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CHAPTER 16
MANAGING A DIVERSE WORKFORCE
INTRODUCTION
The workforce in the United States is more diverse than it has ever been, reflecting the
entry of women into the workforce, immigration from other countries, the aging of the
population, and shifting patterns of work and retirement. Equal opportunity laws and
changing societal expectations have challenged corporations to manage workforce
diversity effectively. Full workplace parity for women and persons of color has not yet
been reached. However, businesses have made great strides in reforming policies and
practices in order to draw on the skills and contributions of their increasingly varied
employees.
PREVIEW CASE
Marriott International
CHAPTER OUTLINE
I. THE CHANGING FACE OF THE WORKFORCE
II. GENDER AND RACE IN THE WORKPLACE
Teaching Tip: Preview Cases
The opening example, Marriott International, highlights the benefits
and challenges of a highly diverse, global workforce.
Teaching Tip: Gender in the Workplace
Students may be asked to prepare a family tree, reaching back three or
four generations, indicating the major life activity or occupation of
each woman. Do the trends apparent over time reflect those of the
society as a whole? If the student is an immigrant or has immigrant
ancestors, what different trends were apparent, if any, in the student’s
family’s country of origin?
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A. Women and Minorities at Work
B. The Gender and Racial Pay Gap
D. Breaking the Glass Ceiling
E. Women and Minority Business Ownership
III. GOVERNMENT’S ROLE IN SECURING EQUAL EMPLOYMENT
OPPORTUNITY
A. Equal Employment Opportunity
B. Affirmative Action
C. Sexual and Racial Harassment
AND PRACTICES
Teaching Tip: Women and Persons of Color in the Workplace
Students may be asked to examine a business with which they are
familiar, or their own university, preparing a table showing the
proportion of women or persons of color in different positions and at
different levels. How is this organization the same as or different from
the distribution of women and persons of color in the economy as a
whole? Does this organization show any evidence of occupational
segregation?
Teaching Tip: Affirmative Action
The debate for and against affirmative action lends itself readily to
classroom discussion and debate, because compelling arguments can be
made on both sides. Instructors may wish to ask students if they can
generate an approach that would meet the objectives of the supporters
of affirmative action while also addressing the concerns of its critics.
Teaching Tip: Sexual and Racial Harassment
Students may be asked to select a current case of an allegation of
sexual harassment facing a top executive. Students may be asked to
discuss: Under what circumstances is dismissal warranted for sexual
harassment?
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A. Balancing Work and Life
B. Child Care and Elder Care
C. Work Flexibility
GETTING STARTED
KEY LEARNING OBJECTIVES
LO 16-1: Knowing in what ways the workforce of the United States is diverse, and
evaluating how it might change in the future.
LO 16-2: Understanding where women and persons of color work, how much they
are paid, and what roles they play as managers and business owners.
LO 16-3: Identifying the role government plays in securing equal employment
opportunity for historically disadvantaged groups, and debating whether or not
affirmative action is an effective strategy for promoting equal opportunity.
Teaching Tip: Diversity Policies
Many students assume that “family-friendly” corporate policies and
programs, such as those discussed in the chapter, are intended for and
used primarily by women. It is useful in the classroom, therefore, to
challenge them to consider the implications of these policies for men.
What are the workplace needs of fathers or of men with other familial
responsibilities? To what extent do men use these policies? Why don’t
men use them more widely?
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prior written consent of McGraw-Hill Education.
in reverse discrimination.
LO 16-4: Assessing the ways in which diversity confers a competitive advantage.
LO 16-5: Formulating how companies can best manage workforce diversity,
making the workplace welcoming, fair, and accommodating to all employees.
LO 16-6: Understanding what corporate policies and practices are most effective
in helping today’s employees manage the complex, multiple demands of work
and family obligations.
Many businesses have helped employees balance the complex demands of work and
KEY TERMS
affirmative action
child care
diversity
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prior written consent of McGraw-Hill Education.
INTERNET RESOURCES
DISCUSSION CASE
UNAUTHORIZED IMMIGRANT WORKERS AT CHIPOTLE MEXICAN
GRILL RESTAURANTS
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prior written consent of McGraw-Hill Education.
Discussion Questions
1. Do you consider being an unauthorized immigrant a form of workplace
diversity? How is it similar to and different from other kinds of workplace
diversity discussed in this chapter?
communication style, family status, and first language. Workforce diversity is
defined as diversity among employees. Having unauthorized immigrants in the
characteristic, as it is present from birth. But persons born outside the United States
have a number of ways to obtain authorization to work legally in that country, for
acquired characteristics.
2. What are the benefits and risks to employers, such as Chipotle and others
mentioned in this case, of hiring unauthorized immigrants—whether or not they
do so knowingly?
hourly wage of $7.60 (compared with about $10 for other workers in the food
industry) and were more than twice as likely to experience some kind of wage theft,
However, hiring unauthorized immigrants also carries risks. Doing so is illegal and
can subject a company to fines and other penalties—and even criminal prosecution.
company might find itself suddenly short-handed.
3. Other than employers, which stakeholders are helped and which are hurt when
a business hires unauthorized immigrants?
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willing to work for less.
4. Do you agree with the public policies and enforcement strategies described in
this case? If not, what changes in both would you recommend?
produce authentic work papers. The Obama administration took a different approach,
focusing its enforcement efforts on employers, conducting audits to make sure
other possible public policies.
5. Do you agree with Chipotle’s response to the government’s enforcement effort?
What else should Chipotle’s managers do now, and why?
Chipotle responded to the government’s enforcement effort by firing workers who
could not confirm their eligibility to work. In addition to dismissing illegal workers,
the company also took steps to improve its document review procedures and started
Teaching Tip: Government Response to Chipotle
Students may be asked to research if the investigations of Chipotle
Mexican Grill by the Securities and Exchange Commission and the
U.S. Attorney for the District of Columbia have been resolved and, if
so, how. Was the company required to pay fines for noncompliance
with immigration rules, or suffer any other penalties?