Questions and Answers of Staffing Organizations

2. Assume you are startinga business in the country you chose in Exerc1.i Wshiech diversity-related factors would you emphasize most or be most concerned about based on the information you obtained
1. Choose a country other than the United States and document the key diversity concerns for that country. Which groups are dominant and which are non-dominant? What informactain oynou find about
3. Table 16.1 lists some of the factors useful in identifying specific diversity concerns in any country.What others would you add to the list?
2. What can dominant groups in each society do to foster diversity? What can the non-dominant do?What can you do?
1. Aside from the topics discus: chapter (sex and gender, workers with disabilities, sexual orientation, and poverty), what other areas are of universal relevance to diversity in organizations
> analyze historical and current factors to help identify and assess the specific diversity issues in any country.
> dis c iss why inequity based on sex and gender, disability, a d sexual orientation is common in many countries.
> explain issues concerning dominan t and non-dominant groups around the world.
4. What recommendations would you make to help organizations reduce the likelihood of i discrimination by managers trying to follow procedures for dress codes?
3. Investigate health and medical costs associated with alcoholism, anorexia, bulimia, smoking, and/or other illnesses perceived as controllable with self-discipline. Compare these costs to those
2c. What similarities and differences are apparent between the people in questions 2a and 2b?Watch newscasters several times and during different broadcasts. Report on their appearance (including
2b. Choose two nights to watch television for thirty minutes to one hour each. Document the program, type of commercials, and the numbers of overweight/obese or ph}the programs and commercials. What
2a. of employees in several places: fast-food restaurant, medium-priced restaurant, discount store, department store, government office, bank, or other locations in which many employees are visible.
1. If you are personally overweight or have a close friend/family member who is overweight, consider your or their employment or interviewing experiences. Ask yourself or your friend/family member
4. What laws are relevant to weight and appearance discrimination? How might seemingly legitimate appearance requirements result in illegal discrimination? What should organizations do to minimize
3. Fat is commonly believed to be the result of laziness and gluttony rather than a combination of factors.How do these perceptions affect the experiences and treatment of overweight people in
2. What is the meaning of this relationship regarding weight discrimination for the many individuals who are fat and for organizational policymakers? How should organizations address weight-based
1. What are the employment- and income-related effects of being overweight for women? For men?ight and higher absence and medical and benefit costs is clear.
> develop methods that c with or without legislation be used to increase acceptance of people of varying dimensions and appearance,
> discuss how seemingly legitimate requirements concerning appearmaayn rceseul t in illegal discrimination.
> discuss legitimate health consequencoefs obeasnd iemptloyyers ’ concerns about increased healthcare and otherc osts associated with obesity.
> explain how weight and appearance are relevant aspects of diversity.
> discuss legislation relevant to discrimination on the basis of weight and appearance.
> discuss increasing weight levels in the United States and in other populations around the world
4. Investigate resources in your community that facilitate 2nployment of people with disabilitie:
3. This chapter included examples of cases in which a person with a disability was clearly qualified to work, and many of the companies involved are those that should have had knowledge of the
2. Conduct library or Internet research on the positive effects of work on people’s health and well-being.Discuss the applicability of employment to the health and well-being of people with
1. Observe people with visible disabilities in your community in one particular place (such as a university, store, restaurant, office, or television commercial). Are you able to observe many people
4, How can recommendations for employment equity for people with disabilities be helpful in ensuring equity for other non-dominant group members?
3. In the $561DuP,on0t d0isab0ili ty discrimination judgment, even if Barrios had been unabtol waelk , what steps could have been taken to assist her if the need to evacuate the building arose?
2. What similarities exist between perceptions about the competence and performance of workers with disabilities and older workers?
1, What are reasonable accommodations? How does a company determine what is “reasonable” and what is not?
> discuss ways in which efforts to value and include people with disabilities can improve working conditions for them and for other wo r kers as well.
> describe selected cases involving disability discrimination
> compare perceptions about people with disabilities to their actual work performance.
> discuss earnings and employment experiences of people with disabilities
> explain the purposes and provisions of legislation related to employment of people with disabilities.
> discusst he proportion of people who have disabilities in the United States and organizations.implications for diversity in
4. Conduct research to see what, f any, additional legislation has been pa sed regarding younger age discrimination in the United States and other countries.
3. Choose two nights to watch television for thirty minutes to one hour each. Document the type of program, commercials, and the numbers of older and younger characters by sex on the programs and
2. Conduct an informal census of employees in several places: casual restaurant, bank, department store, university, or other locations where many employees are visible. Document the number of older
1. Conduct an investigation of the age-related employment experiences of your family and friends. Is there evidence of younger or older age favoritism or discrimination, or both? Explain.
4. Midkiff's programming chief at the Weather Channel reportedly stood by a diversity poster as he made disparaging age- and gender-related comments about the appearance of women anchors.What signal
3. How might the lack of broad federal legislation prohibiting age discrimination against younger workers contribute to their experiences of discrimination and harassmat ewonrtk?
2. In addition to the suggestions provided in this chapter, what other thing:counter employees’ age-based stereotypes?
1. What possible effects could a large proportion of people aged 45 to 64 and a smaller proportion of people under 45 in the current workforce have on organizations’ ability to attract and retain a
> discuss ways in which organizations can facilitate successful work relationships among people of different age cohorts.
