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    Chapter 5 Managing Diversity and Accepting Difference

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    Shara Fazhalia
    This document provides information about diversity in the workplace. It begins by defining workplace diversity as the ways that people within an organization are both similar and different. It discusses the benefits of diversity, including improved people management, organizational performance, and strategic advantages. It then describes different types of diversity found in workplaces, such as age, gender, race, disability status, religion, and sexual orientation. The document concludes by outlining some of the challenges of managing diversity, such as personal bias, prejudice, stereotyping, discrimination, and the glass ceiling effect. It also discusses legal protections and common diversity initiatives that organizations implement.

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    Chapter 5 Managing Diversity and Accepting Difference

    Uploaded by

    Shara Fazhalia
    60 views43 pages
    This document provides information about diversity in the workplace. It begins by defining workplace diversity as the ways that people within an organization are both similar and different. It discusses the benefits of diversity, including improved people management, organizational performance, and strategic advantages. It then describes different types of diversity found in workplaces, such as age, gender, race, disability status, religion, and sexual orientation. The document concludes by outlining some of the challenges of managing diversity, such as personal bias, prejudice, stereotyping, discrimination, and the glass ceiling effect. It also discusses legal protections and common diversity initiatives that organizations implement.

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    This document provides information about diversity in the workplace. It begins by defining workplace diversity as the ways that people within an organization are both similar and different. It discusses the benefits of diversity, including improved people management, organizational performance, and strategic advantages. It then describes different types of diversity found in workplaces, such as age, gender, race, disability status, religion, and sexual orientation. The document concludes by outlining some of the challenges of managing diversity, such as personal bias, prejudice, stereotyping, discrimination, and the glass ceiling effect. It also discusses legal protections and common diversity initiatives that organizations implement.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    60 views43 pages

    Chapter 5 Managing Diversity and Accepting Difference

    Uploaded by

    Shara Fazhalia
    This document provides information about diversity in the workplace. It begins by defining workplace diversity as the ways that people within an organization are both similar and different. It discusses the benefits of diversity, including improved people management, organizational performance, and strategic advantages. It then describes different types of diversity found in workplaces, such as age, gender, race, disability status, religion, and sexual orientation. The document concludes by outlining some of the challenges of managing diversity, such as personal bias, prejudice, stereotyping, discrimination, and the glass ceiling effect. It also discusses legal protections and common diversity initiatives that organizations implement.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 43

    CHAPTER 5

    MANAGING
    DIVERSITY AND
    ACCEPTING
    DIFFERENCE
    Learning Outcome
    ❑ Define workplace diversity and explain why
    managing it is so important
    ❑ Describe the changing workplaces in the United
    States and around the world
    ❑ Explain the different types of diversity found in
    ❑ the challenges managers face in managing diversity
    ❑ Describe various workplace diversity management
    initiatives
    What is Workplace Diversity
    ❑ Workforce Diversity - the ways in which people in an
    organization are different from and similar to one another.
    ❑ Diversity has been “one of the most popular business topics
    over the last two decades. It ranks with modern business
    disciplines such as quality, leadership, and ethics.
    ❑ Despite this popularity, it’s also one of the most
    controversial and least understood topics.
    ❑ With its basis in civil rights legislation and social justice,
    the word diversity often invokes a variety of attitudes and
    emotional responses in people.
    What is Workplace Diversity(Cont.)

    ❑ So, what’s our definition of workplace diversity?


    ❑ It as the ways in which people in an organization are
    different from and similar to one another.
    ❑ Notice that our definition not only focuses on the
    differences, but the similarities, of employees.
    ❑ This reinforces our belief that managers and
    organizations should view employees as having
    qualities in common as well as differences that separate
    them.
    What is Workplace Diversity(Cont.)

    ❑ Surface-level diversity:
    ❑Easily perceived differences that may trigger certain
    stereotypes, but do not necessarily reflect the ways people
    think or feel. It refers to readily detectable attributes such
    as sex, age, ethnicity,
    ❑ Deep-level diversity:
    ❑Differences in values, personality, and work preferences.
    What is Workplace Diversity(Cont.)

