ORGANIZATIONAL CHOICES. THE NEED FOR ORGANIZATIONAL RESPONSES QUESTION: IF PEOPLE IN THE FIRM UNDERSTAND AND MANAGE THEIR DIFFERENCES; IS THERE A NEED.

ORGANIZATIONAL CHOICES

THE NEED FOR ORGANIZATIONAL RESPONSES

• QUESTION: IF PEOPLE IN THE FIRM UNDERSTAND

AND MANAGE THEIR DIFFERENCES; IS THERE A

NEED FOR ORGANIZATIONAL RESPONSES?

ORGANIZATIONAL RESPONSES ARE NEEDED BECAUSE

• THEY SET THE CONTEXT FOR INDIVIDUAL RESPONSES

• PAST VALUES, NORMS AND PRACTICES HAVE SHAPED THE ORGANIZATIONAL PROCESSES, STRUCTURES, POLICIES AND PRACTICES

• THESE NEED TO BE REVIEWED, REVISED, RECONSTITUTED.

• NEW PROCESSES, STRUCTURES, PLOICIES AND PRACTICES MAY NEED TO BE INSTITUTED

• PEOPLES’ DIVERSITY COMPETENCIES MAY NEED TO UPGRADED AS A WHOLE.

STARTING POINT:

• AN EXPANSIVE DEFINITION OF DIVERSITY WHICH INCLUDES

– INTERNAL AND EXTERNAL DIVERSITY– IN ALL OF THEIR SALIENT MANIFESTATIONS

THE ADVANTAGES OF AN EXPANSIVE VIEW:

• PROACTIVE: BUSINESS OPPORTUNITY AND IMPERATIVE

• REACTIVE: LEGAL, REGULATORY AND MORAL IMPERATIVE

• PROJECTS THAT IT IS ALL INCLUSIVE. THERE IS SOMETHING IN IT FOR EVERYONE

• LEARNING TO DEAL WITH ONE ASPECT OF DIVERSITY HELPS IN RESPONSES TO ANOTHER FORMS OF IT

• HIGHLIGHTS UBIQUITY OF DIFFERENCES AND SIMILARITIES IN THE ORGANIZATION

DEFINING DIVERSITY

• WORKFORCE DIVERSITY– IDENTITY GROUPS

– SITUATIONAL DIVERSITY

– BEHAVIORAL DIVERSITY

• STRUCTURAL DIVERSITY– FUNCTIONAL

– DIVISIONAL

– HIERARCHICAL

– INTER-ORGANIZATIONAL

• BUSINESS DIVERSITY– MARKETS

– PRODUCTS

– OPERATING

UNDERSTANDING ORGANIZATIONAL RESPONSES

• MOTIVATORS

-FELT

-ESPOUSED• MINDSET

– CHOICES– IMPLICATIONS OF CHOICES

• METHODS– WHAT METHODS– WHO DRIVES– METHOD/CIRCUMSTANCE

• MEASURES OF EFFECTIVENESS

MOTIVATORS

• LEGAL AND REGULATORY PRESSURES• LABOR MARKET DEMOGRAPHICS• GLOBALIZATION OF BUSINESS• DIVERSIFYING CUSTOMER BASE• EXTERNAL PRESSURES FROM COMMUNITY• INTERNAL EMPLOYEE PRESSURES• PERSONAL COMMITMENT

LEGAL AND REGULATORY MOTIVATORS

• GOVERNMENT RULINGS, LAWS, EXECUTIVE ORDERS, COURT DECISIONS

• INDIVIDUAL AND GROUP LAWSUITS• GOVERNMENT INVESTIGATIONS; PUBLICITY

THEREOF

LEGAL PRESSURE INCREASES WITH:

• VIGILANT ENFORCEMENT• SOCIAL PRESSURES• SIZE OF THE SETTLEMENT AWARDS• PUBLICITY OF THE ENFORCEMENT RECORDS• CIVIL RIGHTS ACT OF 1991

– JURY TRIALS– COMPENSATORY AND PUNITIVE DAMAGES– INSTEAD OF REINSTATEMENT BACK COMPENSATION

ISSUES W/ LEGAL PRESSURES

• ORGANIZATIONAL RESPONSE MAY BE– CREATIVE AND CONSTRUCTIVE INITIATIVES– PLAYING THE NUMBERS GAME– FOCUS ON THE LETTER OF THE LAW– JUST RELUCTANT COMPLIANCE– A SOURCE OF CONFUSION WHEN FACED WITH BUSINESS

DIVERSITY• A RESORT TO “LEGAL MINIMUM”

LABOR MARKET DIVERSITY

• MAJORITY MINORITY STATES:– TEXAS– HAWAII– NEW MEXICO– CALIFORNIA– DC– ARIZONA– NEWYORK– MARYLAND – MISSISIPI– GEORGIA

LABOR MARKET DIVERSITY

• NEED TO BE CONSIDERED IN THE GLOBAL CONTEXT

• VARYING IMMIGRATION AND ENTRY REGULATIONS• ILLEGAL IMMIGRATION ISSUES• JOB AVAILABILITY, ECONOMIC TRENDS, SKILL

AVAILABILITY• INFLUENCED BY GOVERNMENT AND CORPORATE

POLICIES, WORLWIDE.

