1. Week 5: Managing in a Diverse and Changing World Instructor:
Jean-Pierre Mulumba Ph. D. Section Three: Understanding Primary
Aspects of Diversity: Gender, Sexual Orientation, Age, and Physical
and Mental Challenges 1
2. Managing in a Diverse and Changing World Section Learning
Objectives: Discover why so few women into leadership positions.
Consider the negative aspects of masculinity. Examine the back and
forth experienced by LGBTs (lesbians, gays, bisexuals,
transgenders) in the workforce. Study the generational cohorts
currently in the workplace. Compare well-managed diversity program
to that failed. 2
3. Managing in a Diverse and Changing World Introduction
Section III explore the relationship between primary diversity
characteristics and their influence in the workplace. It analysis
the workplace realities for o women (Harvey and Larsen), o men
(Farough), o and LGBTs (Hunt). 3
4. Managing in a Diverse and Changing World Introduction It
explores the dynamics of four generations in the workforce
(Holtzman, Kruger, and Srock) The Best Buy: example of commitment
to diversity o Through its programs for physically and mentally
challenged employees, customers, and community members (D. Harvey).
4
5. Managing in a Diverse and Changing World Introduction The
section concludes with two examples: o The Cracker Barrel case
(Howard) : o And an exercise on sexual harassment (Harvey). 5
6. Women in Leadership Positions: Why Arent They There Yet?
Carol P. Harvey Assumption College & Deborah L. Larsen UniBank
6
7. Managing in a Diverse and Changing World Learning Objectives
Identify the issues holding women back in corporate Understand the
gender differences in leadership styles Examine the statistics on
womens progress Study the consequences of multiple identities (race
and gender) for women of color 7
8. Managing in a Diverse and Changing World Introduction
Despite progress, women still have far to go in terms of o
Corporate, o Economic and government leadership. In the 1960s woman
were segregated and lower considered. 8
9. Managing in a Diverse and Changing World Introduction Now
more difficult for women to achieve positions of power than it is
for men. o In 2010 2.6% was female CEO of the Fortune 500 companies
o And 15% have them on their Board o 79% white and 21% women of
color Despite being 51% of the population, o 17.2% in the U. S.
House of representatives o 17% in the U. S. Senate 9
10. Managing in a Diverse and Changing World Introduction
Gender is a socially constructed characteristic o behaviors and
attitudes considered proper for males and females. Gender varies
from one culture to another Many societies set up barriers o
unequal access to power, property, and prestige 10
11. Managing in a Diverse and Changing World Introduction Many
factors account for womens lack of progress: o Horizontal
segregation: occupations predominately female, low pay, requiring
interpersonal skills, jobs not valued highly 11
12. Managing in a Diverse and Changing World Introduction o
Vertical segregation in the workplace: both genders work in the
same industries but men are perceived as being more capable,
skillful qualified for more upwardly mobile line positions 12
13. Managing in a Diverse and Changing World Introduction o
Vertical segregation in the workplace: women for less
responsibility because their characteristics Passivity, nurturance,
Emotional sensitivity, Less cognitive capability Fewer higher-level
skills compared to men 13
14. Managing in a Diverse and Changing World Gender Differences
in Leadership and Communication Styles Male and female leadership
styles do differ Males use a more transactional o Goal directed
leadership style 14
15. Managing in a Diverse and Changing World Gender Differences
in Leadership and Communication Styles Women use more
transformational o Relationship oriented leadership style. the
perception of womens communication style may be taken for weakness
But, if assertive and competitive: she is cold or a bitch. 15
16. Managing in a Diverse and Changing World Conversational
style differences Perception of men as stronger leaders: Men have
conversational style o Tending to interrupt, o question in an
interrogating manner, o More direct in their speech patterns.
16
17. Managing in a Diverse and Changing World Conversational
style differences Women tend to speak in short bursts, o Add
questions o Asking for support at the end of their statements, o
Are more indirect Everyday communication reinforces womens and
feminine traits devaluation. o It is an honor to be one of the guys
17
18. Managing in a Diverse and Changing World A History of
Patriarchy History provides insights how a society is more male
dominance. o Creates power differences o Promotes the idea of male
superiority A patriarchal society identifies itself with the male
values. o Men fill most political, economic, legal, religious,
educational and military positions. o Women in these positions are
exceptions o Male is more identified with leadership and power.
