Chapter 15 HRD and Diversity

1. Chapter 15 HRD and Diversity Marissa Bamford

2. Objectives • After viewing this presentation, students should be able to: • Identify forms of diversity • Define and describe organizational culture • Define types of discrimination • Outline how to develop programs for harassment, diversity training, and cross-cultural training

3. Diversity • What forms of diversity might be present in a workplace or need to be addressed? • List as manyasyou can

4. Forms of Diversity • Race • Gender • Nationality • Language • Age • Ability or Disability • Religion • Lifestyle • Work function/tenure

5. Culture • Set of shared beliefs, values, norms, and artifacts • Culture exists in organizations • Organizational culture • Before- emphasis on fitting in with organization’s culture • More likely to be loyal and committed • Now- emphasis on benefits of cultural diversity in workplace • Workplace more diverse • Higher numbers of ethnic and racial minorities and women in workforce • Discrimination remains an important issue

6. Discrimination • Types of discrimination • Access discrimination- before a person is hired • Not advertising to or recruiting people from certain groups • Rejecting applicants from these groups • Offering low salaries to people from these groups • Treatment discrimination- after a person has been hired • Limiting opportunities • Harassing individuals because of membership in a group

7. Sex-Based Discrimination & Harassment • Discrimination • Women still underrepresented in top roles • 2006: 23,000 formal sex-based discrimination charges • Harassment • Women filed 84.6% of all harassment charges in 2006 • Do you think men are experiencing sexual harassment but not reporting? • Any examples from the news or work experience?

8. Creating harassment training programs • Steps that need to be followed • 1. Prepare policy and complaint procedure • Define scope of responsibility and how to respond to claims, who has authority to address claims, how to file claims • 2. Assess organizational climate • Should training be mandatory? • How do employees feel about harassment situation in office?--survey • 3. Decide content of training program • Describe laws and legal decisions • Review policies and procedures • Set standards • Outline supervisor responsibilities • Discuss counseling and referrals for victims • Discuss likely situations • 4. Select trainer(s) • Someone with legal and organizational knowledge

9. Title VII of the Civil Rights Act of 1964 • Equal Employment Opportunity • “Unlawful for employers to make employment decisions on the basis of race, color, sex, religion, national origin, age, mental or physical handicap, Vietnam-era or disabled veteran status, and pregnancy, unless these factors can be shown to be job related” (Werner & DeSimone, 2009, p. 508) • Equal Employment Opportunity Commission enforces

10. Affirmative Action • Organizations under Title VII encouraged to use Affirmative Action to involve more women and minorities– not required • Government agencies and organizations with federal contracts more than $10,000 are required to have Affirmative Action processes to make sure there is equal employment opportunity

11. The Office of Federal Contract Compliance Programs (OFCCP) • In charge of Affirmative Action • Put together a list that organizations should follow • 1. Prepare policy statement on equal employment and affirmative action • 2. Decide on affirmative action officer • 3. Make policy statement public • 4. Analyze labor market to see if labor force is representative of population • 5. Develop goals and timelines to fix underrepresentation • 6. Develop scientific programs and activities to meet goals and timelines • 7. Create internal system for auditing and reporting of these activities

12. Diversity Training • Created to value the diversity and differences in organizations • Most workforces now include this training • Usually only one instance of training- no follow-up • Possible benefits • Raises awareness • Improves how employees act towards one another • Criticism of diversity training • Emphasizes differences • Difficult to create goals and needs assessments for diversity programs • Questionable merit- political correctness, “white male bashing” • Expensive- high cost for diversity consultants and cultural audits • Difficult to evaluate this type of training

13. iCelebrateDiversity Jelly Beans • 6 flavors of jelly beans • Flavors inside do not match with outside colors • Green jelly bean might be cherry or licorice flavored • Note on the candy says, “This candy is just like people--you cannot determine what is on the inside by simply looking at the outside. Diversity jellybeans remind us to experience people one at a time and enjoy their unique qualities. Diversity is Strength!” • Companies that use Diversity Jelly Beans • Microsoft, UPS, Apple, Target, and more • Thoughts? Effective?

14. The Office- Diversity Day • What’s wrong with this diversity training? • http://www.youtube.com/watch?v=9aVUoy9r0CM

15. Diversity Management • Different approach than Affirmative Action • Focuses on creating a work culture that works for everyone regardless of sex or minority status • About inclusion • Making sure everyone is on “level playing field”

16. Cross-cultural education and training • Hundreds of thousands of U.S. citizens work overseas • Organizations use cross-cultural training to prepare employees • Goals of training: • 1. Raise awareness of cultural differences • 2. Focus on ways attitudes are shaped • 3. Provide factual information about each culture • 4. Build skills in language, nonverbal communication, cultural stress management, and adjustment adaptation skills • Can be expensive • But research shows good training can positively impact employee’s overseas adjustment and performance

17. Other ways to help women & minorities • Modify HR practices • Develop new programs, for example: • Flexible work schedules • On-site daycare • Language interpreters • Multilingual supervisors

18. References iCelebrateDiversity.com. (n.d.) Diversity beans. Retrieved from http://www.icelebratediversity.com/ products/other/diversityjellybeans.asp The office [Image]. (2005). Retrieved November 6, 2011, from: http://www.imdb.com/media/rm2673188096/ tt0386676 United States Department of Labor. (n.d.). The workforce. Retrieved from http://www.dol.gov/oasam/programs/history/ herman/reports/futurework/report/pdf/ch1.pdf Werner, J. M. & DeSimone, R. L. (2009). HRD and diversity: Diversity training and beyond. In Calhoun, J. W. & Shaut, D. (Eds.), Human Resource Development (5th ed.) (pp. 501-530). Mason, OH: South-Western Cengage Learning.