    ❑ Surface-level diversity:
    ❑The demographic characteristics that we tend to think of
    when we think of diversity—age, race, gender, ethnicity,
    and so on.
    ❑These demographic differences reflect surface-level
    diversity, which are easily perceived differences that may
    trigger certain stereotypes but that do not necessarily
    reflect the ways people think or feel.
    What is Workplace Diversity(Cont.)
    ❑ Deep-level diversity :

    ❑Such surface-level differences in characteristics can affect the way


    people perceive others, especially when it comes to assumptions or
    stereotyping.
    ❑As people get to know one another, these surface-level differences
    become less important and deep-level diversity—differences in
    values, personality, and work preferences—becomes more
    important.
    ❑These deep-level differences can affect the way people view
    organizational work rewards, communicate, react to leaders,
    negotiate, and generally behave at work.
    Benefits & importance of Workforce Diversity

    ❑ People Management:
    ❑ Diversity is, after all, about people, both inside and outside the
    organization

    ❑ Organizational Performance:
    ❑ Cost savings include reducing employee turnover, absenteeism
    and the chance of lawsuits

    ❑ Strategic:
    ❑ Workforce diversity is a key to extracting the best talent
    performance , market share and suppliers from a diverse country
    and world
    Timeline of the Evolution of Workforce
    Divers
    Q: What are the Benefits of Workforce
    Diversity
    Types of Diversity Found in Workplace

    Age

    Other Gender

    Race and
    GLBT Ethnicity

    Disability
    Religion
    / Abilities
    Types of Diversity Found in Workplace(Cont.)
    ❑Age
    ❑Age diversity means working with people of
    different ages and, most importantly, generations.
    ❑Both Title VII of the Civil Rights Act of 1964 and
    the Age Discrimination in Employment Act of
    1967 prohibit age discrimination.
    ❑No ageism.
    ❑Gender
    ❑Women and men now each make up almost half of
    the workforce.
    Types of Diversity Found in Workplace(Cont.)

    ❑Race
    ❑ The biological heritage (including skin colour and
    associated traits) that people use to identify
    themselves.
    ❑ This is mostly physical features.
    ❑Ethnicity
    ❑ Social traits (such as cultural background or
    allegiance) that are shared by a human population.
    ❑ Group identity based on shared history and culture.
    Types of Diversity Found in Workplace(Cont.)

    ❑Disability / Abilities
    ❑ Malaysia’s enactment of the Persons with Disabilities Act
    2008 (Act 685) and the ratification of the Convention on
    Rights of Persons with Disabilities (CRPD) in 2010.
    ❑Religion
    ❑ Religious Discrimination and Accommodation in the
    Federal Workplace. Title VII of the Civil Rights Act of
    1964 (Title VII) prohibits federal agencies from
    discriminating against employees or applicants for
    employment because of their religious beliefs in hiring,
    firing and other terms and conditions of employment.
    Types of Diversity Found in Workplace(Cont.)
    ❑ GLBT/LGBT
    ❑ Sexual Orientation and Gender Identity:
    ❑U.S. federal law does not prohibit discrimination against employees
    on the basis of sexual orientation
    ❑Other Types of Diversity - diversity refers to any similarities or
    differences that might be present in a workplace
    ❑ Malaysia
    ❑Sections 377A and 377B prohibit “carnal intercourse against the order
    of nature” with a penalty of up to twenty years imprisonment and
    whipping. Both men and women are criminalised by this law.

    ❑ Other Types of Diversity


    ❑ Diversity refers to any similarities or differences that might be present in a
    workplace
    Challenges in Managing Diversity
    ❑
    Personal Bias
    ❑Bias - a tendency or preference toward a particular perspective or ideology
    ❑
    Prejudice
    ❑A Pre-conceived belief, opinion, or judgement toward a person or a group of
    people

    ❑
    Stereotyping
    ❑Judging a person based a prejudicial perception of a group to which that persons
    belongs

    ❑
    Discrimination
    ❑when someone acts out their prejudicial attitudes toward people who are the
    targets of their prejudice.

    ❑
    Glass Ceiling
    ❑The invisible barrier that separates women and minorities from top management
    positions.
    .
    The Legal Aspect of Workplace Diversity
    ❑ Federal laws have contributed to some of the social
    change we’ve seen over the last 50-plus years
    ❑ Workplace diversity needs to be more than
    understanding and complying with federal laws.
    ❑ Organizations that are successful at managing
    diversity use additional diversity initiatives and
    programs
    Major Equal Employment Opportunity Laws
    Major Equal Employment Opportunity
    Laws(Cont.)
    Top Management Commitment to Diversity

    ❑Mentoring
    ❑A process whereby an experienced organizational
    member (a mentor) provides advice and guidance to
    a less-experienced member (a protégé).

