant drop-off at older ages (Grossman, 2008) 7/15/2009 Free template from www.brainybetty.com 10

Myths and Realitiescontinued : 

Myths and Realitiescontinued They’re harder to train. Myth and reality. Older workers generally require more help and hands-on practice. Given time workers become comfortable with technology. They require special treatment, causing intergenerational clashes. Myth and reality. At a round table discussion in Ports-mouth, NJ last year, participants spoke freely about the generational divide. “Baby Boomers criticized younger colleagues for inappropriate dress, for spending too much time on cell phones and for being ill-mannered”(Grossman, 2008). 7/15/2009 Free template from www.brainybetty.com 11

Myths and RealitiesContinued : 

Myths and RealitiesContinued Younger workers countered by criticizing older workers for unwillingness to see the value of the energy and fresh thinking young people bring to collaboration and for failure of many to learn to use technology. Comments from HR were, “If you have all employees between 20-25, there will be a lot of conflict; if you have a good mix, they tend to respect each other more. Maybe it’s because there’s a calming influence with older workers; there seems to be more respect” (Grossman, 2008). 7/15/2009 Free template from www.brainybetty.com 12

Adapting to Change : 

Adapting to Change “Where younger workers would have to problem-solve situations, mature workers already know what to do from experience” (Grossman, 2008) 7/15/2009 Free template from www.brainybetty.com 13

New Challenges : 

New Challenges In some jobs, especially those involving technology older workers have difficulty adjusting. 7/15/2009 Free template from www.brainybetty.com 14

Training : 

Training One-size-fits-all training is not a method to use, in training both younger and older workers (Anonymous, 2005) 7/15/2009 Free template from www.brainybetty.com 15

The Value of Diversity : 

The Value of Diversity “Information flows in all directions in an earning organization. The most successful leaders find a way to let every generation be heard. They recognize that no one has all the answers” (Anonymous, 2005). 7/15/2009 Free template from www.brainybetty.com 16

References : 

References Anonymous. (2005, October 7). Building human resource management skills training kit. Retrieved July 25, 2008, from The University of Mississippi: www.olemiss.edu/depts/hfsmi/Information/HR_modules/leadership_modules.htm Anonymous. (2005, February). Generational differences in your workplace. Retrieved July 24, 2008, from ProQuest: http://proquest.umi.com/pqweb?index=8&sid=7&srchmode=1&vinst=PROD&fmt=3&startpage=1&... DelCampo, R. G. (2007, Fall). Diversity. Retrieved July 25, 2008, from University of New Mexico: mgtclass.mgt.unm/DelCampo/MGT306Fall07/MGT306Diversity-Rob.ppt Grossman, R. J. (2008, May). Keep pace with older workers. Retrieved July 25, 2008, from HR Magazine: http://www.shrm.org/hrmagazine/articles/0508/0508grossman.asp 7/15/2009 Free template from www.brainybetty.com 17