Managing Work Force

Diversity
Overview
Want Is Diversity and Why Is Diversity Important?
The Goals Of Diversity Training
How To Managing Diversity?
How Managing Diversity can Provide a Competitive
Advantage
The Characteristics Associated with Diversity
Programs Long-Term Success
Key Components of Effective Managing Diversity
Programs
What Is School-To-Work Transition, Welfare-To-Work
And The Workforce Investment Act Of 1998

What Is Deversity
Diversity can be considered any
dimension that differentiates one
person from another
Diversity means embracing differences
and variety, including age, ethnicity,
education, sexual orientation, work
style, race, gender, and more.
Managing work force diversity
The goals of diversity training are

To eliminate values, stereotypes, and managerial
practices that inhibit employees personal
development.
To allow employees to contribute to organizational
goals regardless of their race, age, physical condition,
sexual orientation, gender, family status, religious
orientation, or cultural background.

Managing work force diversity (cont)
Managing diversity - creating an
environment that allows all employees to
contribute to organizational goals and
experience personal growth.

This includes access to jobs and fair
and positive treatment of all
employees.

How Managing Diversity can
Provide a Competitive Advantage
Figure 10.3 - Cycle Of Disillusionment That Results
From Managing Diversity Through Adherence to
Legislation
To successfully manage a diverse work
force, companies need to ensure that:
Employees understand how their values and
stereotypes influence their behavior toward
people of different gender, ethnicity, race, or
religion.
Employees gain an appreciation of cultural
differences among themselves.
Behaviors that isolate or intimidate minority
group members improve.
Attitude awareness and change
programs
Focus on increasing employees awareness of
differences in cultural and ethnic
backgrounds, physical characteristics, and
personal characteristics that influence
behavior toward others.
The assumption is that by increasing
awareness of stereotypes and beliefs,
employees will be able to avoid negative
stereotypes when interacting with employees
of different backgrounds
Behavior-based programs
Focus on changing the organizational policies
and individual behaviors that inhibit
employees personal growth and productivity.
Approaches:
Identify incidents that discourage employees from
working up to their potential.
Teach managers and employees basic rules of
behavior in the workplace.
Cultural immersion - sending employees directly
into communities where they have to interact with
persons from different cultures, races, and/or
nationalities.

Table 10.6 - Characteristics Associated with
Diversity Programs Long-Term Success
Table 10.7 - Key Components of
Effective Managing Diversity Programs
Table 10.7 - Key Components of Effective
Managing Diversity Programs (cont)
School-To-Work Transition
Programs
combine classroom experiences
with work experiences to prepare
high school students for
employment.

School-To-Work Opportunities
Act
designed to assist the states in
building school-to-work systems
that prepare students for high-
skill, high-wage jobs or future
education.

Trainings role in welfare-to-work and
other public-private sector programs

Government agencies refer welfare
recipients to a company-sponsored
training program subsidized with money
and tax credits from the government
State and local governments provide life
and skills training directly to welfare
recipients.

Workforce I nvestment Act
The Workforce Investment Act of
1998 created a comprehensive work
force investment system.
The Occupational Information Network
(O*NET) is a unique, comprehensive
database and directory of occupational
titles, worker competencies, and job
requirements and resources
QUESTIONS
What Is Diversity in the Workplace?
In your opinion, what is the best
approach in managing diversity in the
workplace? Briefly explain
How Will Diversity Help Company
Compete?

answers
workplace diversity is the development of
a workplace perspective based on a
variety of employee backgrounds, which
include more obvious factors such as
race, gender, religion and ethnicity as
well as differences in physical ability,
educational background, intelligence and
the environment in which a person was
raised.
Behavior-based programs behavior-based
programs
Answers (cont)
Answers (cont)