Org behavior diversity_thechazingroup

Presented by:

Ethan ChazinPresident & Founder

Diversity inOrganizations

White MaleDominance

Persists

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• More equitable pay and gender-balanced employment.

• Huge influx of non-White professionals in the workforce.

• White males still dominant management.• Aging Workforce. • Surface-level versus deep-level diversity. • Infusion of veterans.

White Males

Leveraging Employee Differences for

Optimal Performance

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• You Can’t Motivate People Equally.• You have to get to know the people you work

with/for.

• The US: times are a changin’! See the 2010 Census for proof.

• Greater populations of women, Asians, and Hispanics!

Different Strokes, Different Folks

Stereotyping

Exercise

Discrimination

Discrimination: Noting of a difference between things; often referred to making judgments

about individuals based on stereotypes regarding their

demographic group.

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• Age• Gender• Race• Sexual Orientation/Gender Identity• Politics• Cultural Identity• Religion• Intellectual Ability

Discrimination By…

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• Age and job performance: perception versus reality.

• Increase in US civilian population of workers over 59 has grown from 22% in 2002 to 29% in 2012.

• 95% of growth in labor force from 2006-2016 from workers over 54.

• Yeah but can they do the job???• All that (wasted) intellectual capital!

Age

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• Few differences affect job performance.• Women earn 60% of all bachelor’s degrees

in US.• Science professors view women students

as less competent as their male counterparts.

• Women in STEM. A pervasive issue.• STUDY: Hiring manager still influenced by

gender for certain positions.• Study: Managers allocated 71% of pay

raise funds for men.

Gender

Thoughts?

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• Most research ‘white versus black’.• Less research on impact to Hispanic,

Asian, Native Americans.• Hiring managers TEND to favor

colleagues of their OWN race.• Certain industries remain less racially

diverse. • Members of racial/ethnic minorities

report higher levels of workplace discrimination. Hmm…really…?

Race

Is baldbetter?

Greater masculinity, dominance, leadership potential.

REALLY???

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• Hiring by cognitive ability/general mental ability (IQ).

• Smart people generally earn more money and achieve higher levels of education.

• Standardized test scores such as: GMAT, LSAT, MCAT, etc.

• Position in class ranking.• Hiring from selective schools:– Law Firms– Banks & Financial institutions

Ability

What if any problems do you foresee in hiring based on a

defined set of abilities?

DISCUSSION

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• Sexual harassment: Unwanted sexual advances.

• Intimidation: Overt threats; bullying.• Mockery & Insults: Jokes or negative

stereotypes.• Exclusion: Excluding certain people.• Incivility: Disrespectful treatment.

Forms of Discrimination

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• Reflection of the organization’s culture.• Zero tolerance policy.• Senior Management sets the tone.• HR is the guardian/gatekeeper.• Requires defined policies and

procedures.• Address in employee handbook, new hire

on-boarding and training programs.

Discrimination

Who Gets It?Who Doesn’t?

How to Ensure Workplace Diversity

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• Target recruiting efforts to specific groups.

• Women and minorities show greater interest in employers that customize their recruiting efforts to them.

• Place an emphasis on fairness and objectivity in employee selection.

• Similarities in personality traits with co-workers critical for career success.

Ensuring Workforce Diversity

Group Think

Group Think

Can you recall a time in which you were involved

in “Group Think?”

Did you speak up orremain silent?

DISCUSSION

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• Recruiting and employee selection.• Training & professional development

programs accomplish 3 goals:– Teach Managers About Legal Framework for

employment opportunity– Teach managers how diversity benefits the

organization; and– Foster practices that bring out the skills and

abilities of all workers.

• Organizations with diversity programs NOT more likely to have women & minorities in upper management.

Diversity in Groups

Who Gets ItRight/Wrong?