Chapter Nineteen:Managing Workforce Diversity

and Wellness

Presented by,

Revathi Rajan

Akshay V Kumar

Objectives

To examine human resources management

interventions that address increasing workforce

diversity and employee wellness.

To understand how OD efforts can enhance

traditional human resource approaches to these

issues.

Work Diversity Dimensions &

Interventions

Age Diversity

Trends

Median age up

Distribution of ages changing

Implications

Health care

Mobility

Security

Interventions

Wellness programs

Job design

Career development and planning

Reward systems

Gender Diversity

Trends

Percentage of women in work force increasing

Dual-income families increasing

Implications

Child care

Maternity/paternity leaves

Single parents

Interventions

Job design

Fringe benefit rewards

Disability Diversity

Trends

The number of people with disabilities entering the work force is increasing

Implications

Job skills and challenge issues

Physical space design

Respect and dignity

Interventions

Performance management

Job design

Career planning and development

Culture and Values Diversity

Trends

Rising proportion of immigrant and minority-group workers

Shift in rewards

Implications

Flexible organizational policies

Autonomy

Affirmation and respect

Interventions

Career planning and development

Employee involvement

Reward systems

Race/Ethnicity Diversity

Trends

Minorities represent large segments of workforce and a small

segment of top management/senior executives

Qualifications and experience of minority employees is often

overlooked

Implications

Discrimination

Interventions

Equal employment opportunities

Mentoring programs

Education and training

Sexual Orientation Diversity

Trends

Number of single-sex households up

More liberal attitudes toward sexual orientation

Implications

Discrimination

Interventions

Equal employment opportunities

Fringe benefits

Education and training

A Model of Stress and WorkOccupational Stressors

• Physical Environment

• Individual: role conflict and ambiguity, lack of control

• Group: poor peer, subordinate or boss, relationships

• Organizational: poor design, HR policies, politics

Stress• How the

individualperceives theoccupationalstressors

Consequences• Subjective:

anxiety, apathy

• Behavioral: drug and alcohol abuse

• Cognitive: poor focus, burnout

• Physiological: high blood pressure and pulse

• Organizational: low productivity, absenteeism, legal action

Individual Differences

Cognitive/Affective:Type A or B, hardiness, social support, negative affectivity

Biologic/Demographic:Age, gender, occupation, race

Stress and Wellness Workplace Interventions

Role Clarification

A systematic process for determining expectations and understanding work roles

Supportive relationships

Establish trust and positive relationships

Work Leaves

Health Facilities

Employee Assistance Programs