GLOBALIZATION PRESSURES

• TO UNDERSTAND AND COMPLY WITH FOREIGN LEGAL AND REGULATORY MANDATES

• TO UNDERSTAND AND COMPLY WITH DIFFERENT BUSINESS CULTURES

• TO IMPROVE DIVERSITY COMPETENCE

DIVERSIFYING CUSTOMER BASE

• BLACKS AND ASIANS: 14% OF BUYING POWER• 32% OF ASIANS >75K INCOME• 25% OF WHITES>75 K INCOME

• ISSUES– DON’T TAKE MARKET DIVERSITY LITERALLY IN HR

DECISIONS– CAREFUL ABOUT PERCEIVED EXPLOITATION– CAREFUL ABOUT BACKLASH TO AD TARGETED AD

CAMPAIGNS

MINDSET

• DISCREET PROBLEM?• DISCREET COMPETITIVE OPPORTUNITY/THREAT?• CLUSTER OF RELATED BUSINESS ISSUES?• EXTERNAL OR INTERNAL?• BROADLY/NARROWLY DEFINED?• PERSON BASED/ORGANIZATION-WIDE?• QUICK FIX/LASTING REALITY?• POWER/EDUCATION FOCUS?• REACTIVE&DEFENSIVE/PROACTIVE?• MORAL/BUSINESS IMPERATIVE

METHODS

• CULTURAL AUDIT• TRAINING• RECRUITING AND HIRING INITIATIVES• NETWORKS,TASK FORCES• PERFORMANCE DEVELOPMENT/CAREER

MANAGEMENT• BENEFIT POLICIES/WORKING CONDITIONS• EXTERNAL PROGRAMS

CULTURAL AUDIT

• EXPLORE THE MINDSET• GENERATE A SHARED AGENDA• IDENTIFY INSTITUTI0NAL BIASES• INVOLVES EMPLOYEE SURVEYS AND

CONFIDENTIAL INTERVIEWS• IDENTIFY DIFFERENTIAL IMPACT OF

POLICIES AND PRACTICES• WHO WILL CONDUCT/ ANALYZE/REPORT

AUDIT DATA?• WHO WILL HAVE ACCESS TO AUDIT DATA?• WHO WILL DETERMINE THE ACTION PLANS?• ARE THE LEADERS COMMITTED?

TRAINING

• INTRO TO DIVERSITY, GENERAL/FIRM BASED

• FOCUSED AWARENESS PROGRAMS

• SKILL BUILDING WORKSHOPS

• TRAINING FOR TARGETED GROUPS

• HARRASSMENT WORKSHOPS

• INTEGRATED DIVERSITY TRAINING

DIVERSITY TRAINING ISSUES

• WHAT IS THE PURPOSE?• WHO WILL BE TRAINED? SEQUENCE?• WHO WILL PROVIDE THE TRAINING?• DURATION OF TRAINING?• FIT W/ THE GENERAL DIVERSITY AGENDA?• FIT W/ THE GENERAL BUSINESS AGENDA?• IS ANYBODY LEFT OUT? HOW TO DEAL W/ THEM?• IS THE ENVIRONMENT SAFE?

RECRUITING AND HIRING INITIATIVES

• EXPAND RECRUITING SITES• REVIEW AND REVISE JOB SPECIFICATIONS• TARGETED EXPANSION OF THE POOL• TRAIN/RETRAIN RECRUITERS/INTERVIEWERS• MONITOR HIRING GOALS (Not quotas!)• CREATE AN INCLUSIVE ENVIRONMENT• INTEGRATE SENIOR LEVELS

NETWORKS AND TASK FORCES

• SUPPORT GROUPS/NETWORKS– FORMAL/INFORMAL– SOCIAL NETWORKS– AUTONOMOUS NOT CONTROLED– ADVISORY/ADVOCACY/REPRESENTATIVE FUNCTIONS

• ADVISORY TASK GROUPS– FORMAL UNITS– AD HOC OR STANDING– STUDY/DISCUSS & MAKE RECOMMENDATIONS– NEED POWER AND AUTHORITY SOMEHOW

• DISCUSSION GROUPS– REGULAR MEETINGS– DISCUSS DIFFICULT TOPICS– CONNECT TO BUSINESS ISSUES

PERFORMANCE DEVELOPMENT/CAREER MANAGEMENT

• IMPROVE PERFORMANCE APPRAISAL METHODS– 360 EVALUATIONS– FORMAL FEEDBACK SYSTEMS– EXPLICIT EVALUATION SYSTEM

• INCLUDE EMP. DEV. IN EVALUATION CRITERIA– NO NUMBERS GAME

• COACHING AND MENTORING PROGRAMS– FORMAL PROGRAMS FOR ALL NEW WORKERS– TARGETED PROGRAMS FOR M&W– FORMAL/VOLUNTARY

• CAREER PATH ASSESMENT AND MONITORING– IDENTIFY CRITICAL SKA, VISIBILITY,RELATIONSHIPS ETC.– IDENTIFY ENTRY POINTS AND CAREER PATHS

WORKING CONDITIONS/BENEFITS

• CAFETERIA BENEFITS• FLEXIBLE WORK SCHEDULES• HOME WORK• DISTANCE WORK• WORK SHARING• TIME-OFF ARRANGEMENTS

MEASUREMENT OF EFFECTIVENESS

• ANNOUNCE GOALS/TIMEFRAME AND MEASURES TO EVERYONE

• GO FOR MULTIPLE MEASURES OF SUCCESS• INTERNAL AND EXTERNAL MEASURES• CONNECT TO BUSINESS ISSUES• CONNECT TO REWARD SCHEDULES• CONNECT TO PRODUCTIVITY