VALUING DIVERSITY
GLOBALLY 13
Changes in Chapter 13 from the 8th Edition to the 9th Edition
The chapter has been thoroughly updated with much of it re-written with 133 new reference citations. As a
result, there are 134 citations, and 99% are new to this edition.
Learning Outcomes 5 and 8 are no longer listed as LO at the beginning of the chapter, within the chapter, and in
the summary.
The opening section world population information and statistics has been updated with all new references.
The section Valuing-Diversity Training is now Valuing-Diversity/Inclusion Training, and it now states that the
term diversity is commonly called inclusion today. Likewise, the heading From Affirmative Action to Valuing
Diversity and been changed to From Affirmative Action to Valuing Diversity to Inclusion.
The section discussing minority groups has been shortened.
The section Sexual Orientation has been completely re-written with new references.
The six areas of sexual harassment have been deleted in the new edition to keep the focus on the three areas of
the EEOC, which includes eliminating Learning Outcome 5 that required listing the six areas
The sub-section How Women are Progressing in Management and the Glass Ceiling has been re-written with
new references, and it is now shorter.
The sub-section How Minorities are Progressing in Management has been re-written and expanded with new
references.
There is a new subsection providing Ways to Overcome Sexism and Racism at Work.
The subsection How Family Sex Roles are Changing has been changed to How Families and Sex Roles are
Changing. The opening paragraph now includes all new updated statistics describing the changing American
family.
The subsection Fathers’ Roles are Changing has been re-written with all new references and is shorter.
Self-Assessment 13-4 has four new examples (33%).
A few of the Cross-Cultural Relations have been shortened.
The end of chapter case has been replaced, now Google, and there are two related videos that can be viewed as
part of the case discussion.
Chapter Outline
I. HOW DIVERSITY AFFECTS BEHAVIOR, HUMAN RELATIONS, AND PERFORMANCE
II. PREJUDICE AND DISCRIMINATION
A. Common Areas of Employment Discrimination
B. Valuing-Diversity/Inclusion Training
III. EQUAL EMPLOYMENT OPPORTUNITY FOR ALL
A. Laws Affecting Employment Opportunity.
B. Pre-Employment Inquiries.
C. From Affirmative Action to Valuing Diversity to Inclusion
IV. THE LEGALLY PROTECTED AND SEXUAL HARASSMENT
A. Minorities.
B. Sexual Harassment.
V. SEXISM, RACISM AND WORK AND FAMILY BALANCE
A. Women in the Work Force
B. Women and Minority Managers
C. Overcoming Sexism and Racism
D. How Families and Sex Roles are Changing
E. Work and Family Balance
VI. MANAGING DIVERSITY
VII. GLOBAL DIVERSITY
A Multinational Company.
B. Cross-Cultural Relations
VIII. HANDLING COMPLAINTS
LECTURE OUTLINE PLUS
Power Point: You may use the Power Point supplement to enhance your lectures. Even if your classroom is not
equipped to use Power Point, you can review the material on your personal computer to get teaching ideas and to
copy the slides. Copies of the slides can be made into overheads.
I. HOW DIVERSITY AFFECTS BEHAVIOR, HUMAN RELATIONS, AND PERFORMANCE
(See the Census website (http://www.census.gov/popclock) for updated global populations and U.S. statistics)
II. PREJUDICE AND DISCRIMINATION
KT- prejudice is a pre-judgment of a person or situation based on attitudes. KT- discrimination is behavior for or against a
person or situation.
Work Application (WA): NOTE: All the work application questions appear in the test bank
so that you can assess students’ ability to apply the concepts to their work world. However,
because student answers will vary, there are no answers in the test bank.
WA 1- Give a situation in which you were discriminated against for any reason.
