Diversity and Multiculturalism.docx

Chapter 3 Diversity and Multiculturalism 0635000Author Chapter Notes 08636000 0635000Section 1 Learning Objectives 08636000 1. Define, explain, and identify your own power and privilege. 2. Provide reasoning as to why diversity is important to maintain profitability. 0635000Section Notes 08636000 Diversity and multiculturalism are often used interchangeably but have different meanings. Diversity is normally a set of policies and procedures to maintain compliance, where multiculturalism looks at power and privilege within different groups of people. Invisible privilege are those privileges we do not see we have (see examples in text). One can have privilege in one area but not another. A multicultural work environment has several advantages, such as being able to better serve customers, meeting the requirements of the law, better communication and creation of better ideas and solutions. Companies who are diverse report higher revenues than those who are not. 0635000Key Takeaways 08636000 Diversity is the real or perceived differences between individuals. This can include race, gender, sexual orientation, size, and cultural background. Multiculturalism is a term that is similar to diversity, but focuses on development of a greater understanding of how power in society can be unequal due to race, gender, sexual orientation, power, and privilege. Power and privilege is a system of advantages based on one’s race, gender, and sexual orientation. This system can often be invisible (to those who have it), which results in one race or gender having unequal power in the workplace. Of course, this unequal power results in unfairness, which may be of legal concern. Diversity is important to the success of organizations. Many studies have shown a direct link between the amount of diversity in a workplace and the company’s success. 0635000Exercises and Solutions 08636000 Perform an Internet search to find a specific diversity policy for an organization. What is the policy? From what you know of the organization, do you believe they follow this policy in reality? Answer: Answers will vary greatly. Consider making this a group discussion where students are divided into small groups to share their findings and discuss the viability of the diversity policy. Visit the website http://www.diversityinc.com and find their latest “top 50 list.” What criteria are used to appear on this list? What are the top five companies for the current year? Answer: For 2010, the top 50 are: Sodexo Johnson & Johnson AT&T Kaiser Permanente Ernst & Young PricewaterhouseCoopers Marriott International IBM Corp. Bank of America Abbott Verizon Communications American Express Co. Merck & Co. Colgate-Palmolive KPMG Novartis Pharmaceuticals Corp. The Coca-Cola Co. Procter & Gamble Starwood Hotels & Resorts Worldwide Health Care Service Corp. Cox Communications Accenture Time Warner Cable MGM MIRAGE Deloitte Cummins HSBC – North America Monsanto Co. General Mills Aetna Capital One Prudential Financial The Walt Disney Co. JPMorgan Chase Kraft Foods Toyota Motor North America Cisco Systems Blue Cross and Blue Shield of Florida Time Warner Target Corp. SC Johnson MetLife Wells Fargo & Co. Ford Motor Co. Comerica JCPenney Northrop Grumman Corp. Xerox Corp. Automatic Data Processing WellPoint 0635000Extra Discussion Questions 08636000 What are the criteria for the Top 50 DiversityInc Lists http://www.diversityinc.com? Answer: Surveys are sent to all interested companies with at least 1,000 employees. The survey consists of 300 questions which have predetermined weightings. The areas measured include: CEO Commitment, Human Capital, Corporate and organization communications and supplier diversity. While on the DiversityInc website, research reasons why companies have gone down on the list. What companies were lowered on the list for the current year, and what are the reasons why? Answer: For 2010, lack of CEO commitment to diversity along with lack of representation in higher positions are reasons for companies to go down—or off—the list. 0635000Key Terms 08636000 diversity The real or perceived differences between individuals. multiculturalism Looks at power and privilege differences in society. power and privilege A system of advantages based on race, gender, sexual orientation, and other components of diversity. 0635000Section 2 Learning Objectives 08636000 Apply strategies to create a multicultural work environment and diversity plans. Create an HR plan with diversity considerations. 0635000Section Notes 08636000 This section provides an example of a diversity policy and discusses how to write a diversity plan. It makes the point that while a diversity plan in great, how it will be implemented and measured is perhaps even more important. The steps to writing a diversity plan include gathering of data (assessment of diversity), development of the plan, addressing goals and tactical plans, and the implementation of the plan with ways to measure the plan. In recruitment and selection, it’s important to consider how and where ads are posted. Reliance on word-of-mouth advertisements can be exclusive—advertisements should be posted in a variety of place to get the most diverse workforce. The four-fifths rule is a way to measure diversity in the selection process, it helps determine if adverse impact is occurring. Employment tests must be related to the job and reasonable accommodations must be made. Pay disparities exist between females and males. Reasons are arguable for the disparity in pay between males and females. They include the number of hours worked, occupational choice, and ability to negotiate salary. Creation of a training program on diversity is important and might include building cultural knowledge, treatment of people on the basis of individuals, active listening, policies, and resistance to change. 