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CH5: Managing Diversity

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Silviana Falcon

on 2 November 2018

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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: 52% of workforce
High power/high ranking positions: Condaliza Rice, Hillary Clinton.......
1)Title VII Civil Right Act (1964)
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) (1991)
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:
Adopted "don't ask, don't tell" in 1993 signed by President Clinton.Under DADT, service members could not be asked whether they were homosexual or bisexual, but they were also prohibited from discussing that topic. If made public, member would be subject to discharge. From 1994 through 2009, over 13,000 service members were discharged for homosexual conduct.

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 working.
Reality: Innovative, tech savvy, good judgement
1) Civil Rights Act of 1964 (race,color,religion,national origin, gender)

2) Age Discrimination in Employment Act of 1967

3) Mandatory Retirement Act of 1978
Other types of Diversity
U.S. : As of 2016 (Bureau of Labor Statistics)
51.62% women (48% men)
78% White, 13% African American, 6% Asian
Of the 78% White (51% are women)
Age group 45-49 yrs: highest percentage
By 2050 (projections by BLS):
19% of the work force will be 55+
White non-hispanics: Decrease to 53%
Hispanics expected to double to 24%
African Americans to increase from 12% in 2000 to 14% in 2050.
Asians (fastest growing). Movement from 5% in 2000 to 11% in 2050.
-Socioeconomic background, Job Seniority,
Intellectual Abilities.
Side-effects or Negative Perspectives:
One sided perspective. Tendency towards a particular ideology
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.
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.
Overt threats or bullying directed at members of specific groups of employees.
Mockery and Insults:
Jokes or negative stereotypes.
Exclusion of certain people from job opportunities, social events, discussions; can
occur unintentionally
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.
Overtime for
For ALL employees?
Overtime Pay:
Hourly Employees:
Any hour over 40 must be paid at 1.5 times hourly rate.
Managers/Professional employees:
Paid on a salary basis who are paid
less than $23,660/year
New OT rule for Managers/Professional Employees. New threshold:
Sexual Harassment
What is Workplace Harassment?

Illegal workplace harassment falls into one of two categories:
1) Quid pro quo
(this for that) harassment occurs when harassing conduct results in an intangible change in an employee’s employment status or benefits (becomes a condition of continued employment or leads to demotion, termination, lack of promotion opportunities.) In hostile work environment harassment, the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile or abusive
In general, conduct is not illegal if it only consists of offhand comments, annoyances, jokes, or petty slights not intended to severely injure an individual; however, slurs, assaults, threats, ridicule, insensitive display of pictures and offensive jokes may be considered harassment should they interfere with the work performance of a reasonable person. Harassment is typically a series of repeated acts; however, isolated incidents may also fall under the umbrella of harassment if the behavior is particularly egregious or offensive.
2. Hostile Work Environment
A hostile work environment is also frequently referred to as an intimidating work environment, offensive work environment, abusive work environment, or hostile workplace.
The person responsible for creating such a threatening atmosphere could be an employee (such as a boss or coworker) or even a non-employee (such as a customer or independent contractor). Offensive conduct may entitle the victim to legal recourse through a harassment lawsuit against the employer or another employee.
Management is responsible for making sure the alleged harassment victim and any witness do not experience a backlash in response to coming forward.

Repeal of DADT
In 2010,
Congress passed a law to repeal (DADT).
The repeal took effect on September 2011.
Homosexuals and bisexuals can since serve openly in the U.S. military and will not be barred from recruitment or promotions or face a discharge on the basis of their sexual orientation.

Those service men/women who were previously discharged based on sexual orientation can request a discharge review and upgrade by contacting the review board for their particular service.
Is insurance that provides cash benefits and/or medical care for workers who are injured or become ill as a direct result of their job.
Two other important Labor Laws:
Employers pay for this insurance. Not the employee.
A claim is paid if the employer or insurance carrier agrees that the injury or illness is work-related.
If the employer or insurance carrier disputes the claim, no cash benefits are paid until the workers' compensation law judge decides who is right.
If a worker is not receiving benefits because the employer or insurance carrier is arguing that the injury is not job-related, the employee may be eligible for disability benefits in the meantime. Any payments made under the Disability Program are subtracted from future workers' compensation awards.
A worker can return to work in light or alternate duty
if the injury prevents him/her from same carrying
the same duties before fully healed.
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