Please read chapter 1 of the textbook and/or Chapter 1 PowerPoint slides 22 and 28 and then respond to the following questions.

What specific areas in the workplace could be affected positively by effective diversity management?

What are some of the negative consequences of increased diversity in an organization? 

What can an organization do to avoid or deal with these negative consequences if they arise?

Chapter 1 Introduction, Theories, and Legislation Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 1 Chapter Objectives • Explain the meaning of “diversity” in the United States and some considerations used in determining the meaning of diversity in other areas. • Explain differences among diversity, equity, and inclusion. • Discuss population demographics and their meaning for workforce and customer diversity. • Discuss differences between individual discrimination and systemic racism and their effects. • Explain how organizations that seek to attract, retain, and value diverse applicants, employees, customers, and clients can do so. Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 2 Introduction and Overview Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 3 Diversity Real or perceived differences among people that affect their interactions and relationships • Key differences: • Include race, ethnicity, sex, religion, age, physical and mental ability, sexual orientation, work and family status, weight and appearance, and social class. • Are based on power or dominance relations between identity groups • Identity groups: Collectivities individuals use to categorize themselves and others Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 4 Discrimination (1 of 2) • Discrimination can result from intentional and deliberate actions. • It can be the unintentional result of organizational practices, such as having informal, unmonitored recruiting, selection, or performance-evaluation practices. • It may be interpersonal, occurring between individuals, or institutional, relating to differential access to goods, services, and opportunities, and not necessarily involving any specific interpersonal encounter. Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 5 Discrimination (2 of 2) Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 6 Inclusion • Degree to which different voices of a diverse workforce are respected and heard • In inclusive organizations, employees: • Feel accepted • Feel a sense of belongingness • Contribute to decision-making processes Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 7 Structural or systemic racism • Refers to the ways in which societies foster racial discrimination through mutually reinforcing systems. • Includes public policies, institutional practices, cultural representations, and other norms that work in reinforcing ways to perpetuate group inequity. Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 8 Multiple Group Memberships and Permeability of Boundaries Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 9 Multiple Group Memberships • Race, ethnicity, sex, age, physical ability, sexual orientation, and religion are not mutually exclusive • Some of the categories are immutable, but others are not and may change over one’s lifetime • A person may be a member of a majority group in one area and a non-dominant group in another area Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 10 Permeable boundaries • Age • Disability status • Weight and appearance Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 11 Terminology • The following expressions are used interchangeably • Sex/gender • Blacks/African Americans • Latinos/Hispanics • Asians/Asian Americans/Asians and Pacific Islanders • Native Americans/American Indians • Whites/Anglos/European Americans/Caucasians, • Minorities/people of color Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 12 Changing Demographics and Changing Views: The Stimulus for Diversity Studies and Work Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 13 Diversity Studies and Work (1 of 4) • Workforce 2020 predicts changes in work and in workforce demographics. • The workforce has grown increasingly diverse in race and ethnicity, but Whites remain the largest group. • Racial and ethnic diversity continue to increase, partly because the workforce is aging, and younger workers are more diverse in race and ethnicity than in the past. Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 14 Diversity Studies and Work (2 of 4) Table 1.1 People Quick Facts. General Characteristics 2000 2019 281,421,906 316,128,839 50.9% 50.8% White alone 75.1% 76.3% Black alone 12.3% 13.4% American Indian and Alaska Native alone .9% 1.3% Asian alone 3.6% 5.9% Native Hawaiian and other Pacific Islander alone .1% 0.2% Two or more races 2.4% 2.8% Hispanic or Latino (of any race) 12.5% 18.5% — 60.1% Foreign born (% of total population), 2015–2019 11.1% 13.6% Speak a language other than English at home, 2015–2019 17.9% 21.6% Population (2019 estimate) Female One race, including Hispanic or Latino White alone, not Hispanic or Latino Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 15 Diversity Studies and Work (3 of 4) Table 1.2 Civilian Labor Force Percent for Age, Gender, Race, and Ethnicity, 1992, 2002, 2012, and Projected 2022 and 2024. Group Total, 16 years and older Age, years: 16 to 24 25 to 54 55 and older Gender: Men Women Race: White Black Asian All other groups1 Ethnicity: Hispanic origin Other than Hispanic origin White non-Hispanic 1992 2002 2012 2022 2024 100.0 100.0 100.0 100.0 100.0 16.9 71.4 11.8 15.4 70.2 14.3 13.7 65.3 20.9 11.3 63.1 25.6 11.3 63.9 24.8 54.6 45.4 53.5 46.5 53.1 46.9 53.2 46.8 52.8 47.2 85.0 11.1 4.0 — 82.9 11.4 4.6 1.1 79.8 11.9 5.3 3.0 77.7 12.4 6.2 3.8 77.0 12.7 6.6 3.7 8.9 91.1 77.1 12.4 87.6 71.3 15.7 84.3 65.7 19.1 80.9 60.8 19.8 80.2 59.6 1The “all other groups” category includes (1) those classified as being of multiple racial origin and (2) the racial categories of (2a) American Indian and Alaska Native and (2b) Native Hawaiian and Other Pacific Islanders. Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 16 Diversity Studies and Work (4 of 4) • Effects of economic changes and globalization • Increased service-oriented jobs • Greater interaction among members of diverse groups • Increased international customers and business relationships Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 17 Diversity and Organizational Competitiveness Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 18 Cox and Blake’s Reasons to Value Organizational Diversity Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 19 Other Areas Where Diversity can be Advantageous Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 20 Difficulties Resulting from Increased Diversity • Internal • External • Dysfunctional communication processes • Boycotts • Discrimination • Negative publicity • Harassment • Perceptions that nontraditional workers are unqualified • Lowered attachment, commitment, and satisfaction Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 21 The “Value in Diversity” Perspective • Cedric Herring studied 506 for-profit organizations that provided information about the sex and race of their workers, sales revenue, customers, market share, and profitability. • Racial diversity was associated with increased sales revenue, more customers, greater market share, and greater relative profits, and gender diversity was associated with increased sales revenue, more customers, and greater relative profits. Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 22 Individual Benefits of Diversity Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 23 Benefits to Individuals • Changes in social and cognitive outcomes • Learning to interact with others in meaningful ways • Viewing diversity as not necessarily being divisive • Seeing commonality in values • Learning to take the perspective of others • Increased awareness of social problems and support for diversity efforts • Increased tolerance for others • Learning from others who are different Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 24 Diversity, Individual Outcomes, and Organizational Effectiveness Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 25 Diversity Climate (1 of 2) Individual-, intergroup-, and organizational-level factors that comprise the atmosphere for different groups and of support for or resistance to diversity in an organization. • The tone set by an organization and sensed by its members about the role and value of diversity. • The climate influences individual outcomes and organizational effectiveness. Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 26 Diversity Climate (2 of 2) Individual-Level Factors Group/Intergroup Factors • Identity • • Prejudice • • Stereotyping and Social Categorization* Discrimination* Racial,* Ethnic,* Gender,* and Cultural Differences • Ethnocentrism • Intergroup Conflict • In-group/Out-group Bias* • Similarity Effect* Organizational-Level Factors • Structural Integration • Informal Integration • Bias in Human Resource Systems* Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 27 Individual Outcomes Affective Outcomes Achievement Outcomes Applicant Outcomes* • Job/Career Satisfaction • Performance Evaluations • • Organizational Identification • Compensation • Promotion/Horizontal Mobility Rates • Race and Sex Segregation* • Glass and Stained Glass Ceiling* • Job Involvement • Organizational Citizenship Behaviors* Employment Opportunities* Customer Outcomes* • Customer Satisfaction* • Organizational Loyalty* • Racial Profiling* Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 28 Organizational Effectiveness First Level Second Level • Attendance • Marketing and Market Share • Turnover • Lost Business • Resource Acquisition • Profitability • Creativity/Innovation • Stock Prices* • Problem Solving • Organizational Attractiveness* • System Flexibility* • Organizational Performance* • Cooperative Behaviors • • Work Quality Achievement of Formal Organizational Goals • Workgroup Cohesiveness and Communication • Bias in Human Resource Systems* Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 29 Key Terms • • • • • • • • • • Access discrimination Consumer racial profiling Discouraged workers Diversity Diversity climate Employment discrimination Equity Ethnicity Gender role socialization Identity groups • • • • • • • • • • Inclusion Intersectionality Myth of meritocracy Participation rate Productive characteristics Racialized sexual harassment Social class Structural or systemic racism Treatment discrimination Underemployed Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 30 Questions to Consider (1 of 2) 1. What is diversity? 2. Why does diversity matter to organizations? 3. What is inclusion? 4. Can diversity exist without inclusion? If diversity exists without inclusion, what are the likely consequences for individuals and organizations 5. How are diversity, discrimination, and inclusion related? Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 31 Questions to Consider (2 of 2) 6. What are access and treatment discrimination? 7. How can relevant diversity issues be identified in different contexts? 8. List and discuss the six reasons that Cox and Blake proposed as stimuli for attention to diversity in organizations. 9. What can organizations do to be successful in achieving their diversity goals in the face of continued resistance and seemingly intractable problems? Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 32