What are the existing issues during the progress of gender diversity in the workplace? What are your recommended solutions? diversity, responded to the latest controversy, saying she's "disappointed but unsurprised.""This is not entirely new behavior. ... What is new is that this employee felt safe enough to writeand share an 8 page sexist screed, internally," Baker wrote.Under the heading "Reply to public response and misrepresentation" the screed's authorinsists that he is "not denying that sexism exists," and he doesn't "endorse using stereotypes." Engineer's anti-diversity manifesto at GoogleGoogle executives have responded to a 3,300-word manifesto written by one of its maleengineers that argues women aren't suited for tech jobs for "biological" reasons. The author,who has not been identified by CNN Tech, is reportedly a rank-and-file software engineer atGoogle (GOOG). He contended that Google doesn't have more female engineers because menhave a "higher drive for status." He argued that the company's diversity programs -- includingseminars that teach young girls coding skills are "highly politicized." The diversity work, hesaid, "alienates non-progressives." He also said he believes that Google's commitment to hiremore women stands to make the company less competitive, and that the gender wage gap is amyth. The author wrote that higher rates of anxiety disorders among women may explain whythere are "lower numbers of women in high stress jobs."The document has been circulating inside Google (GOOG) for some time, but it was madepublic by Motherboard on Saturday. The issue immediately ignited a fierce debate on socialmedia.Over the weekend, Google diversity vice president Danielle Brown and engineering VP AriBalogh addressed the controversial document in separate messages to Google employees.Brown and Balogh condemned the document's assertions and defended Google's diversityefforts. Brown wrote a lengthier response:"Part of building an open, inclusive environment means fostering a culture in which those withalternative views, including different political views, feel safe sharing their opinions," Brownwrote.But, she said, "like many of you, I found that [the document] advanced incorrect assumptionsabout gender.""[I]t's not a viewpoint that I or this company endorses, promotes or encourages," Brown said.Former Google engineer Erica Baker, who gained attention in 2014 for her Medium posts about

Gender diversity:- Gender diversity is the equitable or fair representation of individuals of…

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Management, Loose-Leaf Version

