Building a Welcoming Work Environment and Encouraging Diversity

1. Building a Welcoming Work Environment and Encouraging Diversity • Human Resources Management and Supervision 1 OH 1-1

2. Chapter Learning Objectives • Provide an overview of human resources management. • Define diversity and identify benefits of a diverse workplace. • List categories of people protected from discrimination by federal law. • Define stereotypes, prejudices, and cultural tendencies, and indicate how they affect a workplace. • Recognize practices that promote workplace diversity and cross-cultural interaction and communication.

3. What Is Diversity? • Differences among people (employees, vendors, and guests) • All people must be treated equally without regard to race, color, national origin, or any other trait related to that person’s role at the foodservice operation.

4. Gender Age Group affiliation Physical/learning abilities Physical/mental disabilities Nationality Ethic background Skill level Bases of Possible Differences Between People

5. Sexual orientation Physical appearance Economic level Skin color Political references Career goals Religion Race Bases of Possible Differences Between People continued

6. Employment Cycle

7. Benefits of a Diverse Working Environment • Creates a more enjoyable and productive workplace • Attracts more customers • Increases the labor pool • Improves legal protection

8. Avoiding Illegal Discrimination • Definition—Making an arbitrary distinction between job applicants or employees on any employment action on the basis of any personal characteristic protected under federal, state, or local laws • Employers cannot create or allow a hostile environment based on protected characteristics.

9. Race Color Religion Sex National origin Age (forty or over) Disability Military service Pregnancy Citizenship Federally Protected Personal Characteristics

10. Federal Equal Opportunity Employment Laws • The ten federally protected characteristics are called “protected categories.” • Individuals who share a federally protected characteristic are called federally protected classes (groups). • Persons in federally protected classes (groups) along with all other persons cannot be discriminated against.

11. Other Anti-Discrimination Requirements • Additional rules affect businesses contracting with the federal government and operations that accept federal grants or funds. • State and some local laws may also address equal employment opportunity.

12. How Would You Answer the Following Questions? • The task of recruiting potential employees occurs (before/after) they are screened. • How many federally protected characteristics comprise the “protected categories” in federal equal opportunity employment laws? • The best way to ensure compliance with all laws is to treat everyone equally. (True/False) • Personal characteristics that are addressed in equal opportunity employment laws are referred to as federally protected ______.

13. Let’s Define Terms! • Stereotypes—generalizations about particular groups of people that assume all members of the group are the same • Prejudice (bias)—general attitude about a person or group based on a judgment unrelated to abilities • Cultural tendencies—common ways of acting, based on beliefs and habits shared by persons in a group

14. Diverse Employees Working as a Team This diverse group of restaurant employees work together as a team in a welcoming environment.

15. Prejudice and Stereotypes Affect the Workplace • Problems counter the benefits of diversity. • Actions may be contrary to law. • Results can create a culture of distrust and frustration.

16. Negative Effects of Prejudice

17. Positive Effects of Diversity

18. Promoting Diversity • Step 1 –Recruit for diversity. • Recruitment of members of minority groups should be an active process. • A recruiting goal should be to employ a diverse workforce.

19. Promoting Diversity continued • Step 2 – Increase cross-cultural interaction. • Develop a mission statement that emphasizes diversity. • Develop policies/procedures driven by the mission statement. • Implement aggressive recruiting practices. • Assure that managers model expected behavior. • Conduct diversity training sessions.

20. Promoting Diversity continued • Additional ways to increase cross-cultural interaction • Improve communication. • Assist employees with literacy problems.

21. Promoting Diversity continued • Step 3 – Educate employees and set expectations. • Employees must be educated about behaviors that are and are not acceptable in the workplace. • The Equal Employment Opportunity Commission requires the posting of notices about laws prohibiting discrimination. • Continuing education about the value of diversity and the encouragement of tolerance should be ongoing.

22. Promoting Diversity continued • Step 4 – Address issues and accountability. • Look for signs of behavior or elements of a hostile environment. • Stop discriminatory behavior as soon as it is seen or heard about. • Hold employees accountable for their behavior. • Remember the long-range goal; focus on correcting employees’ behavior.

23. How Would You Answer the Following Questions? • Stereotypes can produce _______, which is a general attitude toward a person or group based on judgments unrelated to abilities. • Discriminatory treatment, including harassment, is _______. • Recruiting a diverse staff is typically all that is necessary to foster positive cross-cultural interaction. (True/False) • Teasing can be a sign of a hostile work environment. (True/False)

24. Key Term Review • Affirmative action programs • Applicants • Bias • Candidates • Cross-cultural interaction

25. Key Term Review continued • Cultural tendencies • Discrimination • Diversity • Executive orders (EOs) • Hostile environment • Immutable characteristics

26. Key Term Review continued • Prejudice • Protected categories • Protected classes • Protected groups • Stereotypes

27. Chapter Learning Objectives—What Did You Learn? • Provide an overview of human resources management. • Define diversity and identify benefits of a diverse workplace. • List categories of people protected from discrimination by federal law. • Define stereotypes, prejudices, and cultural tendencies and indicate how they affect a workplace. • Recognize practices to promote workplace diversity and cross-cultural interaction and communication.