0635000Key Takeaways 08636000 Often times there are cultural aspects to an organization that make it resistant to an inclusive environment. These are often not obvious, but it is important to be aware of how your own company culture impacts multiculturalism. One way to begin the discussion within your organization is to create diversity action plans, for which the entire company is responsible and for which HR is the change agent. In addition to companywide initiatives, HR can also look within its own HR plans to see where it may be able to change. In recruitment, awareness of how and where you post announcements is crucial. Testing should be fair and unbiased and shouldn’t negatively impact someone based on race, national origin, gender, social class, or educational level. There are many reasons for differences in pay. Development of a set pay scale can alleviate some of the issues surrounding unfair pay, especially between men and women. Formal mentorship programs can create multicultural understanding and can ensure people do not stick with their own race or gender when helping someone move up the ranks in an organization. 0635000Exercises and Solutions 08636000 What are some things we can do, personally, to be more multiculturally efficient? Answer: Test assumptions, understand there are many ways to do things, build honest relationships, learn to give negative feedback to people who are different from you, use diverse screening committees, examine existing policies for diversity issues, constructive feedback, take action when others show disrespect in the workplace, make sure assignments and promotions are accessible to everyone. What are the advantages of having a set pay scale? What are the disadvantages? Answer: For cultures and people who are less comfortable negotiating salary, this may create a more fair process. Disadvantages might include the inability to pay people based on abilities, potential, and experience. 0635000Extra Discussion Question 08636000 Identify your Power and Privilege based on race and sex. What advantages have you received as a result? Answer: This question will likely make people feel uncomfortable—which is good for growth. Answers will vary, but if students answer, “I have worked for everything I had,” then they are not acknowledging their invisible privilege and ask them to dig deeper. This can also be done as a group discussion, if you feel you and the class would be comfortable doing so. 0635000Key Terms 08636000 four-fifths rule The rule states that a selection rate for any race, sex, or ethnic group that is less than four-fifths of the rate for the group with the highest rate could be regarded as adverse impact. adverse impact Refers to employment practices that may appear to be neutral but have a discriminatory effect on a protected group. 0635000Section 3 Learning Objectives 08636000 1. Define the role of the Equal Employment Opportunity Commission (EEOC). 2. Explain the various types of laws covered by the EEOC. 0635000Section Outline 08636000 The Equal Employment Opportunity Commission (EEOC) is charged with the task of enforcing federal employment discrimination laws. Employers with at least 15 employees are covered under the EEOC laws. The EEOC has its head office in Washington, DC, with fifty-three offices throughout the United States. If a company has more than 100 employees, an EEOC reporting form called the EEO-1 must be filled out yearly. While we discuss legal compliance in this section, as noted before, diversity is important to a profitable business. The EEOC covers age discrimination, disability discrimination (under ADA). Reasonable accommodations must be provided to employees with disabilities. Equal pay and compensation is required under EEOC. Genetic information might include family medical information or information about diseases or disorders. This information cannot be taken into account in hiring, firing, promoting, or paying employees. National origin refers to the country in which someone comes from and is covered by the EEOC laws. A woman cannot be discriminated against because she is pregnant. The FMLA, or Family and Medical Leave Act, provides 12 weeks of unpaid leave, if the company has 50 or more employees in the case of a birth, adoption, care for immediate family member, and medical leave for the employee. EEOC also covers race, religion, and sex, and employers cannot discriminate based on these factors. The EEOC also prohibits discrimination based on military service. The EEOC covers retaliatory issues such as firing, demoting, or harassment of employees who file a discrimination suit with the EEOC. 0635000Key Takeaways 08636000 The Equal Employment Opportunity Commission (EEOC) is a federal agency charged with the development and enforcement of laws relating to multiculturalism and diversity in the workplace. The EEOC covers discrimination based on several areas. Companies cannot discriminate based on age; EEOC law covers people