Organizational Behaviour - Lecture 2

Workforce Diversity : 

Workforce Diversity OB Lecture Notes Section 2

Diversity : 

Diversity A definition: The host of individual differences that make people different from and similar to each other Diversity applies to everyone in the workplace – we are all different

Slide 3: 

Personality Internal Dimensions* External Dimensions* Organizational Dimensions Functional Level/ Classification Geographic Location Age WorkLocation Seniority Division/Dept./Unit/Group WorkContent/Field UnionAffiliation Mgmt.Status MaritalStatus ParentalStatus Appearance EducationalBackground WorkExperience Race Income PersonalHabits Religion RecreationalHabits Ethnicity PhysicalAbility SexualOrientation Source: L Gardenswartz and A Rowe, Diverse Teams at Work: Capitalizing on the Power of Diversity (New York: McGraw-Hill, 1994), p. 33 The Four Layers of Diversity

Layers of Diversity : 

Layers of Diversity Personality - Centre of diversity wheel because it represents a stable set of characteristics that is responsible for a person’s identity Internal Dimensions - Primary dimensions of diversity - not within our control but strongly influence our attitudes and expectations and assumptions about others External Dimensions - Secondary dimensions of diversity and represent individual differences that we have a greater ability to control Organizational Dimensions - Dimensions of diversity at the workplace level

The Glass Ceiling : 

The Glass Ceiling An invisible barrier that blocks certain workers – specifically qualified women and visible minorities from advancing into top management positions Types of glass ceiling barriers: Different pay for comparable work Gender, ethnic, racial, religious discrimination or harassment in the workplace Lack of family-friendly workplace policies

Employment Equity : 

Employment Equity Legislation intended to remove employment barriers and promote equality for members of four designated groups: 1. Women 2. Visible Minorities 3. Aboriginal Peoples 4. Persons with Disabilities

Managing Diversity : 

Managing Diversity Managing diversity involves policies, activities, and organizational changes aimed at managing individual differences in order to enable all people to perform up to their maximum potential Many companies are unsure what it takes to manage diversity effectively.

Barriers to Implementing Diversity in the Workplace : 

Barriers to Implementing Diversity in the Workplace Inaccurate stereotypes and prejudice. Ethnocentrism (one’s cultural rules and norms are superior than the rules and norms of another culture). Poor career planning. An unsupportive and hostile work environment for diverse employees. Lack of political savvy on the part of diverse employers. Difficulty in balancing career and family issues. Fears of reverse discrimination. Diversity is not seen as an organizational priority. The need to revamp the organization’s performance and reward system. Resistance to change.

Managing Workforce Diversity: Three Types of Diversity Management Practices : 

Managing Workforce Diversity: Three Types of Diversity Management Practices Accountability Practices -Inclusion of diversity in performance evaluation, promotion, management succession planning Development Practices -Diversity training, networking, mentoring, recognition Recruitment Practices -Internships, targeted recruitment, partnerships with non-traditional groups

Discussion Question : 

Discussion Question Consider the following: On Saturday morning, the boss invites his subordinates: Tom, David, and Hal for a friendly game of golf. Mary and Rajiv, who don’t play golf, are not invited. Is this Saturday golf game simply a friendly social occasion, or is it a subtle form of discrimination? Explain