Managing A Diverse Workforce

Managing a Diverse Workforce Managing a Diverse Workforce Professor Hector R Rodriguez School of Business Mount Ida College Business, Society & Environment

Society The Corporation and Its Stakeholders People for the Ethical Treatment of Animals Corporate Citizenship The Social Responsibility of Business The Shareholder Primacy Norm CSR, Citizenship and Sustainability Reporting Responsible Investing The Community and the Corporation Taxation and Corporate Citizenship Corporate Philanthropy Programs Employees and the Corporation Managing a Diverse Workforce Environment A Balanced Look at Climate Change Non-anthropogenic Causes of Climate Change Sulfates, Urban Warming and Permafrost Conventional Energy The Kyoto Protocol Green Building Green Information Technology Transportation, Electric Vehicles and the Environment Geo-Engineering Carbon Capture and Storage Renewable Energy Solid, Toxic and Hazardous Waste Forests, Paper and Carbon Sinks Life Cycle Analysis Water Use and Management Water Pollution Course Map – Topics Covered in Course

Knowing in what ways the workforce of the United States is diverse , and evaluating how it might change in the future Identifying the role government plays in securing equal employment opportunity for historically disadvantaged groups Assessing the ways diversity confers a competitive advantage Formulating how companies can best manage workforce diversity, making the workplace welcoming, fair, and accommodating to all employees Understanding what policies and practices are most effective in helping today’s employees manage the complex, multiple demands of work and family obligations Key Learning Objectives

Diversity Refers to variation in the important human characteristics that distinguish people from one another Primary dimensions: age, ethnicity, gender, mental or physical abilities, race, sexual orientation Secondary dimensions: such characteristics as communication style, family status and first language Workforce diversity: diversity among employees of a business or organization Workforce diversity trends More women are working than ever before Immigration has profoundly reshaped the workplace Ethnic and racial diversity is increasing The workforce will continue to get older The Changing Face of the Workforce

Demographic Transition in the US

Following World War II, the proportion of women working outside the home has risen dramatically (See Figure 19.1 below) Most dramatic increases have been married women, mothers of young children, and middle-class women Increase in professional, technical and service jobs produced “demand-side” pull for women into the labor force Women and Minorities at Work Labor force rates for minorities have always been high Change is that wider range of jobs are available to minorities as discrimination barriers have fallen

Reasons for pay gap Some believe is evidence of sexual discrimination Some believe is women’s choices in pursuing lower paying jobs or slower advancement Others believe occupational segregation is occurring Inequitable concentration of a group in certain job categories The Gender Pay Gap Women have made great strides in entering professional occupations, however “pink collar ghetto” still exists Examples include preschool teachers and receptionists

Government involvement in securing equal employment for all began in the 1960s on a large scale Is defined as discrimination based on race, color, religion, sex, national origin, physical or mental disability, or age In U.S. is prohibited in all employment practices Government contractors must have written affirmative action plans detailing how they are working positively to overcome past and present effects of discrimination in their workforce Women and men must receive equal pay for performing equal work, and employers may not discriminate on the basis of pregnancy Equal Employment Opportunity

Well run companies go beyond required legal actions to welcome employees of all backgrounds Actions taken by companies to manage diversity effectively: They articulate a clear diversity mission, set objectives, and hold managers accountable They spread a wide net in recruitment, to find the most diverse possible pool of qualified candidates They identify promising women and persons of color, and provide them with mentors and other kinds of support They set up diversity councils to monitor the company’s goals and progress toward them Diversity Practices

Companies that promote equal employment opportunity generally do better at attracting and retaining workers from all backgrounds Businesses with employees from varied backgrounds can often more effectively serve customers who are themselves diverse The global marketplace demands a workforce with language skills, cultural sensitivity, and awareness of national and other differences across markets Companies with effective diversity programs can avoid costly lawsuits and damage to their corporate reputations from charges of discrimination or cultural insensitivity Advantages of Managing Diversity Effectively

Changing demographics of increasing number of dual income families have caused them to adopt wide strategies for combining full and part-time work with the care of children, elderly relatives, and other dependents Helping “make it work” for employees trying to balance the complex, multiple demands of work and family life has became a major business challenge Types of programs companies are offering: Child Care Elder Care Parental and family leave Work flexibility Benefits to non-traditional families (see Exhibit 19.C) Work / Family Balance Issues

The United States is a diverse community Diversity across the US is increasing in gender, ethnicity and age Appropriate diversity management is a signal of a maturing enterprise. It is also explicitly evaluated by external frameworks of social performance Pay gaps with some minority groups exist Some companies go beyond required legal actions to welcome employees of all backgrounds Managing diversity effectively brings some advantages including: Attracting and retaining workers from all backgrounds More effectively serving customers who are themselves diverse Meeting global marketplace demands, and Avoiding costly lawsuits and damage to their corporate reputations Conclusion

Managing A Diverse Workforce

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Managing A Diverse Workforce