who are forty years or older. Employers cannot discriminate against people with disabilities and must provide reasonable accommodations, such as the addition of a wheelchair ramp to accommodate those with disabilities. Equal pay refers to the fact people should legally be paid the same amount for performing the same type of work, even if the job title is different. The newest addition to EEOC law prohibits discrimination based on genetic information, such as a family history of cancer. Unfavorable treatment of people because they are from a particular country or part of the world or have an accent is covered by the EEOC. An organization cannot require people to speak English, unless it is a requirement for the job or needed for safety and efficient operation of the organization. Women can’t be discriminated against because they are pregnant. The inability to perform certain tasks due to pregnancy should be treated as a temporary disability; accommodation can be in the form of modified tasks or alternative assignments. The EEOC protects people from discrimination based on their race or color. Religion is also an aspect of the EEOC family of laws. The protection of religion doesn’t allow for discrimination; accommodations include modifications of work schedules or dress to be made for religious reasons. Discrimination on the basis of sex is illegal and covered by the EEOC. Sexual harassment is also covered by the EEOC and states that all people, regardless of sex, should work in a harassment-free environment. Retaliation is also illegal. An organization cannot retaliate against anyone who has filed a complaint with the EEOC or a discrimination lawsuit. The US Department of Labor oversees some aspects of EEOC laws, such as the Family and Medical Leave Act (FMLA). This act requires organizations to give twelve weeks of unpaid leave in the event of an adoption, birth, or caregiving of sick family members. 0635000Exercise and Solution 08636000 Visit the EEOC website at http://www.eeoc.gov and explain the methods an employee can use in filing a complaint with the EEOC. Answer: An employee files a charge of discrimination and may be asked to settle the dispute through mediation. If mediation does not solve the problem, the charge will be given to an investigator. If the investigation finds no violations, the employee will be given a notice of Right to Sue. If a violation is found, the EEOC attempts to reach a voluntary settlement with the employer. If an employer is found to have discriminated, what are some “remedies” listed on the EEOC website? Answer: Remedies might include compensatory and punitive damages, although there are limits depending on the size of the company. 0635000Extra Discussion Questions 08636000 Visit the EEOC website and review the information listed on the employers section. What is the normal process for charge handling? Answer: A statement of position is submitted, a response to the Request for Information is submitted, and an on-site visit permitted. In addition, access to employees for witness interviews must be permitted. According to the EEOC, what is the Conciliation process? Answer: Once reasonable cause has been determined, the parties are invited to participate in discussions where the investigator will work with the company and charging party to develop an appropriate remedy for the discrimination. It is a voluntary process and presents the opportunity to resolve the charge informally. 0635000Key Terms 08636000 Equal Employment Opportunity Commission (EEOC) A federal agency charged with the task of enforcing federal employment discrimination laws. Title VII of the Civil Rights Act This act, passed in 1964 and enforced by the EEOC, covers several areas of discrimination including age, race, and sex. bona fide occupational qualification (BFOQ) A quality or attribute employers are allowed to consider when making decisions during the selection process. Age Discrimination in Employment Act (ADEA) Created in 1967 and enforced by the EEOC, this law prohibits discrimination based on age and covers people who are age forty or older. Americans with Disabilities Act (ADA) Prohibits discrimination against those with disabilities and is enforced by the EEOC. reasonable accommodation A change in the work environment or the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities. Family and Medical Leave Act (FMLA) This law gives twelve weeks of unpaid leave for childbirth, adoption, or caregiving of sick family members. 0635000Chapter Case 08636000 The Author discusses the case for Chapter 3: http://blip.tv/play/sDyCpvc9AA%2Em4v 0635000Additional Case Study Exercise 08636000 Your company has been granted a large contract by the government, and as a result, you need to hire 100 people to meet the needs of this contract, per your strategic plan. Here are the final statistics: 400 women applied 520 men applied 30 women were selected 70 men were selected Define the four-fifths rule. Answer: This rule states that a selection rate for any race, sex or ethnic group is less than 4/5 of the rate for the group with the highest rate, could be regarded as adverse impact. Determine if the organization could have adverse impact on the hiring process, show your work. Answer: Selection rate for women: 7.5% Selection rate for me: 13.5% 7.5/13.5 = .41 or 41% These numbers show there is no adverse impact. 