1 Appreciate the increasing diversity of the workforce and of the organizational environment.

1. The Increasing Diversity of the Workforce and the Environment
   Diversity deals with differences among people due to age, gender, race, ethnicity, religion, sexual orientation, socioeconomic background, education, experience, physical appearance, capabilities/disabilities, and any other characteristic that distinguishes between people.
   1. Age – the median age of people in the U.S. is 35 years. Managers need to be careful that they do not discriminate against workers based on their age.
   2. Gender – The U.S. workforce is about 54 percent male and 46 percent female.
   3. Race and Ethnicity – ethnicity refers to whether a person is Hispanic or not. The 2000 U.S. Census reported that 75 percent of the population was white.
   4. Religion – Title VII of the Civil Rights Ace prohibits discrimination based on religion, race, country of origin, and gender.
   5. Capabilities/Disabilities – The American with Disabilities Act (ADA) prohibits discrimination against people with disabilities.
   6. Socioeconomic background – refers to a combination of social class and income.
   7. Sexual orientation – no federal law prohibits discrimination based on sexual orientation, but 14 states have such laws.
   8. Other kinds of diversity – physical appearance is a good example.

2 Grasp the central role that managers play in the effective management of diversity.

2. Managers and the Effective Management of Diversity
   1. Critical management roles
      1. Interpersonal – manager as figurehead
      2. Role model – manager as leader

3 Understand why the effective management of diversity is both an ethical and a business imperative.

2. The ethical imperative to manage diversity effectively
   1. Distributive justice – pay raises, promotions, job titles, office space should be distributed in a fair manner.
   2. Procedural justice – judging performance, granting raises or promotions, and laying off people should be done using a fair procedure.
3. Effectively managing diversity makes good business sense – the diversity of a workforce can create a competitive advantage for the organization in terms of dealing with different types of customers.

4 Appreciate how perception and the use of schemas can result in unfair treatment.

3. Perception
   Perception is the process by which people select, organize, and interpret what they see, hear, touch, smell, and taste to give meaning to the world.
   1. Factors that influence managerial perception
      1. Schemas – abstract memory that allows people to interpret information about a person, event, or situation.
      2. Gender schemas – preconceived ideas about what men and women are really like.
   2. Perception as a determinant of unfair treatment – inaccurate perceptions can cause unfair treatment
      1. Stereotype – simplistic beliefs about groups of people, typically based on age, gender, or race.
      2. Biases – a tendency to use information to create inaccurate perceptions about other people.
         1. similar-to-me effect – a tendency to perceive people who are similar to us in positive ways.
         2. social status effect – the tendency to perceive people who have high social status in a positive way
         3. salience effect – the tendency to focus on people who are different from ourselves.
   3. Overt discrimination – knowingly denying diverse people access to opportunities within the organization; it both unethical and illegal.

5 Appreciate the steps managers can take to effectively manage diversity.

4. How to Manage Diversity Effectively
   1. Steps in managing diversity
      1. Get commitment from top managers
      2. Try to increase the accuracy of perceptions
      3. Increase diversity awareness
      4. Increase diversity skills
      5. Encourage flexibility of approaches to doing things
      6. Be objective in how people are evaluated
      7. Look at the number of minorities in different jobs
      8. Empower employees to challenge discriminatory actions
      9. Reward employees who manage diversity effectively
      10. Provide training in a variety of awareness skills
      11. Encourage mentoring of diverse employees

6 Understand the two major forms of sexual harassment and how they can be eliminated.

2. Sexual harassment – is both unethical and illegal
   1. quid pro quo sexual harassment – sexual favors are required to obtain a job, a promotion, a raise, or to avoid being fired or laid off.
   2. hostile work environment sexual harassment – the work environment is intimidating, hostile, or offensive based on sexual jokes or vulgar language.
3. Steps managers can take to eradicate sexual harassment
   1. Clearly communicate a sexual harassment policy to employees
   2. Use a fair procedure to investigate charges of sexual harassment
   3. Take corrective action quickly if it is needed
   4. Provide education and training to employees about this issue