Chapter 4 Flashcards
Term used by human resources departments, associated with fair hiring practices, discrimination, and inequality. All the ways in which people differ; Array of physical and cultural differences that constitute the spectrum of human differences
Diversity
Demographic characteristics that we tend to think of when we think of diversity— age, race, gender, ethnicity, etc
Surface level Diversity
Differences in values, personality, and work preferences
Deep level Diversity
3 Reasons why Managing Workforce Diversity is Important
1) People Management 2) Organizational Performance 3) Strategic
Better Use of Employee Talent, Increased quality of team problem-solving efforts, ability to attract and retain employees of diverse background
People Management
Reduced costs associated with high turnover, absenteeism, and lawsuits, Enhanced problem-solving ability, improved system flexibility
Organizational Performance
Increased understanding of the marketplace, which improves ability to better market to diverse consumers, Potential to improve sales growth and increase market shares, Potential source of competitive advantage because of improved innovation efforts, Viewed as moral and ethical; “right thing to do”
Strategic
restricts mandatory retirement at specific ages.
Age Discrimination Act
Issues with Older Workers
Perceptions such as they’re sick more often and they can’t work as hard or as fast as younger employees
Advantages with Older Workers
They bring a number of good qualities to the job including experience, judgment, strong work ethic, commitment to doing quality work.
3 Differences of Men and Women in the Workplace
1) Psychological 2) Preference in Work Schedule 3) Managing Competency
Biological heritage (including physical characteristics such as one’s skin color and associated traits) that people use to identify themselves.
Race
Refers to social traits — such as one’s cultural background or allegiance – that are shared by a human population
Ethnicity
If he or she has any physical or mental impairment that substantially limits one or more major life activities.
Disabled
has been called “the last acceptable bias” because of laws not prohibiting discrimination against employees based on this
Sexual Orientation
Refer to any dissimilarities or differences that might be present in a workplace
Diversity
4 Challenges in Managing Diversity
1) Bias 2) Prejudice 3) Stereotyping 4) Discrimination
Tendency or preference toward a particular perspective or ideology
Bias
Preconceived belief, opinion or judgment toward a person or a group of people
Prejudice
Judging based on perceptions of a group to which or she belongs
Stereotyping
Acts out their prejudicial attitudes toward people who are targets of their prejudice
Discrimination
Refers to the invisible barrier that separate women and minorities from top management positions
Glass Ceiling
Process whereby an experienced organization member provides guidance to a less- experienced member (protege) through career development or social support.
Mentoring
Special training to educate employees about the importance of diversity and teach them skills for working in a diverse workplace
Diversity Skills Training
Also called employee networks or affinity groups. Made up of employees connected by some common dimension of diversity
Employee Resource Groups
