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Diversity, Discrimination, and Workforce Equity

This document discusses diversity and discrimination in the workplace. It covers positive and negative aspects of a diverse workforce, as well as persistent trends such as the gender pay gap and high unemployment among young black men. The role of business in addressing discrimination is examined, including passive nondiscrimination and affirmative action approaches. Key terms related to equal opportunity, affirmative action, and preferential treatment are defined. Concerns around preference and arguments for it are also presented.

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5 views14 pages

Diversity, Discrimination, and Workforce Equity

This document discusses diversity and discrimination in the workplace. It covers positive and negative aspects of a diverse workforce, as well as persistent trends such as the gender pay gap and high unemployment among young black men. The role of business in addressing discrimination is examined, including passive nondiscrimination and affirmative action approaches. Key terms related to equal opportunity, affirmative action, and preferential treatment are defined. Concerns around preference and arguments for it are also presented.

Uploaded by

Zurul
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd

Diversity and Discrimination

Chapter 11
Positive and Negative Aspects of a
Diverse Workforce
• Positive • Negative
– Assumption that the – What is acceptable and
wider the range of normal for some is
talent, experiences and highly objectionable for
abilities the greater the others
competitive advantage – If open system you bring
in societies concerns
with equality and
discrimination
Persistent Trends
• Women tend to make about 75% of what men
in similar positions make
• Unemployment in among young black men is
high (25 – 30 percent)
Role of business in addressing
discrimination
• “Passive Nondiscrimination”
– Obey the law
– Utilitarian
• Make decisions based on job efficiency and skill
– Libertarian
• Jobs as property rights and therefore management should
have a great deal of lattitude
• Affirmative Action
– Positive action to prevent or remedy discrimination
– People need an equal change to in a position to be
hired
• We do no choose our race, gender or ethnic background
Affirmative Action in detail
• Any policy or action, aimed at securing a more
equal workplace, that goes beyond simple
legal access or passive nondiscrimination, but
that does not alter the standards or
qualifications for employment
Some Value Laden Terms
• Equal Opportunity- Provide legal access regardless of
gender, race, or ethnic background
• Affirmative action – positive steps to alleviate unequal
treatment. Focus on recruitment
– Hiring AA managers
• Preferential Treatment
– Giving preference to previously disadvantaged person
– Form of addressing social inequality
– Selecting disadvantaged person over more qualified
person
– Hiring disadvantaged person with only minimal attention
to qualifications
Preference in action
• University of Michigan Law School
• University of Michigan Undergraduate
• General Motors
Some Validity Tests
• Is the action reasonable
• Are qualifications fair and open
• Can we measure qualifications
• Does the persons background add to or serve
as a job qualification
Concerns with preference
• Jobs are viewed as a social good rather than
private property
• The process is backward looking not forward
looking
• Violates a prima facie case that most qualified
have a legitimate claim to employment
Compelling arguments for preference
• Compensatory Justice
– People are paid in proportion to harm done
– People paying the claim are responsible for the
harm done
– True victims or the actual victim is the one
receiving compensation
• Are payments made to groups or individuals?
Sexual Harassment
• Quid Pro Quo
• Hostile Work Place
• Judge
– Reasonable Man
– Reasonable Person
– Reasonable Woman
Why made sexual harassment special?
What about --
• Collegiality
• “fit in”
• Connections
• Strong institutional discrimination that results
in a negative effect on a group (women and
salaries)
• Effects on those we are trying to provide for
Pure definition of discrimination
• The ability to make distinctions

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