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BA 342 Exam 2 > Chapter 19: Diversity > Flashcards

Chapter 19: Diversity Flashcards

1
Q

Diversity and Inclusion is a

A

Business Imperative/Survey

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2
Q

In class, we talked about Wally Triplett as the first black football player at Penn State. In the list below select the answer that best captures what we talked about in class?

A

Wally’s 1948 team, facing a situation in that year’s Cotton Bowl against MSU, is credited as originating the Penn State Cheer “We Are” - “Penn State”

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3
Q

Why Boys Fail (Richard Whitmire):

A

Introductory diversity case focusing on a societal issue around gender. The trend is toward more women earning higher degrees than men.

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4
Q

Why Boys Fail (Implications)

A

Need for talent at all levels
Need for higher skills, all individuals
Socialization issue in college (60/40 window)
Specialized skills (engineering, infotech)
Women encouraged to move here or more men ready for college?
More societal crime, drugs/alcohol issues

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5
Q

Diversity and Fortune 500 Women

A

Decrease in the number of female workers as you move into higher senior leadership roles. Men outrank women in the corporate talent pipeline.

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6
Q

30 percent club theme

A

Shining a light on structural deficiencies (developing men and women)

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7
Q

Women and Senior Leadership (Implications)

A 
Org Structure/Design 
Workforce Planning (to include structural change)
Flexible Work Arrangement 
Leadership Succession Planning
Mentors/Coaches/Sponsor
Child/Family Care Responsibility 
Home Responsibility
Society's attitudes 
Women & Men Business Goals
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8
Q

Connection between why boys fail and women in senior leadership?

A

Think about

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9
Q

Triad #1 (Personal) to Understand Diversity

A

Social
Emotional
Personal

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10
Q

Social in Triad #1

A

Something people care about and disagree about what to do

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11
Q

Emotional in Triad #1

A

Have to be able to handle it

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12
Q

Personal in Triad #1

A

A filter each person brings to the game based on their experiences.

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13
Q

Triad #2 (Corporate) to Understand Diversity: Depends on where your business appears

A

Organizational
National
Global

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14
Q

Two Focal Points for Diversity

A

Traditional

Contemporary

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15
Q

Traditional U.S Diversity includes/talks about

A

Race and Gender

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16
Q

Diversity Characteristics Expanded Traditional Focus

A

Color, Gender, National Origin, Disability Status, Race, Ethnicity, Sexual Orientation, Age, Religion

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17
Q

Contemporary Diversity Dimensions (beg to end)

A

Innermost
Internal
External
Organizational

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18
Q

Innermost Dimension of Contemporary Diversity Includes

A

Personality

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19
Q

Internal Dimension of Contemporary Diversity Includes

A

Gender, Race, Ethnicity, Ability, Age

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20
Q

External Dimension of Contemporary Diversity Includes

A

Educational Background, Personal Habits, Recreational habits, Parental status, work experience, marital status, appearance, religion, income, geographic

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21
Q

Organizational Dimension of Contemporary Diversity Includes

A

Location, Function, Division/Dept./Group, Mgmt Status, Union Affiliation, Exempt/Nonexempt, Field, Seniority

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22
Q

Diversity Definition

A

Creating an environment where we recruit, develop and leverage business goals profitably

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23
Q

U.S Race Relations (Era #1)

A

Mid 1500s to 1861
Approximately 300 years of slavery
Eli Whitney and the Cotton Gin

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24
Q

Eli Whitney and the Cotton Gin Benefits/Side Effects - “King Cotton”

A

Benefits: automates cotton picking (removal of seeds), productivity increases
Side Effects: Slavery increases (slave population increases)

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25
Q

U.S Race Relations (Era #2)

A 
1861-1964
Approximately 100 years
Painful/Slow Change 
Civil War: Emancipation Proclamation
Amendments: 13th (freed slaves), 14th (citizenship), and 15th (voting)
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26
Q

Emancipation Proclamation

A

All slaves in the confederate states were free and they had to help the union win the war

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27
Q

U.S Race Relations (Era #3)

A

1964-today
50 years to 100 years
Civil Rights and Diversity & Inclusion

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28
Q

Plessy v Ferguson (1896)

A

Made segregation legal

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29
Q

Brown v Board of Education (1954)

A

Made segregation illegal, 14th amendment was unconstitutional, minority groups were being deprived of equal education

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30
Q

In what era did the supreme court cases occur?

A

Era #2

31
Q

Separation to Civil Rights

A

Rosa Parks in 1955
Rides the bus
Civil Rights Movement is born (1913 - 2005)
MLK Jr.

