Deck 8: Managing the Diverse Workforce

Question 1

What opportunities do you see as a result of changes in our nation's work force ?

Answer 1

This is a very open-ended question, and may lead to another question, namely: Opportunities for what One way of approaching it is to consider the business opportunities resulting- from the changes in the nation's workforce and look at the change by segment.
Gender issues. The text points out that, by the year 2000, 65 percent of all labor force entrants will be women, 61 percent of all U.S. women are expected to be employed, and those women with children under six make up the fastest-growing segment of the workforce. These women, in addition to their jobs, still perform the bulk of family responsibilities, and thus represent a tremendous market for businesses that can make their lives easier. Providing day care is a major opportunity as are home delivery services, buying services, etc.
Minorities and immigrants. Nonwhites will compose 27 percent of the total work population by the year 2005. Many of these will be immigrants whose language skills are limited, and thus there will be a growing opportunity for language training. Many African-Americans, although born and raised in the United States, are not sufficiently proficient in the English language to move immediately into managerial roles. They will, therefore, also represent a substantial market opportunity for training.
Mentally and physically disabled. This is another group that will enter the workforce in growing numbers, and they will represent business opportunities ranging from the modification of buildings to provide access to the redesign of jobs to enable them to work. In many cases, the development of computer-based systems will enable them to join the workforce from their home or wheelchair.

Question 2

Is prejudice declining in our society? In your organization? Why or why not ?

Answer 2

This question should generate a wide variety of responses.  Some students (especially white males) will argue that prejudice in society is declining dramatically. They will point to the growing integration of U.S. society following the elimination of discriminatory laws, policies, and regulations. They will probably point to the acceptance of African-Americans in sports, women in business and politics, etc., and may note the growing acceptance of multiracial couples. Some may even suggest that society has gone too far in its efforts to eliminate prejudice.
Female students may see the situation as far less positive while African-Americans and other ethnic minorities may be even less convinced that the situation has improved. Women may observe that many men are still highly prejudiced when it comes to evaluating their skills and abilities. They will point to the "glass ceiling" that has prevented many women from rising to their deserved level in the organization.
African-Americans and other minorities (especially those who currently live or grew up in minority areas of major cities) may still feel that the bulk of society is still highly prejudiced against them... and that the media (by focusing on the violence and drug addiction prevalent in many of these communities) has, in fact, reinforced stereotypes and misconceptions and has increased the level of prejudice. They may also observe that, on campus, minorities tend to stick together as a means of protecting themselves against this prejudice.

Question 3

What distinctions can you make between affirmative action and managing diversity ?

Answer 3

The primary goal of affirmative action was to correct past injustices. Women and minorities had not benefited from the growth and expansion of U.S. corporations. They had been systematically ignored for entry-level positions, and had been discriminated against in terms of promotion opportunities. Affirmative action legislation was designed to ensure that all applicants received equal opportunity when it came to employment, and that all employees were treated equally during employment, without regard to race, creed, color, or national origin.

Question 4

How can managers overcome obstacles to diversion such as mistrust and tension, stereotyping, and communication problems?

Question 5

How can organizations meet the special needs of different groups (e.g, work and family issues) without appearing to show favoritism to those particular sets of employees?

Question 6

How can diversity give a company a competitive edge? Can diversity really make a difference in the bottom line? How?