Reported by:

Rosellnica L. Balasoto
Aubrey Rose Sarsoza
II 9 BS Psychology
LO.1 Define diversity
and the four layers of
diversity
The host of individual differences that make
all of us unique and different among others
LO.1 Define diversity
and the four layers of diversity
LO.1 Define diversity
and the four layers of diversity
LO.2 Affirmative Action and
Managing Diversity
A. Affirmative Action
Focuses on
achieving equality of
opportunity in an
organization;
encourages
organizations to
proactively prevent
discrimination
LO.2 Affirmative Action and
Managing Diversity

B. Managing Diversity
Creating
organizational
changes that enable
all people to perform
up to their maximum
potential
LO.3 Women Navigate Labyrinth
after Breaking the Glass

Glass ceiling
Invisible barrier
blocking women and
minorities from top
management
positions
LO.3 Women Navigate
Labyrinth after Breaking the
Glass
Men have:
LO.3 Women Navigate Labyrinth
after Breaking the Glass
But now, women have:
LO.3 Women Navigate
Labyrinth after Breaking the
Glass

Alice Eagley and
Linda Carli believe
that women were
barred from
achieving high-level
manegerial positions
in the past, but that
women now have
busted through
these barriers
LO. 4 Racial Groups are Encountering a
Glass Ceiling and Perceived
Discrimination

With respect to racial groups, Asians
and Hispanics are expected to have the
largest growth in the population between
2000 and 2050, and minority groups will
constitute the 49.9% of the population in
2050.
LO. 4 Racial Groups are Encountering a
Glass Ceiling and Perceived
Discrimination
LO. 5: MANAGERIAL IMPLICATIONS
OF DEMOGRAPHIC DIVERSITY
It is important for organizations to draw
the best talents and motivations from
employees given the globally based and
technologically connected nature of
business
LO. 5: MANAGERIAL IMPLICATIONS
OF DEMOGRAPHIC DIVERSITY
LO. 5: MANAGERIAL IMPLICATIONS
OF DEMOGRAPHIC DIVERSITY
5.1 Managing Gender-Based Diversity
5.2 Managing Racially Based Diversity
5.3 Managing Education-Based Diversity
5.4 Managing Age-Related Based Diversity
5.1 Managing Gender-Based Diversity

5.2 Managing Racially Based Diversity

5.3 Managing Education-Based
Diversity

5.4 Managing Age-Related Based
Diversity
LO.6 THE POSSIBLE AND
NEGATIVE EFFECTS OF DIVERSE
WORK ENVIRONMENTS
1. Social Categorization Theory
2. Information/Decision-Making
Theory
3. Reconciling the Effects of
Diverse Work Environments
LO.7 BARRIERS AND CHALLENGES TO
MANAGING DIVERSITY
1. Inaccurate stereotypes and prejudice
2. Ethnocentrism
3. Poor career planning
4. A negative diversity climate
5. An unsupportive and hostile working environments for diverse
employees
6. Lack of political savvy on the part of diverse employees
7. Difficulty in balancing career and family issues
8. Fears of reverse discrimination
9. Diversity is not seen as an organizational priority
10. The need to revamp the organizations performance appraisal and
reward system
11. Resistance to change.
LO.8 ORGANIZATIONAL PRACTICES
USED TO EFFECTIVELY MANAGE
DIVERSITY
Eight Basic Responses for
handling any diversity issue.
R. Roosevelt's Thomas Jrs
Generic Action Options
1. Include/Exclude
2. Deny
3. Assimilate
4. Suppress
5. Isolate
6. Tolerate
7. Build relationship
8. Foster mutual adaptation

Case Study: Should Joseph
Carias be Fired by Walmart?

Case Study: Should Joseph
Carias be Fired by Walmart?
Case Study: Should Joseph
Carias be Fired by Walmart?
Case Study: Should Joseph
Carias be Fired by Walmart?
Case Study: Should Joseph
Carias be Fired by Walmart?
1. Give Casias his job back.
2. Zero tolerance should be applied and
he should be fired regardless of the
state law says.
3. He should be fired because the
company must protect all employees
who use drugs.
4. Invent other options. Discuss.