32
Q

Civil Rights Movement

A

Addressing discrimination and providing equal opportunity

Falls on businesses first

33
Q

Federal Laws Prohibiting Job Discrimination (EEOC)

A

Title VII of the Civil Rights Acts of 1964
Equal Pay Act of 1963
Age Discrimination In Employment Act 1967
Title I American With Disabilities Act 1990
Section 510 Rehabilitation Act 1973
Civil Rights Act of 1991

34
Q

What does EEOC stand for

A

Equal Employment Opportunity Commission

35
Q

Discrimination

A

Overt/Subtle denial of opportunity

36
Q

Discrimination Case

A

Abercrombie and Fitch: they discriminated because they only went after “cool” kids (under CEO Michael Jeffries) - New CEO: Fran Horwitz

37
Q

Diversity Progression

A

Affirmative Action
Diversity Training
Managing Diversity

38
Q

Affirmative Action

A

Taking positive steps to hire and promote people from groups previously discriminated against

39
Q

Top three ways for affirmative action

A

Government Contracting
Employment
Education

40
Q

Two Affirmative Action Approaches

A 
Soft Approach (Now)
Hard Approach (Then)
41
Q

What does the Soft Approach under Affirmative Action entail

A

Passive nondiscrimination

Pure affirmative action (expand pool of candidates based on merit)

42
Q

What does the Hard Approach under Affirmative Action entail

A

Affirmative action with preference hires

Hard quota

43
Q

Two Disparates under EEOC

A 
Disparate Treatment (individuals)
Disparate Impact (groups)
44
Q

Diversity Training

A

A training approach
Effective communication and culture
Less effective - attitude and bias

45
Q

Attitude v Behavior

A

Attitude: watched behavior
Behavior: can insist on

46
Q

Managing Diversity

A

Holistic approach creating a corporate environment allowing all people to reach their full potential
Addresses both traditional and contemporary issues
Business leverage is the key to success
Senior executive engagement is key
FOCUS ON THE BUSINESS CASE

47
Q

Example for Managing Diversity

A

J&J

48
Q

Population Maps

A

You draw workers from surrounding locations with facilities.

49
Q

Population Trend

A

People tend to live where their ancestors (family) did

Migration was much more difficult in the past (so found jobs around family or would leave family for jobs)

50
Q

Two Black Americas (Achievement and Work to Do)

A

High Achievement across all sectors and inner-city struggles, falling behind

51
Q

Hispanic v Latino

A

Hispanic: Spanish speaking countries that were once dominated by Spain
Latino: Latin America

52
Q

What did the American Indian and Alaska Native Population map show

A

Indian Reserves had the highest numbers of these populations

53
Q

Where is the majority of the white population located according to the population map

A

Northeast and north-central/west

54
Q

Silicon Valley Technologically Adept Diversity Challenge

A

High numbers of Asians and White males. Few women and other minority groups (proves that workforce comes from the population in that area)

55
Q

Inclusion

A

Proactively working to ensure all employees cultures are valued so everyone can contribute to their full potential (keep doors open)

56
Q

Diversity and Inclusion is a

A

cross-cultural competence

57
Q

Business Components (Big 6) to Diversity: Prof. J’s Framework

A 
Employees (Find/Keep Talent)
Customers (Sales and Innovation)
Financial Performance (Minority Spending)
Suppliers (Partnerships and Regulation)
Risk (Reputation and Liability)
Leadership (Driven by Top MGMT)
58
Q

Three sections under the diversity component “employees”

A

Recruitment
Development
Retention

59
Q

Business Impact EMPLOYEES

A

Recruit/Retain
Employee Resource Groups (ERG’s) - (Colgate and Women Globally)
Professional Development (CISCO - CEO Recognition of ERG leaders, Well’s Fargo Stretch Assignment lead ERG)
Communicating to Employees
Cultural Assimilation (J&J Middle Eastern ERG and acquisition)
Leverage (Community Outreach)

60
Q

Why are ERG’s/BRG’s a thing

A

To have any group who has been underrepresented to get support

61
Q

Employee example (the talent case)

A

Dell Diversity and Affinity Groups (military veterans etc.)

Give support in navigating the organization

62
Q

Terms that Apply to You for Employees

A

Mentoring, coaching, sponsoring

63
Q

Three sections under the diversity component “customers”

A

Responsibility
Sales
New Product Development

64
Q

Customer example (the business case)

A 
Mattel and Barbie (White, Blond and Blue Eyed)
Frito Lay (Guac Chips)
65
Q

Diversity and Innovation Examples

A

CISCO: I-Zone ERG’s input redesigned platform for innovation
Ford: Ride & Drive - ERG’s to understand product design (Ex. race and disability)
Macy’s: ERG and Hispanic gift card program increased sales
Prudential: GLBT Multicultural Marketing Committee impact the entire program
Mattel: Doll line to African American Girls

66
Q

Three sections under the diversity component “financials” - operations case

A

Buying Power
Financial Performance
Global Markets

67
Q

Snapshot: Does Diversity Pay

A

Columbia: Increase in diversity, average $42 million value increase
Credit Suisse: Diversity resulted in higher returns and better than average firm growth
Decision making: Homogenous v Heterogenous Groups

68
Q

Financial Example: The Business Case

A

Buying power has increased from 2017 - 2021

69
Q

Three sections under the diversity component “risk and reward” - operations case (comes with negatives and positives)

A

Lawsuits
Public Image
Morale

70
Q

Financial Example

A

J&J Diversity recognition

71
Q

Three sections under the diversity component “suppliers” - operations case

A

Sourcing

Government Regulation

72
Q

The Two Enterprises under Supplier Diversity

A

Minority Business Enterprise (MBE)

Women Business Enterprise (WBE)

73
Q

Three sections under the diversity component “senior leadership”- business/operations/talent case

A

Vision
Resources
Accountability

BA 342 Exam 2 (6 decks)

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