Management
Eleventh Edition
Chapter 4
Managing Diversity
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What is Workplace Diversity?
Dictionary definitions of diversity refer to
variety, differences, multiformity (instead of
uniformity), or dissimilarities (instead of
similarities)
Workforce diversity: the ways in which
people in an organization are different from
and similar to one another
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Types of Diversity
• Surface-level diversity: Easily perceived
differences that may trigger certain stereotypes,
but that do not necessarily reflect the ways people
think or feel. (age, race, gender, ethnicity)
• Deep-level diversity: Differences in values,
personality, and work preferences.
Deep-level differences can affect the way people view
organizational work rewards, communicate, react to leaders,
negotiate, and generally behave at work.
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Why is Managing Workplace Diversity So
Important?
The benefits of managing workforce diversity fall
into three categories:
• People management (attracting and retaining
talent,
• Organizational performance
• Strategic
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Exhibit 4-2
Benefits of Workforce Diversity
People Management
• Better use of employee talent
• Increased quality of team problem-solving efforts
• Ability to attract and retain employees of diverse backgrounds
Organizational Performance
• Reduced costs associated with high turnover, absenteeism, and lawsuits
• Enhanced problem-solving ability
• Improved system flexibility (processes and procedures be more accommodative)
Strategic
• Increased understanding of the marketplace, which improves ability to better market to diverse consumers
• Potential to improve sales growth and increase market share
• Potential source of competitive advantage because of improved innovation efforts
• Viewed as moral and ethical; the "right " thing to do
Exhibit 4-2 shows the three main categories of workforce diversity benefits: people
management, organizational performance, and strategic.
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Exhibit 4-5
Types of Diversity Found in Workplaces
Exhibit 4-5 shows several types of workplace diversity.
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Exhibit 4-6
Employers’ Fears About Disabled Workers
Exhibit 4-6 describes some of employers’ unfounded fears about hiring disabled workers.
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Challenges in Managing Diversity: Personal
Bias
• Bias: a tendency or preference toward a particular
perspective or ideology (one-sided perspective)
• Stereotyping: judging a person based on a
perception of a group to which that person
belongs
• Discrimination: when someone acts out their
prejudicial attitudes toward people who are the
targets of their prejudice
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Exhibit 4-7
Forms of Discrimination
Types of Definition Examples from Organizations
Discrimination
Discriminatory policies Actions taken by representatives of the Older workers may be targeted for layoffs
or practices organization that deny equal opportunity to because they are highly paid and have
perform or unequal rewards for performance lucrative benefits. a
Intimidation Overt threats or bullying directed at members African American employees at some
of specific groups of employees companies have found nooses hanging over
their work stations. c
Mockery and insults Jokes or negative stereotypes; sometimes the Arab Americans have been asked at work
result of jokes taken too far whether they were carrying bombs or were
members of terrorist organizations. d
Exclusion Exclusion of certain people from job Many women in finance claim they are
opportunities, social events, discussions, or assigned to marginal job roles or are given
informal mentoring; can occur unintentionally light workloads that don’t lead to promotion. e
Incivility Disrespectful treatment, including behaving in Female lawyers note that male attorneys
an aggressive manner, interrupting the frequently cut them off or do not adequately
person, or ignoring his or her opinions address their comments. f
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Glass Ceiling
• Glass ceiling: the invisible barrier that separates
women and minorities from top management
positions (career path for men and women,
minorities)
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Mentoring
• Mentoring: a process whereby an experienced
organizational member (a mentor) provides advice
and guidance to a less experienced member.
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Exhibit 4-9
What a Good Mentor Does
Exhibit 4-9 looks at what a good mentor does.
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Diversity Skills Training
• Diversity skills training: specialized training to
educate employees about the importance of
diversity and to teach them skills for working in a
diverse workplace
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Employee Resource Groups
• Employee resource groups: groups made up of
employees connected by some common
dimension of diversity
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