13th Edition

ISBN:9781305969308

Author:Richard L. Daft

Publisher:Richard L. Daft

Chapter13: Managing Diversity

Section: Chapter Questions

Problem 2ED

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Today’s workforce benefits from diversity, and most businesses have embraced explicit nondiscrimination policies. The federal government and many state governments have passed legislation that makes it illegal to discriminate based on race, color, creed, ethnicity, national origin, disability, age, and other factors such as gender identity. Consider how such differences could affect the communication, for instance, between an interviewer and a job candidate. If negatively, how could the differences and barriers be overcome?
how have you Demonstrated respect for diversity in real life. Demonstration includes defining diversity and discussing its importance; identifying individual differences (e.g., age, gender, ethnicity, culture, race, viewpoints, socioeconomic status, and ability); showing respect for and valuing individual differences in the workplace • being self-aware and mindful of one’s own bias; collaborating with people of diverse backgrounds, viewpoints, and experiences.
Define the three types of diversity and compare them using examples for each type. How are the demographics of the workforce changing? What are some major challenges that women face in organizations? What is the model minority myth? How does it compare to how Blacks and Hispanics are stereotyped? What are some benefits of hiring older workers? Why would an employee “pass” or “reveal” at work? What are the positive and negative consequences of doing so? Explain the six benefits of workplace diversity described by Cox and Blake’s business case for diversity. Compare how the cognitive diversity hypothesis and the similarity-attraction paradigm relate to diversity outcomes. Based on the justification-suppression model, explain why individuals act on their prejudicial beliefs. Describe the challenges that managers must face when managing diversity. How can employees ensure they are compliant with the laws and legislation enforced by the EEOC? What are some recommendations for managing…
Until Sheryl Sandberg was promoted to cheif operating officer of Facebook in 2012, its board was composed of only men. Yet majority of Facebook's 845 million users are women. Given this demographic, explain how Facebook might benefit from increasing the presence of women on its corporate board
Adrian Duane had worked for IXL, a Silicon Valley educational technology company, for about a year when he got into a dispute with his supervisor over Duane's ability to work flexible hours after he returned from medical leave following transgender surgery. Duane posted a critical comment on Glassdoor.com after he said his supervisor refused to accommodate a scheduling request. Duane's critique said, in part: "If you're not a family-oriented white or Asian straight or mainstream gay person with 1.7 kids who really likes softball-then you're likely to find yourself on the outside. . . . Most management do not know what the word ‘discrimination' means, nor do they seem to think it matters". According to court documents, Paul Mishkin, IXL's CEO, confronted Duane with a printout of the Glassdoor review during a meeting about his complaints, at which time IXL terminated Duane. IXL claimed the derogatory post showed "poor judgment and ethical values". Security had already cleared out Duane's…
Adrian Duane had worked for IXL, a Silicon Valley educational technology company, for about a year when he got into a dispute with his supervisor over Duane's ability to work flexible hours after he returned from medical leave following transgender surgery. Duane posted a critical comment on Glassdoor.com after he said his supervisor refused to accommodate a scheduling request. Duane's critique said, in part: "If you're not a family-oriented white or Asian straight or mainstream gay person with 1.7 kids who really likes softball-then you're likely to find yourself on the outside. . . . Most management do not know what the word ‘discrimination' means, nor do they seem to think it matters". According to court documents, Paul Mishkin, IXL's CEO, confronted Duane with a printout of the Glassdoor review during a meeting about his complaints, at which time IXL terminated Duane. IXL claimed the derogatory post showed "poor judgment and ethical values". Security had already cleared out Duane's…
Adrian Duane had worked for IXL, a Silicon Valley educational technology company, for about a year when he got into a dispute with his supervisor over Duane's ability to work flexible hours after he returned from medical leave following transgender surgery. Duane posted a critical comment on Glassdoor.com after he said his supervisor refused to accommodate a scheduling request. Duane's critique said, in part: "If you're not a family-oriented white or Asian straight or mainstream gay person with 1.7 kids who really likes softball-then you're likely to find yourself on the outside. . . . Most management do not know what the word ‘discrimination' means, nor do they seem to think it matters". According to court documents, Paul Mishkin, IXL's CEO, confronted Duane with a printout of the Glassdoor review during a meeting about his complaints, at which time IXL terminated Duane. IXL claimed the derogatory post showed "poor judgment and ethical values". Security had already cleared out Duane's…
Recently your company has begun to promote its diversity efforts, including same-sex (and heterosexual) partner benefits and a nonharassment policy that includes sexual orientation, among other things. Your department now has new posters on the walls with photos of employees who represent different aspects of diversity (e.g., Black, Hispanic, gay). One of your employees is upset about the diversity initiative and has begun posting religious scriptures condemning homosexuality on his cubicle in large type for everyone to see. When asked to remove them, your employee tells you that the posters promoting diversity offend Christian and Muslim employees. What should you do?
According to the European Institute for Gender Equality’s Gender Statistics Database, only 20.2% of executives and 7.8% of Chief Executive Officers (CEOs) in the largest publicly listed companies in the European Union are women. Why do women continue to be under-represented in top leadership positions? Use role congruity theory and stereotype threat as well as evidence from the lecture and assigned readings to help explain this phenomenon. The word count is minimum 400, can you help me with that ?
Workplace diversity issues can not be dealt with through: a. Assessment of employees' performance using subjective means b. Recognition of people's differences and respecting them c. Management of one's attitude and behavior when it comes to diversity d. Encouragement of employees to work with other employees from different backgrounds
You have been employed as the Human Resource Manager to assist Paula in convincing the Executive Team to adopt a culture of diversity. (a) Provide two (2) justifications for a diverse workforce. (b) Recommended and explain three (3) strategies to manage diversity at the Golden Trust Merchant Bank to achieve the benefits mentioned above. (c) Identify the two (2) challenges you expect to encounter in implementing these strategies.
PepsiCo was among the first U.S. companies to recognize the value of a diverse workforce. In the 1940s, PepsiCo hired a team of black salespeople to travel the country selling to African-American communities. In 1959, it was the first U.S. company to have a woman on its board of directors. In 1962, Harvey Russell, former head of the black sales unit, became the first African-American executive of a large U.S. company when PepsiCo named him its vice-president of corporate planning. PepsiCo is widely credited as having one of corporate America's strongest track records for hiring and promoting women and ethnic minority leaders. In 2006, PepsiCo made Indra Nooyi, who was born in India, its first female chief executive. She believes that the diversity of PepsiCo's management and directors is one of the reasons for the company's status in the world. According to Nooyi, "It is very important for us that our employee base reflects our customer base so that we know how to talk to our…

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