Background
Part 1
Question 1. The four facts that can help in explaining the advantages of workplace diversity are a variety of viewpoints, language skills, positive reputation, and increased creativity. These facts would ensure the management understands the need to accept workplace diversity as a necessity rather than an option.
Question 4. Demographic shifts that indicate American workplace is becoming more diverse are dramatic growth in the role of women in the labour force and the leadership positions, 40% of the Americans would leave the workforce by 2025, 92% of the American population growth come from the ethnic groups, and prime-age working-class majority cohort is expected to come from people of colour by 2029.
Question 5. By 2017, Latino’s purchasing power is expected to climb to $1.7 trillion; African American’s purchasing power is expected to climb to $1.3 trillion; Asian-American’s purchasing power is expected to climb to $1 trillion; and Native American’s purchasing power is expected to climb to $147.7 billion. The increasing purchasing power of the coloured population indicates that workplaces would end up becoming more diverse with time.
Part 2
Question 1. Diversity and inclusion is the formula of success that is being talked about.
Question 2. ERGs are diverse and inclusive work groups that help Mattel in defining products suitable for different demographics and regions.
Question 3. Top five recruiting sources are University/graduate school, search firms, diversity-focused job fairs, special-interest-focused or diversity job websites, and employee referrals.
Question 4. It helps L’Oréal develop products that helps in addressing several consumer concerns and build communities within diverse populations.
Question 5. It is successful as it combines diversity with creative ideas.
Question 6. The graph indicates that diversity and inclusion differ geographically as companies in Asia Pacific, EMEA and the Americas have different needs and understandings of the concept. Gender is common among all regions, but companies are selective over other issues.
Part 3
Some of the facts from the presentation that can help in convincing workforce managers about the importance of diversity are the increasing purchasing power of diversity, changing demographics of America mean 1 out of 3 Americans are non-whites, the majority of the children are non-whites, and increasing racial diversity causes increased in sales.
Chapter One
Part 1
Question 2. To value diversity, it is important to understand that agreeing with the difference makes it clear that there is a lack of respect for diversity.
Question 3. The three approaches of diversity are brand image, affirmative action, and culture of acceptance. The purpose of the brand image approach is to develop an idea of being an organization that appreciates diversity. Affirmative action aims to create an organization that provides equal opportunity to people from diverse background. Culture of acceptance seeks to build an organization that truly appreciates and values the diversity in their workforce.
Question 7. Prejudice is the preconceived estimation that is biased and lacks reasoning. A stereotype is a popular but oversimplified and fixed idea or image of a particular sort of thing or person. Discrimination is prejudicial or unjust treatment of several categories of people. Biased thoughts that lack real life experiences and oversimplified image of people can create fear among the people of the unknown and lead to unjust treatment of people.
Question 8. America has a growing immigrant population, but many immigrants shun assimilation and valuing diversity requires accepting the immigrants.
Part 2
They define cultural competency as a perpetual process and not an end, which can be reached. They have achieved it by using current staff’s personal networks and reach out to new hires that understand the culture and the language.
