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Chapter 1: Introduction
Chapter 1
Introduction
Table of Contents
Page No. in the IM
Chapter Outline
1
Chapter Objectives
1
Lecture Notes and Teaching Suggestions
2
Key Facts (and Associated Questions)
3
Selected Case
5
Questions to Consider (End of Chapter)
5
Actions and Exercises
8
Additional Information
9
Suggested Test Questions
9
Chapter Outline
1. Introduction and Overview
3. Terminology
5. Diversity and Racial Hierarchies
7. Individual Benefits of Diversity
9. Organization of the Book
11. Summary
13. Questions to Consider
14. Actions and Exercises
Chapter Objectives
After completing this chapter, readers should have a firm understanding of the importance of
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Chapter 1: Introduction
diversity in organizations. Specifically, they should be able to:
• explain what “diversity” encompasses in the United States and some of the
considerations used in determining the relevant diversity concerns in other areas.
• discuss changing population demographics and associated effects on workforce and
Lecture Notes and Teaching Suggestions
This chapter introduces “diversity in organizations” to the reader, laying the groundwork for
the concepts and terminology that will be investigated throughout the book. The meaning of
diversity and its importance to individuals and organizations are emphasized. The instructor
should emphasize to students that a firm understanding of the concepts introduced in this
chapter (for example, Cox and Blake’s rationale for valuing diversity) will help them
synthesize and understand material provided in the following chapters.
The instructor should discuss Johnston & Packer’s book, Workforce 2000, which spurred
much of the interest in diversity issues. Many younger students were not born in 1987 when
the work was published, but older students will likely be familiar with Workforce 2000. The
instructor should point out the misunderstandings about Johnston and Packer’s original
projections, but emphasize that the workforce is indeed changing and becoming considerably
more diverse than ever before. Among the workforce, Whites and men were the most
The purpose of the book is to provide readers with a comprehensive source of information
about diversity issues relevant to work, workers, and organizations. Emphasize that an
understanding of diversity issues is crucial for individuals and organizations to succeed in
today’s increasingly diverse society. Diversity does not only include women and minorities,
but it also includes everyone. Everyone needs to know about the history, the current status of
certain groups, and the implications of increasing diversity for individuals and organizations.
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Chapter 1: Introduction
Emphasize that everyone has multiple group memberships, and although some combinations
are more negative for people’s outcomes, experiences, and opportunities, diversity remains
relevant to everyone.
Key Facts (and Associated Questions)
Questions following some “Key Facts” are helpful in stimulating a class discussion.
(Selected key facts include discussion points in this Instructors’ Manual. Instructors may
choose different questions to emphasize a particular key fact depending on the
needs/interests of students and instructors.) Instructors may wish to have students formulate
questions of their own which are relevant to the key facts and use them for class discussion.
• Changing population demographics and changing attitudes toward diversity have
considerably increased diversity in many organizations, yet discrimination, inequality,
and exclusion persist. Many organizations are more diverse than in the past, yet sexual
harassment and segregation, glass ceilings and walls, and social hierarchies remain.
Question: What role does education of employees and managers play in the reduction
of discrimination, exclusion, and sexual harassment?
• Organizational context is important in determining diversity’s effect on performance.
Question: What other specific areas are affected by effective diversity management?
Instructors should emphasize that apart from performance, diversity shows both
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Chapter 1: Introduction
positive and negative effects. The kind of effect that diversity has on the organization
• Properly managed, diversity and inclusion can benefit organizations in the areas of
cost, resource acquisition, marketing, creativity, problem solving, and system
flexibility.
Question: In its process of managing diversity effectively, what happens when an
organization fails to address a particular group?
Problems with recruiting, customer boycotts, low worker morale, and high turnover are
• If an organization develops a reputation for valuing all types of employees and
customers, it will become known as an organization in which workers and customers
from all backgrounds feel they will be treated fairly.
Question: What are the negative consequences of having increased diversity in an
organization? What can organizations do to deal with such negative consequences?
The negative consequences can include dysfunctional communication processes
between different group members, discrimination, and harassment. Also, some may
• Working in and learning in environments with people who are different can benefit
individuals through intellectual engagement, perspective taking, and greater
understanding of the implications and benefits of diversity.
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Chapter 1: Introduction
Question: How could these individual benefits be helpful in the workplace?
Selected Case
Featured Case 1.1: Case Study of Fictitious Clueless Company, Inc.
This case study is useful in demonstrating what might happen to an organization that
develops a reputation for valuing only certain workers from specific backgrounds. The use
of the terms “Employees A” and “Employees B” might help the instructor while explaining
the concept of diversity to the students. Developing a reputation for valuing only a certain
group of employees over another, as how the Fictitious Company did, would be detrimental
to such an oragnization in many ways.
also possible.
Questions to Consider (End of Chapter)
1. What is diversity?
Diversity is defined as real or perceived differences among people in such areas as
race, ethnicity, sex, religion, age, physical and mental ability, sexual orientation, work
and family status, weight and appearance, and other identity-based attributes that affect
2. How can relevant diversity issues be identified in different contexts?
The United States places a lot of emphasis on race, ethnicity, sex, age, physical and
mental ability, sexual orientation, religion, work and family status, and weight and
appearance. Other countries may focus on these factors or different ones.
3. List and discuss the six reasons that Cox and Blake proposed as stimuli for attention to
diversity in organizations.
Cox and Blake proposed that effective management of diversity could benefit
organizations in the areas of cost, resource acquisition, marketing, creativity, problem
solving, and system flexibility. These areas cover the following: lower costs associated
4. What are some negative outcomes of increasing diversity, and given the inevitability
of increasing diversity, what can organizations do to reduce these negative outcomes?
Students’ answers will vary. Some of the negative outcomes of increasing diversity
that students may mention are lower attachment for Whites and men (Tsui et al. study),
lower attachment for women and minorities if their contributions are devalued,
communication dysfunction, perceptions that women and minorities are not qualified,
5. What does research say about the importance of diversity to individuals?
Research in longitudinal studies of college students (Gurin and colleagues) indicates
that interaction with diverse peers helps students in being more open to the
perspectives of others and view diversity as not necessarily divisive. Other researchers
have found that students who had taken diversity course as an elective showed positive
changes in their attitudes toward people of the minority groups. These educational
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Chapter 1: Introduction
Actions and Exercises
1. Begin observing diversity in your work, school, neighborhood, religious, and/or
entertainment environments. What is the racial, ethnic, gender, and age distribution of
the people in each of these environments? What do you observe that you may not have
noticed were you not investigating diversity in organizations? Explain.
Students’ answers will vary considerably. Students often notice sex segregation of jobs
when it is called to their attention. They may notice a majority of male faculty in
2. Identify the relevant diversity categories in two different countries. What are the key
factors (e.g., population, participation, poverty, group differences) involved in those
categories?
Completing this exercise will help students see how other countries handle issues
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Chapter 1: Introduction
Additional Information
Instructors may find it helpful to use company information to reinforce the idea that
organizations now see the importance of attending to diversity in organizations. Company
websites (e.g., Nordstrom, Target, Penney’s) often have diversity statements that are easily
available to students who have access to computers and technology. It is interesting to find a
company with diversity propaganda on their website that has been sued or charged by
employees, applicants, or customers with discriminatory behavior.
Suggested Test Questions
1. What is diversity?
2. List and discuss the six areas that Cox and Blake proposed as reasons for valuing
diversity. What other reasons for valuing diversity can be added to this list?
3. What are some negative outcomes of increasing diversity, and given the inevitability
of increasing diversity, what can organizations do to reduce these negative outcomes?
4. Why is diversity important to everyone?