> discuss the effects of discrimination and harassment on young workers and the goals of the EEOC’s Youth@Work initiative.
> explain age-related legislation and discuss selected cases of employment discrimination against older workers and younger workers.
> discuss misperceptions about the performance and abilities of older and younger workers,
> explain why younger workers as well as older workers should be included in conceptualizations of age as an aspect of diversity.
> define ageism and age stereotyping and discuss their meaning for older and younger workers.
2. If you know a woman who is a minister or can locate one, interview her about her experiences. How did she become a minister? What route did she take? Did she have a male minister as a mentor? What
1. By attending a service (or watching from outside as people enter or leave), investigate the racial varia tion at a religious service in the area in which you live. Compare your observed
4. This chapter considers the profiling of people who look as though they might be Arab but aren't.How do mistakes such as these relate to the “identifiability” characterizations of minority
3. Given that the majority of Arabs in the United States are Muslims so widespread?
2. Title VII requires that employers make reasonable accommodations for religious beliefs that do not cause undue hardship. How frequ accommodation are?
1. How is the “stained glass ceiling” similar to and different from the regular
> examine ways employers can deal with conflicts arising from employees’ different religious beliefs.
> dis cu ways in which employers can ac:ommodate religious prac ces of employees nd applicants,
> compare relationships among religious organizations and gender diversity among organizational leaders.
> explain legislation related to religious diversity and selected legal cases involving religious discrimination.
> discuss religion as an aspect of diversity and the importance of its inclusion in organizational diversity efforts
4, Tech companies are noted for severe underrepresentation of women, African Americans, and Hispanics, and for underrepresentation of Asians in management. Tim Cook became CEO of Apple in 2011.Is
3. If you are not gay, interview a close friend or relative who is openly gay about their experiences at work, How do their (or, if you are gay, your) experiences compare with those reported in the
2. Investigate the number of states in which sexual orientation discrimination is currently United States.
1. Conduct research to identify at least two people who are gay or lesbian who are not actors or entertainers but who are somewhat public figures. How difficult was it to find these two people? What
4. In Feature 11.4, Pascal Lepine proposes that gays and lesbians may also be more open to others who have also been marginalized in society. Tim Cook, CEO of Apple, makes similar comments. In what
3. How is the invisibility of sexual orientation similar to or different from the invisibility of religion?
2. Whati s the official policyon sexual orientation discrimination in the organization in which you work or are interested in working? With or without non-discrimination policies, what is the climate
1. Is sexual orientation dis crimination speci fi cally prohibited in the city or state in which you live?
> t individual and organizational measures that can be employed to include sexual minorities as value employees, customers, and constituents.
> examine misperceptions about sexual minorities at work, negative outcomes associated with being clo: ed, benefits of ful inclusion of sexual minorities.
> pare population estimates, education, and income levels of gay men and lesbians with those of heterosexual men and wome
> explain similarities and differences between sexual minorities and other non-dominant grou}
> cuss experiences of sexual minorities in organizations.
> explain the relationships among sex, gender, sexual orientation, and gender identity.
6. Conduct research (reputable sources or estimates from users of the relevant services) to construct a table containing the following information for the city in which you live:a. Annual costs of
5. Prepare a presentation to convince an employer to offer family as impacts on absence, turnover, organizational commitment, job satisfaction, and other rele items. What else should you include?
4. Investigate and document the work-family programs of three organizations, including your current employer or an organization for which you'd like to work. How are they similar and
3. Search the EEOC website (http://www.eeoc.gov) for the most recent pregnancy discrimination cases.Summarize an egregious case and settlement. What kind of organization was involved? How might the
2. If you know a grandparent who is responsible for their grandchildren, interview that person and ask the same questions as in question 1 above. Document and compare your findings for both parents
1, Interview two working parents with children under 12 (if applicable, answer one set of these que:tions yourself). Ask questions related to work and family, such as who provides child care after
4, What are some possible reasons for state-subsidized K-12 and college education but not child care in the United States compared with other developed nations?
3. Carefully review the comparisons of workers’ ac Table 10.2. What clear differences exist?
2. Negative perceptions about the competence of women who are mothers were evident in the research and the court cases discussed in the chapter. What factors contribute to these negative perceptions?
> st measures organizations may implement to assist employees to cope with work and family concerns.
> discuss differe concepts relevant to families that affect orgs ations, including child and elder c:e.
> compare the effects of having children on the career progress of men and women
> discuss legislation and litigation related to work and family
> explain changes in workforce participation rates for women with children
> explain the meaning of “diversity” in the United States and some considerations us meaning of diversity in other areas din determining 1
> explain differer s among diversity, equity, and inclusion.
> discuss population demographics and their meaning for workforce and customer diversity.
> discuss differences between individual discrimination and systemic racism and their effects.
> explain ways that organizations that seek to attract, retain, and value diverse applicants, employees, custom ers, and clients can do so.
1. What is diversity?
2. Why does diversity matter to organizations?
3. What is inclusion?
4. Can diversity exist without inclusion? If diversity exists without inclusion, what are the likely conse quences for individuals and organizations?

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