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5 - OBC1 CHAPTER 2 Managing Diversity: Releasing Every Employee™s Potential I. Defining

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5 - OBC1 CHAPTER 2 Managing Diversity: Releasing Every Employee™s Potential I. Defining Diversity “ Diversity represents the multitude of individual differences and similarities that exist among people. It is not an is ...

5 - OBC1 CHAPTER 2 Managing Diversity: Releasing Every Employee™s Potential I. Defining Diversity “ Diversity represents the multitude of individual differences and similarities that exist among people. It is not an issue of age, race, or gender. It is not an issue of being heterosexual, gay, or lesbian or of being Catholic, Jewish, Protestant, Muslim, or Buddhist. Diversity also does not pit white males against all other groups of people. Diversity pertains to the host of individual differences that make all of us unique and different from others. II. Affirmative Action and Managing Diversity A. Affirmative Action “ An outgrowth of equal employment opportunity (EEO) legislation. The goal of this legislation is to outlaw discrimination and to encourage organizations to proactively prevent discrimination. Focuses on achieving equality of opportunity in an organization. B. Discrimination “ Occurs when employment decisions about an individual are due to reasons not associated with performance or are not related to the job. C. Managing Diversity “ Creating organizational changes that enable all people to perform up to their maximum potential. D. Increasing Diversity in the Work Force 1. Work Force Demographics “ Statistical profiles of adult workers. E. Glass Ceiling “ Invisible barrier blocking women and minorities from top management positions. F. Mismatch Between Educational Attainment and Occupational Requirements “ Approximately 28% of the labor force has a college degre. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . .

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