    ❑Diversity Skills Training


    ❑Specialized training to educate employees about the
    importance of diversity and to teach them skills for
    working in a diverse workplace
    Top Management Commitment to Diversity
    (Cont.)

    ❑Employee Resource Groups - groups made up of


    employees connected by some common
    dimension of diversity.
    Culture, Races and Religions in Malaysia
    The 13 States of Malaysia
    History of Malaysia
    Jalur Gemilang
    Malaysia National Flower
    Currency
    Malaysian Ringgit (MYR)
    Kuala Lumpur- Malaysia
    The Malaysian
    Who are Malaysia

    ❑ Malaysia is a unique country with the combination of


    multi races who lived together in Malaysia for
    generations.
    ❑ To understand Malaysian culture, we must first get to
    know its PEOPLE, so who are we MALAYSIAN?
    Population of Malaysia
    Population of Malaysia(Cont.)
    Malaysia
    The Malays

    ❑ Today, the Malays, make up Malaysia’s


    ❑ Largest ethnic group, which is more than
    ❑ 50% of the population
    ❑ They are known as Bumiputera, which translates as “sons” or
    “princes” of the soil.
    ❑ In Malaysia, the term Malay refers to a person who practices
    Islam and Malay traditions and speaks the Malay language
    ❑ Their conversion to Islam from Hinduism and Buddhism began
    when the Sultan of Melaka embraced it in the 14th Century.
    (When Arab traders introduce Islam to Malacca)
    The Chinese

    ❑ The second largest ethnic group, the Malaysian Chinese form


    23.7% of the population
    ❑ The Chinese first arrived in Malaysia in the 15th century, when
    the Ming Princess Hang Li Po and her entourage arrived in
    Malacca.
    ❑ The Chinese traded with Malaysia for centuries, then settled in
    numbers during the 19th century when word of riches in the
    Nanyang, or "South Seas," spread across China.
    ❑ Most Chinese are Buddhist
    ❑ Beside Mandarin, they speak different dialects of the Chinese
    language such as Cantonese , Hokkien , Teowchew
    The Indian

    • The third largest ethnic group of Malaysia –


    Accounting for about 7% of the country’s population
    – Indians had been visiting Malaysia for over 2,000
    years, but did not settle en masse until the 19th
    century. – Most are from South India who immigrated
    to Malaysia during British colonial times. – They are
    Mainly Hindus, they brought their colorful cultures
    such as Hindi temples, spicy cuisine and colourful
    garments
    The Indigenous (Orang Asli)
    ❑ Orang Asli mean “Original
    Resident “ in Malay
    ❑ They are the oldest
    inhabitants in Malaysia
    ❑ They are mainly seen in
    East Malaysia in Sabah and
    Sarawak provinces.
    ❑ In Sabah, the largest official
    ethnic group is Kadazan
    while in Sarawak, the
    dominant tribal groups are
    the Dayak, Iban and
    Bidayuh.

    Haizil Azri Bin Hadi


    Motorsports in 2013
    Peranakan, Baba-Nyonya

    ❑ Peranakan, Baba-Nyonya and Straits Chinese are terms used for


    the descendants of the very early Chinese immigrants(15th
    century)
    ❑ Who have partially adopted Malay customs in an effort to be
    assimilated into the local communities.
    ❑ The spoken language is Baba Malay, which is Malay language
    with Chinese Hokkien mix.
    ❑ Peranakans are found mainly in Melaka ,Penang and Kelantan
    Portuguese Descendants

    ❑ Known also as Eurasians


    ❑ They are the descendants of the Portuguese who arrived in Melaka
    in 1511 who built settlements and married the locals
    ❑ Their spoken language is Christang, which is an old form of
    Portuguese.
    ❑ The Eurasians are predominantly Catholic – Numbering around
    2000, they live in a settlement in Ujong Pasir, Melaka
    Religions of Malaysia

    ❑ The Malaysian constitution guarantees religious freedom


    ❑ Islam is the largest and official religion of Malaysia
    ❑ Buddhism, Christianity, Hinduism are common too
    ❑ Some Malaysian do practice Confucianism and Taoism
    ❑ Religious distribution
    ❑ Islam (61.3%)
    ❑ Buddhism (19.8%)
    ❑ Christianity (9.2%)
    ❑ Hinduism (6.3%)
    ❑ Chinese folk religion (3.4%)
    Languages Spoken by Malaysians

    ❑ The National Language, Bahasa Malaysia which


    translates as the "Malaysian language“
    ❑ English is the second language
    ❑ Tamil and Chinese are commonly used too

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