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CH5: Managing Diversity

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Silviana Falcon

on 22 September 2017

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Transcript of CH5: Managing Diversity

Managing Diversity
Work Environment

Older Workers:
Perceptions? sick often, cannot work as hard/fast, do not understand technology
Males: more analytical, competitive drive, schedule flexibility.
Females: more emotional, social, less schedule flexibility.
Females: 50.2% of workforce
High power/high ranking positions: Condaliza Rice, Hillary Clinton.......
1)Title VII Civil Right Act (1964) (1991)
2) Equal Pay Act (1963)
3) Pregnancy Discrimination Act (1978)
4) Family Medical Leave Act (1993)
5) Lilly Ledbetter Fair Pay Act (2009)
Race and Ethnicity
Race: Biological Heritage (DNA: physical characteristics such as skin color).

Ethnicity: Race in terms of social traits such as cultural background.

1) Title VII, Civil Rights Act (1964 and 1991)
Title VII, Civil Rights (1964)
Religious beliefs can create conflict in
the workplace:
Islam is one of the world's most popular religions and many followers live in the U.S. Most Islam followers share same views as many non-Islam U.S. Citizens.
After 9/11 4 in 10 U.S. Adults harbor negative feelings.
Religious beliefs: no work Saturdays, no work on Sundays.
Sexual Orientation
Gay, Lesbian, Bi-sexual, Transgender
Used as it relates to the diversity of sexual orientation and gender identity.
Currently U.S. Federal Law does not prohibit discrimination against employees on the basis of sexual orientation. Many organizations:
Adopt "don't ask, don't tell". Create own policies to prohibit discrimination.
Defined: any physical or mental impairment that substantially limits one or more major life activities (ie. Chronic Back Pain, Diabetes, Schizophrenia..........)
Perceptions: higher employment costs, lack of job skill, potential disciplinary action difficult to administer.
Reality: No difference in costs, technology eliminate many obstacles, disabled employees for whom workplace accommodations have been provided have the same obligations as co-workers.
Americans with Disabilities Act (1990)
Physical Dis-Abilities
Experience, judgement, strong work ethic
Gen Y:
Perceptions? No experience, not loyal, not hard
Reality: Innovative, tech savvy, good judgement
1) Civil Rights Act of 1964
2) Age Discrimination in Employment Act
of 1967
3) Mandatory Retirement Act
of 1978
Other types of Diversity
U.S. :
49.8% women
37% will be Black, Latino, Asian/Pacific Islander/American Indian or multiple race categories.
42.1 yrs old average age
1 in 6 is foreign born
Global Changes:
From 7 to 9 Billion by 2050
65 and over versus 5 year olds
80+ projected to increase 233% between 2008 and 2040
-Socioeconomic background, Job Seniority,
Intellectual Abilities.
Side-effects or Negative Perspectives:
Bias: One sided perspective. Tendency towards a particular ideology
Prejudice: Pre-conceived belief, opinion,
or judgement towards a person or group.
Stereotyping: Judging a person on the basis of one's perception of a group to which she/he belongs.
Discrimination: Acting out their prejudicial attitudes toward people
who are the targets of prejudice.
Types of Discrimination
Discriminatory Policies and practices:
Actions to deny equal opportunity to perform or
equal rewards for performance.
Sexual Harassment: Unwanted sexual advances or other verbal or physical conduct of a sexual nature.
Intimidation: Overt threats or bullying directed at members of specific groups of employees.
Mockery and Insults: Jokes or negative stereotypes.
Exclusion: Exclusion of certain people from job opportunities, social events, discussions; can
occur unintentionally
Incivility: Disrespectful treatment, including
behaving in an aggressive manner,
interrupting the person, or ignoring
his/her opinions.
1991 revision: reaffirms and tightens prohibition of discrimination and gives individual rights for punitive damages.
Other Issues in
the work place:
Glass ceiling: Coined by WSJ article referring to an invisible barrier separating women and minorities from top management positions.
Ways to address it
Mentoring, diversity skills training, employee resource groups.
Full transcript