SA- When I went for an interview for a summer job the personnel director greeted me with friendly words, but I could tell by
Application Situations
Prejudice or Discrimination, AS-13.1
1. B. Discrimination. One person was selected.
2. A. Prejudice. This is a sexist prejudiced statement.
A. Common Areas of Employment Discrimination
Recruitment: some organizations/people don’t try to hire minorities. Selection: some organizations/people don’t try to hire
minorities. Compensation: men are paid more than women, and whites more than minorities. Upward mobility: men get more
promotions than women and minorities. Evaluation: some managers give higher performance appraisals to whites and men.
LO 1. Define prejudice and discrimination, and state common areas of employment discrimination in organizations.
Prejudice is a pre-judgment of a person or situation based on attitudes. Discrimination is behavior for or against a person or
WA 2- Cite an example of employment discrimination in recruitment, selection, compensation, upward mobility, or evaluation,
preferably from an organization you work/worked for.
SA- My mother faces upward mobility discrimination at the bank where she works. She could do the job of branch manager,
B. Valuing-Diversity Training
WA 3- Have you, or anyone you know, gone through diversity training? If yes, describe the program.
SA- I did not go through true diversity training, but my boss talked about the diversity within the department and the
III. EQUAL EMPLOYMENT OPPORTUNITY FOR ALL
A. Laws Affecting Employment Opportunity. KT- minority- Hispanics, Asians, Blacks, American Indians, and Alaskan natives.
Women and other groups are also protected by law from discrimination though they are not minorities.
Some of the laws passed to protect people include The Civil Rights Act, EEO, AA, The Equal Pay Act, The Age Discrimination
in Employment Act, The Vocational Rehabilitation Act, The Vietnam-era Veteran’s Readjustment Act, and Title VII Sex
Harassment and Pregnancy Discrimination.
While these laws protect people, they also affect the legality of management practices. It is important not to violate the law.
LO 2. State the major laws protecting minorities and women.
Some of the laws passed to protect people include The Civil Rights Act, EEO, AA, The Equal Pay Act, The Age Discrimination
B. Pre-Employment Inquiries. To avoid breaking the law, follow two major rules of thumb. 1. Do not ask any question that is
not job related. EX. Asking if a candidate has children, has nothing to do with performing the job. 2. General questions should
be asked of all candidates. EX. The question “Do you have any activities, responsibilities, or commitments that may hinder
meeting attendance requirements” should not only be asked of women who may have young children. Men must also be asked
this question.
KT- bona fide occupational qualification- allows discrimination on the basis of religion, sex, or national origin where it is
reasonably necessary to normal operation of a particular enterprise. EX. When hiring a person to teach a religion class,
preference could be given to a person of that religion.
Exhibit 13-1, Pre-employment Inquiries has a list of what you can and cannot ask during pre-employment. Application
situation 13.21 Legal Questions: test your knowledge of what you can and cannot ask during a job interview.
LO 3. Identify what employers can and cannot ask job applicants.
To avoid breaking the law, follow two major rules of thumb. 1. Do not ask any question that is not job related. 2. General
WA 4- Have you, or was anyone you know of, asked illegal discriminatory questions during an interview or on an application?
If yes identify the questions(s).
Application Situations
Legal Questions? AS-13.2
6. A. Legal. You may ask this question, but proof should not be required until after the person is hired.
7. B. Illegal. It violates language and national origin regulations.
C. From Affirmative Action to Valuing Diversity. KT- affirmative action programs- planned special efforts to recruit, hire, and
promote women and members of minority groups.
After a long period of preferential employment practices for whites followed by a short period of preference given to
minorities, today for the most part, organizations are expected to hire and promote the most qualified candidates for the
position without discrimination.
WA 5- Describe the affirmative action program at an organization. Preferably one you work/worked for.
SA- I don’t know the whole program, but in the city where I live they hired some police officers that were Black and Hispanic
IV. THE LEGALLY PROTECTED AND SEXUAL HARASSMENT
A. Minorities. Job discrimination based on race, color, national origin, and religion is illegal.
1. Religious beliefs. Employers are required to make reasonable accommodation for religious belief. EX. Jewish people should
be given time off for religious holidays of their faith.