0635000Class/Group Activity 08636000 This is an activity I do with my students to help them see their own power and privilege related to social class. If you prefer to view the activity in website form: http://wbarratt.indstate.edu/socialclass/step_into_social_class_2.htm Step into Social Class 2.0 A Social Class Awareness Experience Will Barratt, Meagan Cahill, Angie Carlen, Minnette Huck, Drew Lurker, Stacy Ploskonka Indiana State University © 2008 Introduction: An activity designed to help the participants gain awareness of the vast range of social class that exists within themselves and others. This has been updated based on the wide range of feedback we received as this was becoming a popular experience. Explanations and Notes: All of the ‘step taking’ is about things not requiring effort on the students’ part, that were things done by others. While some of these are important to some people, others will be important to others. The list includes experiences, objects, and other things which reflect social class. Equipment: A big room with space to move for all participants Chairs to sit for discussion Rules: Pay attention to how you feel. Angry, sad, happy, winner, loser . . . No talking – we will talk about this a lot when it is over Line up here and take a step forward of about 1 (one) foot or one foot length Take a step: If your father went to college before you started If your father finished college before you started If your mother went to college before you started If your mother finished college before you started If you have any relative who is an attorney, physician, or professor If your family was the same or higher class than your high school teachers If you had a computer at home when you were growing up If you had your own computer at home when you were growing up If you had more than 50 books at home when you were growing up If you had more than 500 books at home when you were growing up If were read children's books by a parent when you were growing up If you ever had lessons of any kind as a child or a teen If you had more than two kinds of lessons as a child or a teen If the people in the media who dress and talk like you were portrayed positively If you had a credit card with your name on it before college If you had or will have less than $5000 in student loans when you graduate If you had or will have no student loans when you graduate If you went to a private high school If you went to summer camp If you had a private tutor (US students only) If you have been to Europe more than once as a child or teen (International question) If you have been to the US more than once as a child or teen If your family vacations involved staying at hotels rather than KOA or at relatives homes If all of your clothing has been new If your parents gave you a car that was not a hand-me-down from them If there was original art in your house as a child or teen If you had a phone in your room If your parent owned their own house or apartment when you were a child or teen If you had your own room as a child or teen If you participated in an SAT/ACT prep course If you had your own cell phone in High School If you had your own TV as a child or teen If you opened a mutual fund or IRA in High School or College If you have ever flown anywhere on a commercial airline If you ever went on a cruise with your family If your parents took you to museums and art galleries as a child or teen If you were unaware of how much heating bills were for your family Now everyone recognize that you are at the same place academically. Everyone turn around. Everyone has permission to talk. No one has permission to accuse any one or any group of anything. Everyone must use “I” statements. Note that the people on one end of the room had to work harder to be here today than the people at the other end of the room. Some of you had lives of more privilege than others. There is no one to blame, it is just the way it is. Some have privilege and some don’t. (this can be said now or later, I don’t know where it will be appropriate). Discussion: What were the feelings that you had during this experience? Who was angry? (Anger will be a primary emotion at this point.) What, specifically, makes you angry? Who are you angry at? Who was happy? Which item do you want to argue about most? Why? Do you want more or fewer steps? Summary Statement This experience was about creating awareness of privilege. What it is, what it does, and what it means. Having privilege does not mean that you worked less hard. All it means is that you had a head start, so maybe it does mean you didn’t have to work as hard. 0635000Useful Outside Resources 08636000 The Human Resource Certification Institute: http://www.hrci.org/ Society for Human Resource Management: http://www.shrm.org/Pages/default.aspx YouTube videos: Bobby Siu discusses the advantages of diversity: http://www.youtube.com/watch?v=c0eLL1xi4kY A short clip from the show “The Office” shows a diversity exercise that didn’t go so well: http://www.youtube.com/watch?v=9aVUoy9r0CM&feature=related This presentation gives several examples of diversity from large companies: http://www.youtube.com/watch?v=3gFZzVbulSQ Harley Davidson meeting discusses diversity: http://www.youtube.com/watch?v=Jl3EsbFpvng Dr. Shirley Davis discusses the necessity of diversity: http://www.youtube.com/watch?v=4pHTz8AQOg8 Cleveland Clinic discusses their diversity and inclusion policy: http://www.youtube.com/watch?v=d6WRnbrqvSQ