WORKPLACE DIVERSITY AND AFFIRMATIVE ACTION

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WORKPLACE DIVERSITY AND AFFIRMATIVE ACTION
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Chapter Objectives

• Discuss the projected future diverse workforce
• Define and discuss diversity and diversity
  management
• Discuss the significant U.S. Supreme Court
  decisions that have had an impact on equal
  employment opportunity.
• Explain affirmative action programs and how it
  works

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The Workforce

• FACTS
• By 2010 the workforce will increase to 158
  million from 141 million
• 4 out of 10 people entering the workforce between
  1998 2008 will be member of a minority group
• By 2010 minority groups will account for the
  major share of the workforce

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The Workforce

• FACTS
• Hispanics will makeup the greater part of the
  workforce
• The number of women entering the workforce will
  increase while men entering will decrease
• Youth labor force, age 16 to 24 will increase

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The Workforce

• FACTS
• Age group 25 to 54 will decline by 2010
• Workers 55 and older will increase by 2010
• By 2010 the median age will be 40 and women will
  make up the workforce

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Diversity in the Workforce

• What will be key for companies?
• Develop patience
• Open-mindedness
• Acceptance
• Cultural Awareness

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Diversity and Diversity Management

• Diversity What does it mean?
• Any perceived difference among people
• Diversity Management What does it mean?
• Ensuring that the right programs are in place to
  promote diversity

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Diversity Management

• INVOLVES
• Creating a supportive culture where all employees
  can be effective.
• Top management support diversity goals and
  include them in the business strategy
• Fostering a culture that values individuals and
  their needs and contributions

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Managing the Diverse WorkforceVarious Components

• Single Parents Working Mothers
• Women in Business
• Dual Career Families
• Workers of Color
• Older Workers

• Persons with Disabilities
• Immigrants
• Young Persons with Limited Education/Skills
• Educational Level of Employees

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Single Parents and Working Mothers

• 70 of mothers work
• Many marriages end in divorce
• Widows and widowers who have children
• Need alternative child-care arrangements
• Child-care services and workplace
• flexibility needed

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Women in Business

• 66 million women in the workforce as 2000
• 11.9 of corporate officers
• Number in entry- and mid-level managerial
  positions has risen
• Over 9 million women-owned businesses
• Increasing number of nontraditional households

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Dual Career Families

• Represent 63 of marriages have children
• Both spouses have jobs and family
  responsibilities.
• Challenges and opportunities
• Revised nepotism policy

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Dual Career Families(Continued)

• Assist the spouse of transferred employee
• Assist in finding position for spouse
• Cafeteria benefits plans
• Flexibility in their workplaces and careers

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Workers of Color

• Hispanics, African American Americans and Asians
• Often experience stereotypes
• Often encounter misunderstandings and
  expectations

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Older Workers

• Population is growing
• --65 and older
• Long-term labor shortage is developing
• Early retirement is about to reverse itself
• Needs and interests may change
• May require retraining

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Persons with Disabilities

• Limits the amount or kind of work a person can do
  or makes its achievement unusually difficult
• Perform as well as unimpaired in productivity,
  attendance and average tenure
• ADA prohibits discrimination against qualified
  individuals with disabilities
• Managers have serious barrier is bias, or
  prejudice
• Manager need to treat them the same as others

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Immigrants

• One million legal immigrants per year
• Newer immigrants require time to adapt
• Managers must work to understand the different
  cultures and languages.

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Young Persons with Limited Education or Skills

• Many thousands of young, unskilled workers are
  hired
• Poor work habits or Tardy
• Some possess good qualities
• Can do many jobs well
• Jobs can be de-skilled.

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Educational Level of Employees

• Bipolar country with regard to education
• Half of new jobs need some education beyond high
  school
• Those with limited education will be left out of
  empowerment effort

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• Affirmative Action

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Executive Order 11246

• Executive order (EO) - Directive issued by the
  President, having force and effect of laws
  enacted by Congress
• Executive Order 11246 - Every executive
  department and agency that administers a program
  involving federal financial assistance must
  adhere to policy of nondiscrimination

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Executive Order 11246 (Continued)

• Affirmative action stipulated by EO 11246
• Requires employers to take positive steps to
  ensure employment of applicants and treatment of
  employees during employment without regard to
  race, creed, color, or national origin.

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Affirmative Action Court Cases

• Grutter v Bollinger colleges and universities
  have compelling interest in achieving diverse
  campuses
• Gratz v Bollinger in trying to achieve
  diversity, colleges and universities cannot use
  point systems that blindly give extra credit to
  minority applicants
• University of California Regents v Bakke - the
  Court reaffirmed that race may be taken into
  account in admission decisions.

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Affirmative Action Programs

• Set of specific actions taken by an Organization
  with
• government contracts to proactively remove
• unintended barriers to achieve equal opportunity

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EEO vs. AAP

• Equal Employment Opportunity
• Aims to ensure that anyone under the
• protected class has an equal chance for
• a job based on their qualifications.
• Affirmative Action Program
• Goes beyond EEO by requiring employers to
• take action on eliminating barriers to hire
• and promote members of the protected
• Class.

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Affirmative Action Programs

• MANDATED BY OFCCP
• Government contractor
• Lose a court discrimination case
• Signed a consent decree
• Voluntarily attempting to implement EEO principles

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Affirmative Action Programs

• Who is accountable?
• First level of control
• Exceed 10,000 but less than 50,000
• Second level of control
• Company has 50 or more employees
• Exceed 50,000 or more
• 12 months period totaling 50,000 or more
• Financial Institution that have government funds
• deposit
• Third level of control
• Contractor has contracts that exceed 1 million

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Affirmative Action Programs

• The Process
• Develop a written affirmative action program
• File EEO-1
• Identify and analysis of problem areas

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Affirmative Action Programs

• Factors for the Pre-award
• Past EEO performance of the contractor and
  indications of underutilization
• Volume and nature of complaints filed
• Whether the contractor is in growth industry
• Whether resources are available to conduct the
  review
• Employment opportunities are likely to results
  from the contract in issue

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Affirmative Action Programs

• The Violation
• Secure compliance through persuasion
• Serve a written notice and the propose plan for
  correction
• Contractor has 30 days to respond
• State the CEO commitment
• The intention to recruit, hire, train and promote
• Guarantee that all Human Resources action involve
  the five functions
• ID and analysis of problem areas

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Affirmative Action Programs

• The Purpose
• Contractor maintains nondiscriminatory hiring
  practices
• Hold contractor accountable for the goals of
  hiring, firing and promoting
• Show employees are being treated fairly
  regardless of race, gender, religion, etc.

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Affirmative Action Programs

• What is in the Plan?
• State the CEO commitment
• The intention to recruit, hire, train and promote
• Guarantee that all Human Resources action involve
  the five functions
• ID and analysis of problem areas
• Make a workforce analysis
• Analysis of major job groups
• Explanation of underutilized minorities or women

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Affirmative Action Programs

• Goals for the Plan
• Annual
• Work towards elimination of underutilization
• Ultimate
• Correct all underutilization

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Diversity and Affirmative Action Discussion

• Questions
• When is diversity not the right thing? Why?
• When is diversity is appropriate? Why?