2. Older workers. Some organizations have not hired older people because of their age. However, organizations are more open
to hiring older workers for low skill level and part-time jobs.
3. People with disabilities. Some organizations have not hired people with disabilities. With government and private funding,
more facilities are now handicap accessible. In July of 1992, the Americans with Disabilities Act went into effect. KT-
disability– significant physical, mental, or emotional limitations.
4. Alcohol and drug abuse and testing. Alcohol and drug use on the job has cost lives and lost productivity. Many government
and private employers now test for drug use before and during employment.
When you graduate and look for a job, you may be required to take a drug test.
Self-Assessment Exercise 13-1 Substance Problem
WA 6- Have you ever seen any employees under the influence of alcohol or drugs at work? How did substances affect their
ability to work?
SA- When I worked for a manufacturer last summer we had this guy who would come back from lunch drunk once or twice a
WA 7- How do you feel about drug testing by employers? Why do you feel this way?
SA- I think its fine. I don’t do drugs and have nothing to hide. Though it may be inconvenient to take the test it could help to
SA- Organizations should not be allowed to test for drugs unless a person is on the job and is suspected of being high. If a
5. AIDS and AIDS testing. With the growing numbers of AIDS victims the problem is increasing. Few organizations test for
AIDS.
LO 4. List the groups that are legally protected by the EEOC.
Hispanics, Asians, African Americans, Native Americans, and Alaskan natives. Also protected are women,
6. Sexual Orientation. Although not a protected EEOC group by federal law, many states and organizations are including sexual
orientation in their diversity efforts.
B. Sexual Harassment. KT- sexual harassment- any unwelcomed behavior of a sexual nature.
WA 9- Have you or anyone you know been sexually harassed? If yes describe the situations in acceptable language to
everyone.
SA- Yes, my girlfriend is a secretary and her boss kept asking her out and suggested having sex. One day he pulled down his
WA 10- How do you feel about groups being legally protected against discrimination?
SA- I think it is a good idea to protect these groups, otherwise they will not be given a fair chance to get ahead.
2. Dating Coworkers Some organizations have policies on dating coworkers, and some go as far as stating that
employees who date may be fired. Two of the problems with dating coworkers are that once the romantic
relationship ends, it can be difficult working together and it is not unusual for one of the people to sexually harass
the other to get back together.
WA 11- What are your views on dating coworkers? Have you, or will you, date coworkers in the future?
SA- I don’t think dating someone you have to work directly with is a good idea. If they are in another department
3. Political Correctness Political correctness is being careful not to offend or slight anyone with our behavior, so
that we don’t hurt human relations.
Application Situations
Sexual Harassment, AS-13.3
11. B. Not sexual harassment. This behavior is not violating any of the three conditions of the EEOC. However, if a person
14. A. Sexual harassment. This is a violation of EEOC guideline three, this kind of repeated talk is considered intimidating,
15. B. Not sexual harassment. Touching someone’s shoulder is not a violation of EEOC guidelines. However, if a person does
V. SEXISM, RACISM AND WORK AND FAMILY BALANCE
KT- sexism- discrimination based on sex. Business decisions should not be based on sex.
LO 5. Explain sexism in organizations and ways to overcome it.
Self-Assessment Exercise 13-2 Attitude toward Women at Work
A. Women in the Work Force
Exhibit 13-2, Mothers in the Work Force, lists the statistics
1. How many women are in the work force and why are they employed? Women are about half of the work force, and they
work for economic necessity and self-concept.
2. Do men and women get the same pay? Yes for the same job, No as a gender.
B. Women and Minority Managers
1. Myths about women managers. Research shows that women are equally as capable of being successful managers as men are.
2. How women are progressing in management and the glass ceiling. Women are progressing well at the first and second level
of management, but not at the top level. The glass ceiling is an invisible barrier to advancement based on attitudinal or
organizational bias, and it is keeping women from reaching the top.
WA 12- How do you feel about having a women boss? Why?
