Chapter 3

CHAPTER 3
Diversity
and
Multiculturalism
3.2 Diversity Plans
Implementing a policy is an excellent first step,

but what is important is how company acts on
those formalized processes and written policies.
Many organizations have developed diversity management plans that
are tied on the written diversity policy of the organization. In fact, in
many larger organizations, such as Hilton, manager- or director- level
positions have been created to specifically manage diversity plans and
programs.
Josh Greenberg, a researcher in the area of workplace diversity,
contends that organizations with specific disversity plans tend to be
able to facilitate changes more quickly than companies without
diversity plans (Greenberg 2004). He says there are three main steps
to creating diversity plans;
1. Assessment of diversity
Employee satisfaction surveys, discussions, and open forums that can
provide insight into the challenges and obtacles to diversity.
2.Development of the diversity plan

based on step 1; a series of attainable and measurable goals should be
developed regarding workplace diversity.
3. Implementation of the plan

The comitment of executives and management is necessary.
Recruitment
As you saw in the opening of Chapter 3, sometimes organizations do not mean to be

exclusive or discriminatory, but their practices are discriminatory and illegal.
Adverse impact refers to employment practices that may appear to be neutral but
have a discriminatory effect on a protected group.
Testing
If employment tests are required, a test must be in direct relation

to the job. For example, an organization that uses a personality
test in hiring must be able to show that the personality test results
are nondiscriminatory and do not exclude a population.
Pay and Promotion
1. Hours worked. Studies have said that women tend to work fewer hours because
of child-care and housework expectations.
2. Occupational choice. A study performed by Anne York at Meredith

College(York,2008) found that women tend to choose careers that pay less
because they are worried about balancing family and career.
3. Stereotypes. The concept of male bias is a possibility. In many studies, people

were more likely to choose male doctors over female doctors, even when
experience and education were the same.
4. Maternity and family leave. Women leaving the workforce for a short or
extended period of time may affect the perception of promotability in the workplace.
5. Salary negotiation. A study performed by Bowles and Babcock showed that men
were eight times more likely to negotiate salary than women.
A factor in promotions can also be the mentor-mentee relationship. Most individuals

in organizations will have an informal mentor who helps them “through the ranks”.
Traditionally, this informal mentor relationship results in soemone “pairing up” with
another who has similar physical characteristics, is the same gender, or has a similar
mind-set.
Steps you can take to create a more multiculturalism wokplace.
• First step would be to create a diversity plan.

• Second step would be to look at the operation of the HR department and to figure
out what departmental measures can be taken to promote diversity.
Awareness is the first step to creating a truly multicultural environment.Once

employees recognize their own power and privelege, the training could be
developed to include laws related to diversity, and discussions on bias can take
place.
Aspects to creating a training focused on multiculturalism
1. Build a cultural knowledge about customs, religions, and histories.

2. Discuss treatment of people based on them as individuals, rather than as part
of a “group”, which can result in stereotyping.
3. Teach employees to listen actively, which can help raise cultural awareness.
4. Train employees to rethink current policies and how those policies might be
exclusive to a certain group.
5. Work on resistance to change. Many employees think, “This is the way we
have always done it,and now we have to change it because we have a group
of ____working here now”.
6. Does your leadership team have a multiculturalism perspective? Are many
ethnic backgrounds and other multicultural traits represented?
Equal Employment Opportunity Commission (EEOC)
• The Equal Employment Opportunity Commission (EEOC) is a federal agency

charged with the task of enforcing federal employment discrimination laws. The
laws enclude those that protect people from discrimination in all ares of
employment, such as discrimination based on race, color, religion, sex, national
origin, age, and disability.
• People who have filed a discrimination charge are also protected against
discrimination under the EEOC. Employees with atleast fifteen employees
(twenty for age discrimination are covered under the EEOC.
• This agency covers not only discrimination in hiring but also discrimination in all
types of work situations such as firing, promotions, harassment, training, wages,
and benefits.
• The EEOC has the authority to invistigate charges o discrimination against
employers. The agency invistigate the claims, makes a finding, and then tries to
settle the charge. If they are unsuccessful in settling the charge, the EEOC has the
right to file a lawsuit on behalf of the complainants.
Requirements by EEOC
• Post federal and state EEOC notices
• File yearly report called EEO-1
• Keep copies of documents on file
Process for Investigation
• The EEOC complaint is filed
• The EEOC notifies the organization of the charges
• The EEOC acts as a mediator between the employee and the employer to find a
solution.
• If step 3 is unsuccessful, the EEOC will initiate an invistigation.
• The EEOC makes a determination, and the the employer has the option of
remedying the situation or face a potential lawsuit.
EEOC Federal Legislation
• While the EEOC is the larger governing body, many
pieces of legislation realting to multicultural practices are
part of the EEOC family of laws. Many of these laws
began with Title VII of the Civil rights Act in 1964.
• This act, enforced by the EEOC, covers several areas in
which discrimination was rampant. However, a bona fide
occupational qualification (BFOQ) is a quality or attribute
employers are allowed to consider when making
decisions during the selection process.
EEOC laws relate specifically to the following and are discussed in detail in
Chapter 4 “Recruitment” and Chapter 5 “Selection”;
• Age
• Disabiltiy
• Equal pay
• Genetic information
• National origin
• Pregnancy
• Race/color
• Religion
• Retalion
• Sex
Age
Age discrimination involves treating someone less favorably because of his or
her age. Created in 1967, the Age Discrimination in Employment Act
(ADEA) is enforced by the EEOC. This law covers people who are age forty or
older. It does not cover favoring an older worker over a younger worker, if the
the older worker is forty years or older.
This law also goes deeper by forbidding harassment of someone based on age.
while simple teasing or offhand comments are not covered, more serious
offensive remarks about age are covered by this EEOC law.
Disability
The Americans with Disabilities Act (ADA)

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CHAPTER 3

Implementing a policy is an excellent first step,

2.Development of the diversity plan

3. Implementation of the plan

As you saw in the opening of Chapter 3, sometimes organizations do not mean to be

If employment tests are required, a test must be in direct relation

2. Occupational choice. A study performed by Anne York at Meredith

3. Stereotypes. The concept of male bias is a possibility. In many studies, people

A factor in promotions can also be the mentor-mentee relationship. Most individuals

• First step would be to create a diversity plan.

Awareness is the first step to creating a truly multicultural environment.Once

1. Build a cultural knowledge about customs, religions, and histories.

• The Equal Employment Opportunity Commission (EEOC) is a federal agency

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