1. Week 11: Managing in a Diverse and Changing World
Instructor: Jean-Pierre Mulumba Ph. D. Section Five: Managing
Diversity: Ethical, Legal, Communication, and Marketing Issues
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2. Managing in a Diverse and Changing World Section Learning
Objectives: Learn ethical and legal implications of diversity
management. Examine the differences between Canadian and U. S.
diversity laws. Explore communication issues in todays diverse
workplace. Analyze the impact of diversity on consumer behavior.
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3. Managing in a Diverse and Changing World Introduction The
Section V analyzes diversity from three perspectives: o the ethical
o legal o And economic. First, a theoretical discussion: diversity
is the right thing to do (McNett). 3
4. Managing in a Diverse and Changing World Introduction
Second, the organizations legal perspective in the United States
(Allard) and in Canada (Mentzer). Third, the implications of
diverse workforce o The need for understanding and improving
communication o The need to change marketing strategies and media
messages (Allard). 4
5. Managing in a Diverse and Changing World Introduction The
section closes with a capstone exercise (Allard) o Review of the
Legal Points of Law seen in the text o A case illustrating a poorly
managed diversity: The legal consequences, and The missed marketing
opportunities (DeWitt). 5
6. THE ETHICS OF WORKPLACE DIVERSITY Jeanne McNett Assumption
College 6
7. Managing in a Diverse and Changing World Learning Objectives
To examine diversity as an ethnical process To explain and apply
ethical theories to diversity 7
8. Managing in a Diverse and Changing World Introduction Why
should we do the right thing in business environment? The answer
is: because such actions are good for business results? The answers
ha economic and ethical background Then, valuing diversity is:
Valuing, respecting and appreciating the differences that make
people unique A frame of mind; not a result 8
9. Economic Arguments For Diversity Managing in a Diverse and
Changing World They are based on a connection made between
diversity and desired business outcomes. Wide spectrum of
customers. This market-driven argument is increasingly due to
globalization. Globalization shows that business is all about
relationships. Diversity broadens span of communication abilities 9
across cultures, and long-lasting relationships
10. Economic Arguments For Diversity Managing in a Diverse and
Changing World Diverse workforce is nontraditional Non-traditional
workforce tends toward increased creativity Applications of
resources-based theory of the firm The assumption that innovation
comes from the 10 center is a dying vestige Adaptation to the
emerging markets is important source of innovation. The firm is a
bundle of resources poised to take advantage on the external
environment. If diverse the resources will be more difficult to
imitate
11. Economic Arguments For Diversity Managing in a Diverse and
Changing World Economic/pragmatic approach differs from ethical
approach The only social responsibility of business: use its
resources to increase its profits An ethical approach consider
judgments about right and wrong good and bad what ought to be in
our world 11
12. Economic Arguments For Diversity Managing in a Diverse and
Changing World Another difference is about the judgment criteria.
In economic business arguments, the criteria go to the business
results. Making a decision look at the economic business results of
a decision. In contrast, Ethically-based decisions are judged
sometimes by the reasoning examination of the decisions outcomes.
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13. Managing in a Diverse and Changing World Categories of
Ethical Theories 13
14. Managing in a Diverse and Changing World Introduction
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15. Managing in a Diverse and Changing World Introduction
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16. 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 16
17. 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 17
18. 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 18
19. 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 19
20. 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. 20
21. 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.
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22. 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
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23. 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.
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24. 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. 24
25. 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.
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26. 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 26
27. 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. 27
28. 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. 28
29. 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 29
30. 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
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31. 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 31
32. 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 32
33. 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
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34. 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. 34
35. 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 35
36. 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 36
37. 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 37 Exclusion
from informal networks Stereotypes Lack of mentoring Shortage of
role models Commitment to family responsibilities Little
accountability for top management to promote diversity
38. 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 38