SA- As long as I’m challenged and my efforts are rewarded I don’t care what sex my boss is.
Application Situations
Women, AS-13.4
16. B. myth. Men and women are equally capable at managing. Men have simply had more opportunity.
17. A. Fact. As stated in the text, women work out of necessity.
C. Overcoming Sexism and Racism
1. Sexist language and behavior. Sexist language and behavior tend to foster sexism. The longer sexist language and behavior is
accepted, the longer sexism will be a problem.
Exhibit 13-3, A Sexist Way to Tell A Businessman From a Businesswomen, may be shown to illustrate the sexist differences.
SB 13.1 + 13.2- Sexism and/or Male and Female Small Group Behavior may be used to help students better understand the
problems of sexism. See suggestion on these two exercises.
2. Ways to Overcome Sexism and Racism at Work
One thing women and minorities can do is to be assertive (Chapter 6) and ask for raises and promotions. Having
mentors and role models helps people advance; so women and minorities can be more assertive at asking for
mentors. Effective networking also helps with advancing, so women and minorities can develop their networking
skills (Chapter 10), and mentors can help get them into networks that can help them advance.
D. How Families and Sex Roles are Changing
SAEx 13-3 assesses knowledge of marriage issues.
1. Marriage and Family Agreements—it’s helpful to have them.
2. Fathers Roles are Changing. Fathers are spending more time with their children, and some are staying home to care
for them.
3. Mothers Roles are Changing. The question today is, will the mother leave work to raise children, and if so, for how
long? We should let parents decide, without any pressure, if a parent will stay home or not.
4. Parenting. Sensitive play and develop a warm loving bond with children helps in child development
E. Work and Family Balance. Many people are tired of working long hours at work and short hours with family. A
family-friendly work place is important to many people today, and many organizations are offering more family-friendly
policies.
VI. MANAGING DIVERSITY
The focus is on inclusion of all employees. See the text for a list of work-life benefits organizations are offering to employees.
Managing Diversity. List text for a bulleted list of family-friendly, and other, work-life benefits, including flexible work
arrangements.
VII. GLOBAL DIVERSITY
A Multinational Company. KT- multinational company- conducts a large part of its business outside the country of its
headquarters. As the global economy continues in importance so do cross-cultural relations.
SAEx 13-4 MNC Country of Ownership, assesses knowledge of MNC headquarters.
KT- Expatriates- people who live and work in a country other than their native country.
B. Cross-Cultural Relations.
1. Diversity in customs.
2. Diversity in attitudes toward time.
3. Diversity in work ethics.
4. Diversity in pay.
5. Diversity in laws and politics.
6. Diversity in ethics.
7. Diversity in participative management.
LO 6. List seven areas of global diversity.
WA 13- Have you experienced any cultural differences in human relations with minorities? If yes explain?
SA- Where I went to high school there were only a few blacks, and I didn’t know them personally. At college I play on the
basketball team and we have black players. I find that they talk and act different than I do. I have trouble telling when they are
serious or kidding me. Some of their street talk is strange to me. But, we get along OK.
VIII. HANDLING COMPLAINTS
KT- The complaint model: step 1. listen to the complaint and paraphrase it, 2. have the complainer recommend a solution, 3.
schedule time to get all the facts and/or make a decision, 4. develop and implement a plan and follow up.
WA 14- Identify a complaint you brought to a supervisor. If you never filed a complaint, interview someone who has. Describe
the complaint and identify the steps the supervisor did and/or did not follow in the complaint model.
SA- I was being scheduled unfair working hours, so I complained to my boss. Step 1. he did listen to my complaint, but he did
BMV-13, Video Module 13, Complaints, may be shown in place of, or in addition to this section.
Model 13-1 Handling Complaints Model, may be shown as an illustration of the steps.
SB 13.3- Handling Complaints, may be used to develop skill in handling complaints.
Customer complaints. You may want to discuss how to handle customer complaints too.
SAEx 13-5 Discusses how Personality Affects Diversity