Chapter 11: Managing the Diverse Workforce

Question 1

Diversity

Answer 1

refers to many differences such as: gender, age, race and ethnic origin, immigration, physically and mentally disabled, religious affiliation, veteran status, sexual orientation, expectations and values, lifestyle, educational level, economic class, workstyle, function and/or position within the company

Question 2

Glass ceiling

Answer 2

invisible barrier that makes it difficult for women and minorities to move beyond a certain level in the corporate heirarchy.

Question 3

Sexual harassment

Answer 3

unwelcome sexual conduct that is a term or condition of employment.

Question 4

quid pro quo harassment

Answer 4

occurs when submission to or rejection of sexual conduct is used as a basis for employment decisions.

Question 5

hostile environment

Answer 5

occurs when unwelcome sexual conduct “has the purpose or effect of unreasonably interfering with job performance or creating an intimidating, hostile, or offensive working environment.”

Question 6

Americans with Disabilities Act (ADA)

Answer 6

defines a disability as a physical or mental impairment that substantially limits one or more major life activities.

Question 7

The Age of the Workforce

Answer 7

4 out of 10 workers are age 45 or older.
median age of America’s workforce is rising as the number of older workers swells, whereas the number of young workers grows only slightly.
Bureau of Labor Statistics projects that entry-level workers will be in short supply.
70% of workers between ages 45-74 told the AARP that they intend to work into retirement.
To prevent an exodus of talent, employers need strategies to help retain and attract skilled and knowledgeable older workers.
At the same time, companies need to compete hard for the smaller pool of young talent, being prepared for applicants who know the job market and are ready to demand the working conditions they value and the praise they were raised to expect.

Question 8

Training Employees

Answer 8

Diversity training programs attempt to identify and reduce hidden biases and develop the skills needed to manage a diversified workforce effectively.
majority of US organizations sponsor some sort of diversity training. Has two components: awareness building and skill building.