C13

• Discrimination


  Can occur in various ways:
• Access discrimination


  • Occurs when an organization places limits on job availability through such things as restricting advertisement and recruitment, rejecting applicants, or offering a lower starting salary
• Treatment discrimination


  • Occurs after a person is hired and takes the form of limiting opportunities
• Treatment discrimination against women

  • Includes unwanted off-color jokes and comments, outright unwanted sexual propositions and touching, offers of job rewards in exchange for sexual favors
• Treatment discrimination against minorities in organizations

  • Primarily in the lack of promotional opportunities and incidents of racial harassment
• Equal Employment Opportunity


  The right to obtain jobs and earn rewards in them regardless of non-job-related factors
• The Glass Ceiling


  • An invisible but impenetrable boundary prevented women and minorities from advancing to senior management levels
• Impact of recent immigration patterns

  • Differences based on culture, religion, and other variables must be considered as these individuals are assimilated into our society and work settings
• Adapting to demographic change

  • Many organizations established programs to facilitate the recruitment and retention of qualified women and minorities
• Cultural diversity


  The existence of two or more persons from different cultural groups in any single group or organization
• Three different approaches

  • Affirmative action
  • Valuing differences
  • Managing diversity
• Affirmative action programs


  Purpose is to bring members of underrepresented groups, usually groups that have suffered discrimination, into a higher degree of participation in some beneficial program
• Valuing differences


  Create an environment in which each person's cultural differences are respected
• Managing diversity

  A comprehensive managerial process for developing an environment (organizational culture) that works for all employees
• Managing diversity approach

  • Focuses on building positive environment and full use of workforce, requires long-term commitment to change, substantive changes in organizational culture, modified definition of leadership and management roles, both individual and organizational adaptation, structural changes
• Cross-cultural education and training programs

  Deals with raising awareness of cultural differences, focusing on how attitudes are shaped, providing factual information about each culture, and building skills in language, nonverbal communication, cultural stress management, and adjustment adaptation
• Socialization and orientation

  • New employees (including women and minorities) may feel isolated, women and minorities may experience additional stresses if they feel they must become "bicultural" to be accepted, women and minorities are sometimes held to higher standards
• Career development


  Programs that promote valuing differences and managing diversity can be useful in creating a positive climate for career advancement
• Mentoring to promote diversity


  • Minorities in homogeneous mentoring relationships receive more psychosocial support and better role models, psychosocial support existed in diverse relationships when both mentor and protégé showed preferred strategy for dealing with (racial) differences
• Human resource development, that is, some combination of training and development, career development, and organizational development, can be applied to approach the challenges and potential benefits of workforce diversity
• Training is part of the solution, but certainly only one part, just as in meeting all corporate strategy and productivity goals