Exam 12: Managing Individuals and a Diverse Work Force

List and briefly describe the four types of discrimination commonly associated with surface-level diversity. Which of those typically produce the so-called glass ceiling?

To make sure that people with disabilities have the same opportunities as everyone else, organizations can .

Companies in several industries are now waking up to the needs of gays and lesbians. They are not only valuable consumers but also great employees who actually help their employers better understand the market. Companies that have hired gays and lesbians more than likely have .

Reasonable accommodations for disabled worked include assistive technology.

How is surface-level diversity different from deep-level diversity?

Differentiate between surface-level diversity and deep-level diversity. Describe the extent to which different programs, both voluntary programs and those required by the government, might address diversity management in each of these areas.

A key difference between affirmative action and diversity is that .

Wal-Mart It all started when seven female employees in San Francisco sued for employment discrimination. Then a federal judge granted class-action status to the suit, allowing 1.5 million women who have worked or now work for Wal- Mart to join the lawsuit and ordered the company to turn over 250 computer tapes containing payroll, performance, and promotion data for the last six years. When those data were analyzed by a statistics professor, here is what he found: job women men women men Store Manager \ 89,300 \ 105,700 14.30\% 85.70\% Co-Manager \ 56,300 \ 59,500 22.80\% 77.20\% Asst. Manager \ 37,300 \ 39,800 35.70\% 64.30\% Mgt. Trainee \ 22,400 \ 23,200 41.30\% 58.70\% Cashier \ 13,800 \ 14,500 92.50\% 7.50\% Women were consistently paid less than men in the same jobs, especially store managers. And, while 65 percent of Wal­Mart's million­plus employees were female, a much smaller percentage of women held key management jobs, again especially store manager positions (just 14.3 percent). Even after controlling for seniority, part-time status, store location, and job title, women were still paid 34 cents less per hour than male workers. Consistent with these data, it took the average woman 4.4 years to be promoted to assistant manager and 10 years to become a store manager, compared to just 2.9 years and 8.6 years, respectively, for the average man. Of course, Wal-Mart appealed the judge's decision to expand the case from the seven original plaintiffs to the class­action suit with 1.5 million women. That appeal and then an eventual trial or settlement may take years. The question now is what does Wal-Mart do in the interim? Certainly, pressure is building for Wal-Mart to address these issues. Even Wal-Mart stockholders are not happy. A spokesperson for Libra Investments, which owns 30,000 shares of Wal­Mart stock, said, "We are increasingly concerned about the number of lawsuits filed against Wal-Mart and the number of negative articles in the press. We believe there is a long-term financial risk to shareholders, from community resistance to stores to [price-to- earnings] contraction." One of the things Wal-Mart decided in response is that it will promote women and minorities proportionate to how many apply for managerial jobs. Lee Scott, Wal­Mart's CEO, said, "If 50 percent of the people applying for the job of store manager are women, we will work to make sure that 50 percent of the people receiving those jobs are women." Not everyone, however, believes this is an equitable or legal solution. Roger Clegg, a lawyer for the Center for Equal Opportunity in Virginia, said, "Based on what [CEO Lee] Scott said, that's fine if 50 percent of the people who are most qualified happen to be female, but if all the most qualified applicants are women, they should be hiring all women, not just 50 percent. And conversely, if less than 50 percent women are the most qualified, they shouldn't be hiring 50 percent women. Wal-Mart, in its panic to reassure people that it wouldn't discriminate against women and minorities, is saying it will be discriminating against men and non-minorities, and that's illegal." Wal­Mart, however, maintains that its approach is fair, legal, and does not constitute a quota for the promotion of women and minorities. The other significant change that Wal-Mart is making to its organizational structure and leadership is the addition of a corporate compliance department, which will be responsible for overseeing workers' pay as well as work hours and breaks (Wal-Mart has also been sued for allegedly not paying workers the overtime pay they deserved and for not giving workers the work breaks to which they're entitled on a daily basis), and for making sure that Wal­Mart's practices are in compliance with federal, state, and local employment laws wherever it does business throughout the world. CEO Lee Scott described the 140­person compliance office as "the eyes and ears of the board and management team." -Refer to Wal-Mart. Wal-Mart has 65 percent female employees, and women comprise just 41.3 percent of its management trainees, 35.7 percent of its assistant managers, 22.8 percent of its co-managers, and 14.3 percent of its store managers. This indicates the giant retailer may have a(n) .

Which of the following is a paradigm for managing diversity?

The learning and effectiveness paradigm for managing diversity focuses on the acceptance and celebration of differences; so that the diversity within the company matches the diversity found among primary stakeholders such as customers, suppliers, and local communities.

Which of the following is a paradigm for managing diversity?

The Big Five dimensions of personality are autonomy, Machiavellianism, empathy, locus of control, and affectivity.

To help companies reduce age discrimination, their managers can .

As compared to men's career choices, women's career choices are more likely to choose jobs or careers that also give them the greater sense of accomplishment, more control over their work schedules, and easier movement in and out of the workplace.

The fastest-growing population group in the United States is .

With surface-level diversity, differences are immediately observable, easy to measure, and .

According to the text, typically amount to more than 90 percent of employees' salaries.

_{70. The term refers to the degree to which someone is cooperative, polite, flexible, forgiving, good natured,} Tolerant, and trusting.

Differentiate between diversity and affirmative action. Explain why affirmative action tends to be more controversial than diversity. Explain which of these two approaches you personally feel is fairer and why you feel that way.

Bentley College launched a comprehensive diversity initiative, which includes frequent diversity retreats for faculty, staff, and student leaders. What basic type of diversity training is Bentley using?