Diversity in the Workplace. Based on the most
reliable studies, America's workplace will undergo a dramatic metamorphosis
within the next decade. During the next ten years, our workforce will be
reshaped with respect to race, ethnicity, gender, national origin,
language, and age.
Consider, for example, projections in the Hudson Institute's study entitled
- Throughout the
1990's, immigrants, women, and minorities will account for 85% of the
net growth in the labor force;
- By the year 2000,
women will account for more than 47% of the total workforce, and 61%
of all American women will be employed;
- By the end of the
1990's, African-Americans will make up 12% of the labor force,
Hispanics 10%, Asians, Pacific Islanders and Native-Americans 4 %.
More than 25% of the workforce will be comprised of Third World
- By the year 2000,
people aged thirty-five to fifty-four will make up 51% of the
workforce while those aged sixteen to twenty-four will decline to 8%.
Managing diversity is fast becoming the corporate buzzword of the decade,
not because they are kinder and gentler toward culturally diverse groups,
but because they want to survive. And in order to survive, a growing number
of US organizations will have to recruit, train, and promote culturally
diverse employees. Of primary importance for effectively managing diversity
is the necessity for the manager to understand the cultural beliefs and
values of his/her organization. These beliefs and values coalesce to create
an environment that employees perceive as supportive or non-supportive of
diversity. This is sometimes referred to as the organizational climate, defined
as the propensity to perpetuate particular behaviors. They include:
· The basic foundation of an organization is its people, and the basic unit
of change is its people;
· A necessary change goal is the reduction of inappropriate competition
among parts of the organization and the development of cooperation;
· Decision-making is best delegated to the sources of information rather
than being made a function of a set role in a rigid hierarchy;
· Sub units tend to manage their affairs in terms of predetermined goals
· The major goal of a healthy organization is to develop open
communication, mutual trust, and confidence in management.
GOAL I. To appreciate the
importance and need for diversity in the 21st century workplace.
GOAL II. To examine processes of recruitment, hiring, promotion, and
problem-solving in a diverse workplace.
GOAL III. To evaluate workplaces with respect to new ideas and new concepts
1. Participate in the Discussion Forum as indicated in each Learning Unit.
2. Complete all assignments as indicated in each Learning Unit.
3. Complete the following options for your final project or paper.
A (complete all three parts):
1) A brief written description
that summarizes the knowledge presented in this course (Maximum 8 - 10
2) A brief statement of your position that demonstrates a critical analysis
of important concepts and theories of this course (Maximum 8 - 10 pages).
3) A critical review that demonstrates a synthesis of ideas related to the
course content (Maximum 8 - 10 pages).
A major position paper
identifying and analyzing the main concepts, ideas, and/or strategies as
specified in the course objectives of this course. This paper must
demonstrate your analysis of the literature for and against your position,
your ability to analyze the appropriateness of the selected literature, and
your ability to relate your position to your profession.
An individualized project
designed in consultation with, and approved by, the course instructor. This
project must demonstrate an understanding of the objectives of this course.
It must also demonstrate your ability to analyze the literature on the
subject you have selected, your ability to analyze its appropriateness to
the individualized project, and your ability to make judgments about the
project's relevance to your profession.
4. At the end of this course, carry out the
summary activities and fill out the online course evaluation form.
Submission of the form is automatic.
Required Texts and Readings
Course Text (required)
Fernandez, John, P. with Davis, Jules. (1999). Race, gender, and
rhetoric. The true state of race and gender relations in corporate america.
New York. McGraw-Hill. ISBN: 0070220085
Journal Articles (recommended)
Abbasi, S.M., and Hollman, K.W., (1991). Managing Cultural Diversity: The
Challenge of the 90's. Records Management Quarterly, 25, 24-32
Anderson, J.A., (1993). Thinking About Diversity. Training and
Chavez, Linda, (1994). Demystifying Multiculturalism. National Review,
Feagin, Joe R., (1996). The Rainbow Majority. Scientific American, February.
Gordon, J. (1992). Rethinking Diversity. Training, 29, 23-30.
Livingston, A., (1991). Twelve Companies That Do The Right Thing. Working
Woman, 16, 57-60.
Petrini, C.M., (1993). The Language of Diversity. Training and
Development, 47, 35-37.
Reynolds, A.L. and Pope, R.L., (1991). The Complexities of Diversity: Exploring
Multiple Oppression. Journal of Counseling
and Development, 70, 174-178.
Riche, M. (1991). We're All Minorities Now. American Demographics, 13,
Internet Sources (recommended)