Diversity and Discrimination

Chapter 11
 Positive and Negative Aspects of a
Diverse Workforce
• Positive • Negative
– Assumption that the – What is acceptable and
wider the range of normal for some is
talent, experiences and highly objectionable for
abilities the greater the others
competitive advantage – If open system you bring
in societies concerns
with equality and
discrimination
 Persistent Trends
• Women tend to make about 75% of what men
in similar positions make
• Unemployment in among young black men is
high (25 – 30 percent)
 Role of business in addressing
discrimination
• “Passive Nondiscrimination”
– Obey the law
– Utilitarian
• Make decisions based on job efficiency and skill
– Libertarian
• Jobs as property rights and therefore management should
have a great deal of lattitude
• Affirmative Action
– Positive action to prevent or remedy discrimination
– People need an equal change to in a position to be
hired
• We do no choose our race, gender or ethnic background
 Affirmative Action in detail
• Any policy or action, aimed at securing a more
equal workplace, that goes beyond simple
legal access or passive nondiscrimination, but
that does not alter the standards or
qualifications for employment
 Some Value Laden Terms
• Equal Opportunity- Provide legal access regardless of
gender, race, or ethnic background
• Affirmative action – positive steps to alleviate unequal
treatment. Focus on recruitment
– Hiring AA managers
• Preferential Treatment
– Giving preference to previously disadvantaged person
– Form of addressing social inequality
– Selecting disadvantaged person over more qualified
person
– Hiring disadvantaged person with only minimal attention
to qualifications
 Preference in action
• University of Michigan Law School
• University of Michigan Undergraduate
• General Motors
 Some Validity Tests
• Is the action reasonable
• Are qualifications fair and open
• Can we measure qualifications
• Does the persons background add to or serve
as a job qualification
 Concerns with preference
• Jobs are viewed as a social good rather than
private property
• The process is backward looking not forward
looking
• Violates a prima facie case that most qualified
have a legitimate claim to employment
Compelling arguments for preference
• Compensatory Justice
– People are paid in proportion to harm done
– People paying the claim are responsible for the
harm done
– True victims or the actual victim is the one
receiving compensation
• Are payments made to groups or individuals?
 Sexual Harassment
• Quid Pro Quo
• Hostile Work Place
• Judge
– Reasonable Man
– Reasonable Person
– Reasonable Woman
Why made sexual harassment special?
 What about --
• Collegiality
• “fit in”
• Connections
• Strong institutional discrimination that results
in a negative effect on a group (women and
salaries)
• Effects on those we are trying to provide for
 Pure definition of discrimination
• The ability to make distinctions