Академический Документы
Профессиональный Документы
Культура Документы
3-1
Diversity Management
Ensuring factors are in place to provide for and encourage continued development of diverse workforce by melding actual and perceived differences among workers to achieve maximum productivity
2008 by Prentice Hall 3-5
Women in Business
Account for 45% of workforce Hold half of all management, professional, and related occupations Over 9 million women-owned businesses Increasing number of nontraditional households Organizations must address work/family issues
2008 by Prentice Hall 3-8
Workers of Color
Often experience stereotypes Often encounter misunderstandings and expectations Bicultural stress Socialization in ones culture of origin can lead to misunderstandings in workplace
2008 by Prentice Hall 3-10
Older Workers
Population is growing Long-term labor shortage is developing Many organizations actively courting older employees to remain on job longer Needs and interests may change May require retraining
2008 by Prentice Hall 3-11
3-12
Immigrants
Large numbers of immigrants from Asia and Latin America have settled in many parts of United States Newer immigrants require time to adapt Managers must work to understand different cultures and languages
2008 by Prentice Hall 3-13
3-17
3-19
3-25
3-29
3-38
Damages Permitted
Number of Employees 15-100 101-200 201-500 Over 500
Damages
$50,000 $100,000 $200,000 $300,000
3-39
Glass Ceiling
Invisible barrier in organizations that prevents many women and minorities from achieving top-level management positions
3-40
3-45
3-47
3-51
Dothard v Rawlingson
Impact of decision was height and weight requirements must be job related. Argument does not rebut prima facie evidence showing requirements have discriminatory impact on women, whereas no evidence was produced correlating these requirements with requisite amount of strength thought essential to good performance
2008 by Prentice Hall 3-52
3-53
3-54
3-55
Grutter v Bollinger
Appeared to support the Bakke decision Ruled in a 5-4 decision that colleges and universities have a compelling interest in achieving diverse campuses Schools may favor black, Hispanic, and other minority students in admissions as long as administrators take the time to assess each applicants background and potential
2008 by Prentice Hall 3-57
Gratz v Bollinger
In trying to achieve diversity, colleges and universities cannot use point systems that blindly give extra credit to minority applicants Court determined that Michigans 150-point index for screening applicants, which gave an automatic 20 points to minority applicants, was not the proper way to achieve racial diversity
2008 by Prentice Hall 3-58
Steps in Handling a Discrimination Case Charge Filed Attempt at a No-Fault Settlement Investigation by the EEOC Issue a Probable Cause or a No Probable Cause Statement Attempt at Conciliation Recommendations for or Against Litigation
Recommendation Against Litigation Right to Sue Notice Issued to Charging Party Recommendation for Litigation EEOC Initiates Action
3-60
3-64
Assuming adverse impact shown, employers have two avenues available if they desire to use particular selection standard. First, employer may validate a selection device by showing it is predictor of success Second avenue is bona fide occupational qualification (BFOQ) defense
2008 by Prentice Hall 3-65
_________ = ____
300/1,000 0.3
66.67%
Additional Guidelines
Guidelines on Sexual Harassment Guidelines on Discrimination Because of National Origin Guidelines on Discrimination Because of Religion
3-68
2.
3.
Sexual Harassment
Employers are liable for acts of supervisors, regardless of whether employer is aware of sexual harassment act Employer is responsible for acts of co-workers if employer knew, or should have known, about them May be liable for acts committed by nonemployees in workplace Immediate and appropriate action
2008 by Prentice Hall 3-71
3-73
3-74
English-only Rule
Courts generally ruled in employers favor if rule would promote safety and product quality and stop harassment Rule must be justified by a compelling business necessity
3-77
Executive Order
Directive issued by President, having force and effect of laws enacted by Congress
3-80
Affirmative Action
Many believe the concept of affirmative action got its beginning in 1948 when former president Harry S. Truman officially ended racial segregation in all branches of the military by issuing Executive Order 9981 Officially it began in 1965 when President Lyndon B. Johnson signed EO 11246
2008 by Prentice Hall 3-81
3-86
Underutilization Example
If utilization analysis shows the availability of blacks for a certain job group is 30%, organization should have at least 30% black employment in that group. If actual employment is less than 30%, underutilization exists, and firm should set a goal of 30% black employment for that job group.
2008 by Prentice Hall 3-88
Primary Focus
Goals and timetables Annual and ultimate Annual goal is to move toward elimination of underutilization Ultimate goal is to correct all underutilization Goals should not establish inflexible quotas that must be met
2008 by Prentice Hall 3-89
3-91