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Continuum of Diversity ApproachesContinuum of Diversity ApproachesContinuum of Diversity ApproachesContinuum of Diversity Approaches
Figure 5–2
Source: Adapted from ideas suggested by Stella M. Nkomo and Ellen Ernst Kossek, “Managing Diversity,” in Ellen Ernst Kossek and Richard N. Block, Managing Human Resources in the 21st Century (Cincinnati: Thomson Learning, 2000), Chapter 9; and Parshotam Dass and Barbara Parker, “Strategies for Managing Human Resource Diversity,” Academy of Management Executive, May 1999, 68–80.
Racial/Ethnic Composition of U.S. Population, 2000Racial/Ethnic Composition of U.S. Population, 2000Racial/Ethnic Composition of U.S. Population, 2000Racial/Ethnic Composition of U.S. Population, 2000
Figure 5–4Source: “Primary Colors,” The Economist, March 17, 2001.
U.S. Civilian Labor Force Composition by SexU.S. Civilian Labor Force Composition by SexU.S. Civilian Labor Force Composition by SexU.S. Civilian Labor Force Composition by Sex
Figure 5–5Source: U.S. Department of Labor, Bureau of Labor Statistics, 2001.
Sex Discrimination in Jobs and CareersSex Discrimination in Jobs and CareersSex Discrimination in Jobs and CareersSex Discrimination in Jobs and Careers
Nepotism– The practice of allowing relatives to work for
the same employer. Job Assignments and “Nontraditional” Jobs– Women are increasingly entering jobs
traditionally occupied only by men. The “Glass Ceiling”
– Discriminatory practices that have prevented women and other protected-class members from advancing to executive-level jobs.
Nontraditional Occupations for Women in 2000Nontraditional Occupations for Women in 2000Nontraditional Occupations for Women in 2000Nontraditional Occupations for Women in 2000
Figure 5–6Source: “Nontraditional Occupations for Women in 2000,” U.S. Department of Labor, Women’s Bureau, 2001, available at www.dol.gov/dol/wb.
Sex Discrimination in Jobs and CareersSex Discrimination in Jobs and CareersSex Discrimination in Jobs and CareersSex Discrimination in Jobs and Careers
“Glass Walls” and “Glass Elevator”– The tendency for women to advance only in a
limited number of functional fields within an organization.
Breaking the Glass– Establishing mentoring programs– Providing career rotation– Increasing top management and boardroom
diversity– Establishing goals for diversity– Allowing for alternative work arrangements
Sexual Harassment and Sexual Harassment and Workplace RelationshipsWorkplace RelationshipsSexual Harassment and Sexual Harassment and Workplace RelationshipsWorkplace Relationships
Types of sexual harassment– Quid pro quo
• Linking employment outcomes to the harassed individual’s granting of sexual favors.
– Hostile environment• Allowing intimidating or offensive working conditions
to unreasonably affect an individual’s performance or psychological well-being.
Sexual Harassment and Sexual Harassment and Workplace Relationships (cont’d)Workplace Relationships (cont’d)
Sexual Harassment and Sexual Harassment and Workplace Relationships (cont’d)Workplace Relationships (cont’d)
Legal Standards on Sexual Harassment– Tangible employment actions (e.g.,
termination) that result from sexual harassment create a liability for the employer.
– Affirmative defense for employers in dealing with sexual harassment incidents includes:• Establishing a sexual harassment policy• Communicating the policy regularly• Training employees to avoid sexual harassment• Investigating and taking actions when complaints arise
Employment Advancement Barriers Employment Advancement Barriers for Individuals with Disabilitiesfor Individuals with Disabilities
Employment Advancement Barriers Employment Advancement Barriers for Individuals with Disabilitiesfor Individuals with Disabilities
Figure 5–9Source: Based on data in SHRM/Cornell University Survey on Implementation of the Employment Provisions of the ADA, (Alexandria, VA: Society for Human Resource Management, 2001).
Individuals with Disabilities in the WorkplaceIndividuals with Disabilities in the WorkplaceIndividuals with Disabilities in the WorkplaceIndividuals with Disabilities in the Workplace
Individuals with Life-Individuals with Life-Threatening IllnessesThreatening Illnesses
Individuals with Life-Individuals with Life-Threatening IllnessesThreatening Illnesses
Religion and Spirituality in the WorkplaceReligion and Spirituality in the WorkplaceReligion and Spirituality in the WorkplaceReligion and Spirituality in the Workplace
Title VII of Civil Rights Act of 1964 Title VII of Civil Rights Act of 1964 prohibits discrimination of religion prohibits discrimination of religion
Title VII of Civil Rights Act of 1964 Title VII of Civil Rights Act of 1964 prohibits discrimination of religion prohibits discrimination of religion
Managing Religious Managing Religious Diversity in WorkplacesDiversity in Workplaces
Managing Religious Managing Religious Diversity in WorkplacesDiversity in Workplaces
Accommodation Accommodation of religious of religious
beliefs in work beliefs in work schedulesschedules
Accommodation Accommodation of religious of religious
beliefs in work beliefs in work schedulesschedules
Accommodation Accommodation of religiousof religious
expression in expression in the workplacethe workplace
Accommodation Accommodation of religiousof religious
expression in expression in the workplacethe workplace
Respect for Respect for religious religious practices practices
affecting dress affecting dress and appearanceand appearance
Respect for Respect for religious religious practices practices
affecting dress affecting dress and appearanceand appearance