18
19. Managing in a Diverse and Changing World A History of
Patriarchy In patriarchal societies what is desirable or normal are
associated with men. In the U. S. the double standard is alive and
well in the workplace. 19
20. Managing in a Diverse and Changing World Women Legal Rights
In early U. S. society, the second-class status of women was taken
for granted. Basic rights for women came only through a prolonged
struggle. In 1848, the Declaration of Sentiments was published to o
Allow women to vote (allowed 1920) o Enter the professions, etc.
20
21. Managing in a Diverse and Changing World Women Legal Rights
In 1963 a report documented discrimination against women. In 1964
Title VII of the 1964 Civil Rights Act prohibited employment
discrimination based on o Sex o Race, o Religion, o Ethnicity o
National origin 21
22. Managing in a Diverse and Changing World Inequality In
Educational System Women earn more degrees at all levels than men o
Women earn 57% of the bachelors degrees, o 60% of the masters
degrees o And 51% of the doctorates awarded in the U. S. Horizontal
segregation is apparent here o Men earn 83% of bachelors degrees in
engineering, and science o Women earn the majority of the degrees
in teaching, library science, nursing etc. 22
23. Managing in a Diverse and Changing World Inequality In
Educational System However, the ladys discomfort in math and
science programs and positions is due to o Gender bias and o
Barriers at hiring and promotion practices in academia. 23
24. Managing in a Diverse and Changing World Gender
Inequalities in Salaries Legislation: o The Equal Pays Act (1963)
prohibits discrimination in salaries o The Fair Pay act (2009)
permitted an employee to sue for pay discrimination 24
25. Managing in a Diverse and Changing World Gender
Inequalities in Salaries Gender pay gap issues o Women make $0.77
for every dollar that men make o Women have lower salaries even
with equal or better qualifications o Several factors may explain
such differences Women often lower paying careers than men The
marriage and children put them off of track Women often choose jobs
with flexible hours or part time positions Discrimination issues
25
26. Managing in a Diverse and Changing World The Inability to
Advance: Glass Ceiling Labyrinth Hitting a glass ceiling is womens
inability to advance Organizational expectations make career
progress more complicated for women Womens Career trajectory is
called a labyrinth, o Indirect uneven path o Womens leadership
style includes assertiveness with nurturing 26
27. Managing in a Diverse and Changing World The Inability to
Advance: Glass Ceiling Labyrinth Women need to cultivate social
capital o by networking more with colleagues and o finding mentors
who can help them Women confront issues: o Childcare needs o Racism
o sexism and discrimination 27
28. Managing in a Diverse and Changing World The Inability to
Advance: Glass Ceiling Labyrinth Stereotypes: o They dont want the
top job, o They dont want to relocate, o They dont want to travel
28
29. Managing in a Diverse and Changing World The Inability to
Advance: Glass Ceiling Labyrinth They operate with multiple levels
of pressure: o Pressure of the job itself, o Pioneer pressure of
breaking new ground o Strain of their family obligations
Care-giving Household responsibilities. 29
30. Managing in a Diverse and Changing World The Inability to
Advance: Glass Ceiling Labyrinth Unlike the white women of color
have to deal with the additional difficulties o multiple social
identities o Racism o sexism o Lack of mentors o Prejudice 30
31. Managing in a Diverse and Changing World The Inability to
Advance: Glass Ceiling Labyrinth Companies trying to promote women
report the following: o Have less experience o Time constraints
resulting from family obligations o Focus on their job rather than
gaining a circle of influence o Womens leadership style: often the
consensus style 31
32. Managing in a Diverse and Changing World Lack of Women in
Leadership PositionsWhats Holding Women Back? Lack of line
experience: primary obstacle Cultural norms and values: women arent
powerful as men Social capital issues: o o o o o o 32 Exclusion
from informal networks Stereotypes Lack of mentoring Shortage of
role models Commitment to family responsibilities Little
accountability for top management to promote diversity
33. Managing in a Diverse and Changing World Conclusion Women
made progress over the last twenty- five years. o Possibilities to
access to all positions. o Ban of sexual behavior in the workplace
o Small percentage of women entered corporate management. Concerns
still exist on gender inequality o Gender inequity become more
subtle Diversity is the engine that drives originality and
creativeness o Gender is part of that diversity 33