Increased Diversity of Increased Diversity of WorkforceWorkforce

Chapter 3Chapter 3

Daphne Harley, MPADaphne Harley, MPA

Adjunct Faculty – PPA 530Adjunct Faculty – PPA 530

Diversity creates Diversity creates OpportunityOpportunity

Research needed:Research needed:– to help practitioners to help practitioners

understand, understand, anticipate and anticipate and address challenges address challenges

– Identify key Identify key components of components of diversitydiversity

– Provide current Provide current data on magnitude data on magnitude

Changing U.S. WorkforceChanging U.S. Workforce

Gender DiversityGender Diversity Dual – IncomeDual – Income Older WorkersOlder Workers Generational Generational

DifferencesDifferences Racial and Ethnic Racial and Ethnic

MinoritiesMinorities

Gay and LesbiansGay and Lesbians Disabled Workers Disabled Workers

Contingent Contingent

WorkersWorkers Alternative Work Alternative Work

Arrangements Arrangements Workplace Workplace

IlliteracyIlliteracy

Current Diversity ResearchCurrent Diversity Research

Data gap relative to women, minorities Data gap relative to women, minorities and disadvantagedand disadvantaged

Trend is for less rather than more data on Trend is for less rather than more data on these topicsthese topics

Need for study of relationship of diversity Need for study of relationship of diversity dimensions & variables such as dimensions & variables such as communication, conflict ,influence and communication, conflict ,influence and decision-making.decision-making.

Research FindingsResearch Findings

There are differences between There are differences between various identity groupsvarious identity groups

Survey of 322 White & African-Survey of 322 White & African-American managersAmerican managers

Ranked importance of several job Ranked importance of several job characteristics:characteristics:– Respect for others, job security, income Respect for others, job security, income

& working conditions = & working conditions = Extrinsic Extrinsic factorsfactors

Research FindingsResearch Findings

– Opportunity to take risks, work on Opportunity to take risks, work on important problems, supervise others, & important problems, supervise others, & develop personal contacts = develop personal contacts = Managerial Managerial factorsfactors

– Working independently, & determining Working independently, & determining one’s own work method = one’s own work method = IndependenceIndependence

– Importance of task variety, feelings of Importance of task variety, feelings of accomplishment, and recognition for job accomplishment, and recognition for job well done = well done = Intrinsic factorsIntrinsic factors

Research ConclusionsResearch Conclusions

African-Am African-Am female and male female and male managers place managers place greater greater emphasis on emphasis on ExtrinsicExtrinsic and and IndependenceIndependence factors than do factors than do White managers.White managers.

African-Am African-Am femalefemale and and White White femalefemale managers place managers place greater greater emphasis on emphasis on Intrinsic Intrinsic factors factors than do males.than do males.

What it MeansWhat it Means

No significant differences between the No significant differences between the two in regards to two in regards to Managerial factorsManagerial factors. .

Differences influence how workers feel Differences influence how workers feel about workplace culture. For ex.about workplace culture. For ex.

African-American employees African-American employees historically by far the most critical of historically by far the most critical of corporate treatment of minorities corporate treatment of minorities (usually centers on Issues of Extrinsic (usually centers on Issues of Extrinsic & Independence values)& Independence values)

Other StudiesOther Studies

Explored racial & ethnic diversity and Explored racial & ethnic diversity and resistance to diversity.resistance to diversity.

White non-Hispanic males in White non-Hispanic males in companies with aggressive diversity companies with aggressive diversity programs feel frustrated, resentful programs feel frustrated, resentful and afraid.and afraid.– They exhibit “first-born” behaviorThey exhibit “first-born” behavior

Other Studies – cont’dOther Studies – cont’d

Some think discrimination likely to Some think discrimination likely to increase as diversity increasesincrease as diversity increases

Literature review suggest the opposite – Literature review suggest the opposite – i.e. diverse group increase creativityi.e. diverse group increase creativity

Homogeneous groups have higher job Homogeneous groups have higher job satisfaction & lower turn-oversatisfaction & lower turn-over

Women in male dominated jobs treated Women in male dominated jobs treated with hostility by male co-workers.with hostility by male co-workers.

Other Studies- cont’dOther Studies- cont’d

When ratio of male to female is equal, When ratio of male to female is equal, men have lower job satisfaction & self-men have lower job satisfaction & self-esteem, and more job-related depression.esteem, and more job-related depression.

0

20

40

60 MenWomenSatisfactionSelf EsteemDepressionIntent to StayAbsences

When women ratio higher, men have When women ratio higher, men have lower levels of psychological lower levels of psychological attachment to job, increased attachment to job, increased absences, and lower intent to stay. absences, and lower intent to stay. Same for Whites.Same for Whites.

Token women are isolated, but token Token women are isolated, but token men are socially integrated into men are socially integrated into female group.female group.

Other Studies – cont’dOther Studies – cont’d

Gender Studies show men and women Gender Studies show men and women have different Learning styleshave different Learning styles

Men & women also have different Men & women also have different management styles:management styles:– Competitive vs CooperativeCompetitive vs Cooperative– Vertical vs Horizontal hierarchyVertical vs Horizontal hierarchy– Winning vs Quality OutputWinning vs Quality Output– Rational & Objective vs Intuitive & Rational & Objective vs Intuitive &

SubjectiveSubjective– Authoritarian vs Participative LeadershipAuthoritarian vs Participative Leadership

Other Studies – cont’dOther Studies – cont’d

Study documenting Anglos vs Study documenting Anglos vs Hispanic employees of local Hispanic employees of local government agency:government agency:– Hispanic employees satisfaction Hispanic employees satisfaction

with job policies, tasks, pay & with job policies, tasks, pay & co-workers increased with their co-workers increased with their level in the organization; level in the organization;

– moving from less to more moving from less to more satisfied as they moved up into satisfied as they moved up into management.management.

More Research More Research Hispanics fastest growing population, but Hispanics fastest growing population, but

limited studies document their experienceslimited studies document their experiences

More Research NeededMore Research Needed

More study More study needed: Other needed: Other ethnic groups ethnic groups

Gay & Lesbian Gay & Lesbian

DisabledDisabled