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WORKPLACE DIVERSITY AND AFFIRMATIVE ACTION

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* Diversity and Affirmative Action Discussion Questions: When is diversity not the right thing? Why? When is diversity is appropriate? Why? * * DIVERSITY Any ... – PowerPoint PPT presentation

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Title: WORKPLACE DIVERSITY AND AFFIRMATIVE ACTION


1
WORKPLACE DIVERSITY AND AFFIRMATIVE ACTION
2
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

3
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

4
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

5
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

6
Diversity in the Workforce
  • What will be key for companies?
  • Develop patience
  • Open-mindedness
  • Acceptance
  • Cultural Awareness

7
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

8
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

9
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

10
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

11
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

12
Dual Career Families
  • Represent 63 of marriages have children
  • Both spouses have jobs and family
    responsibilities.
  • Challenges and opportunities
  • Revised nepotism policy

13
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

14
Workers of Color
  • Hispanics, African American Americans and Asians
  • Often experience stereotypes
  • Often encounter misunderstandings and
    expectations

15
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

16
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

17
Immigrants
  • One million legal immigrants per year
  • Newer immigrants require time to adapt
  • Managers must work to understand the different
    cultures and languages.

18
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.

19
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

20
  • Affirmative Action

21
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

22
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.

23
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.

24
Affirmative Action Programs
  • Set of specific actions taken by an Organization
    with
  • government contracts to proactively remove
  • unintended barriers to achieve equal opportunity

25
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.

26
Affirmative Action Programs
  • MANDATED BY OFCCP
  • Government contractor
  • Lose a court discrimination case
  • Signed a consent decree
  • Voluntarily attempting to implement EEO principles

27
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

28
Affirmative Action Programs
  • The Process
  • Develop a written affirmative action program
  • File EEO-1
  • Identify and analysis of problem areas

29
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

30
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

31
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.

32
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

33
Affirmative Action Programs
  • Goals for the Plan
  • Annual
  • Work towards elimination of underutilization
  • Ultimate
  • Correct all underutilization

34
Diversity and Affirmative Action Discussion
  • Questions
  • When is diversity not the right thing? Why?
  • When is diversity is appropriate? Why?
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