{"id":1249,"date":"2019-09-04T21:11:56","date_gmt":"2019-09-04T21:11:56","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/?post_type=chapter&#038;p=1249"},"modified":"2024-04-24T23:30:37","modified_gmt":"2024-04-24T23:30:37","slug":"challenges-of-diversity","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/chapter\/challenges-of-diversity\/","title":{"raw":"Challenges of Diversity","rendered":"Challenges of Diversity"},"content":{"raw":"<div class=\"textbox learning-objectives\">\r\n<h3>Learning Outcomes<\/h3>\r\n<ul>\r\n \t<li>Discuss the challenges of a diverse workforce<\/li>\r\n<\/ul>\r\n<\/div>\r\nWhat makes us different can also make it challenging for us to work well together. Challenges to employee diversity are based not only on our differences\u2014actual or perceived\u2014but on what we perceive as a threat. Our micro (e.g., organizational culture) and macro (e.g., socio-political and legal) operating environment can also be challenges for diversity. Long-term economic, social, political and environmental trends are rendering entire industries\u2014and the associated skill sets\u2014obsolete. For many in these industries and many slow-growth occupations, workplace trends seem to represent a clear and present danger.\r\n\r\n<img class=\"size-large wp-image-1804 aligncenter\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/09\/21172238\/FloorWorld_1-1024x246.png\" alt=\"Illustration of two groups of six individuals facing each other\" width=\"1024\" height=\"246\" \/>\r\n\r\nIn an article titled \u201cMeet the US workforce of the future: Older, more diverse, and more educated,\u201d Deloitte notes that the U.S. labor market is increasingly dividing into two categories: \u201chighly skilled, well-paid professional jobs and poorly paid, low-skilled jobs.\u201d[footnote]Buckley, Patricia and Daniel Bachman. \"<a href=\"https:\/\/www2.deloitte.com\/us\/en\/insights\/deloitte-review\/issue-21\/meet-the-us-workforce-of-the-future.html\" target=\"_blank\" rel=\"noopener\">Meet the US Workforce of the Future: Older, More Diverse, and more Educated<\/a>.\" Deloitte Insights. July 31, 2017. Accessed September 14, 2019. [\/footnote] The authors Dr. Particia Buckley and Dr. Daniel Bachman note that there are relatively fewer middle-skill, moderate-pay jobs\u2014for example, traditional blue-collar or administrative jobs. Indeed, as we\u2019ve discussed in other modules, the idea of a static set of skills for a given occupation is a historical concept. The authors note that participation in the future labor force will increasingly require computer and mathematical skills, even at the low-skill end.\r\n\r\nDeloitte expects the workforce of the future to be older (\u201c70 is the new 50\u201d), more diverse and more highly educated.[footnote]Ibid.[\/footnote] To the diversity point, Deloitte states that \u201cif current trends continue, tomorrow\u2019s workforce will be even more diverse than today\u2019s\u2014by gender, by ethnicity, by culture, by religion, by sexual preference and identification, and perhaps by other characteristics we don\u2019t even know about right now.\u201d[footnote]Ibid.[\/footnote] The Bureau of Labor Statistics projects that by 2024, less than 60% of the labor force will identify as \u201cwhite non-Hispanic,\u201d down from over 75% in 1994.[footnote]\"<a href=\"https:\/\/www.bls.gov\/opub\/mlr\/2015\/article\/labor-force-projections-to-2024.htm\" target=\"_blank\" rel=\"noopener\">Labor Force Projections to 2024: The Labor Force is Growing, but Slowly.<\/a>\" United States Department of Labor: Bureau of Labor Statistics. December 2015. Accessed September 14, 2019.[\/footnote] Hispanics are projected to comprise approximately 20% of the 2024 labor force, African-Americans 13% and Asians 7%. Women are expected to comprise 47% of the 2024 workforce. For many, these economic and demographic shifts represents a radical change. Macro level challenges to diversity include fixed mindsets, economic trends and outdated socio-political frameworks.\r\n\r\nHere are specific challenges that may be experienced at the organizational level:\r\n<ol>\r\n \t<li style=\"font-weight: 400;\"><strong>Complexity.<\/strong> This is the flip-side of one of diversity\u2019s benefits: it\u2019s hard work! Reynolds notes that while it might seem easier to work on a homogeneous team, there is a tendency to compromise and \u201csettle for the status quo.\u201d The title of a Harvard Business Review article captures the dynamic: \u201cDiverse Teams Feel Less Comfortable\u2014And That\u2019s Why They Perform Better.\u201d The authors\u2019 argument: \u201cworking on diverse teams produces better outcomes precisely because it\u2019s harder.\u201d[footnote]Reynolds, Katie. \"<a href=\"https:\/\/www.hult.edu\/blog\/benefits-challenges-cultural-diversity-workplace\/#creativity\" target=\"_blank\" rel=\"noopener\">13 Benefits and Challenges of Cultural Diversity in the Workplace.<\/a>\" Hult International Business School. February 2019. Accessed September 14, 2019.[\/footnote]<\/li>\r\n \t<li style=\"font-weight: 400;\"><strong>Differences in communication behaviors.<\/strong> Different cultures have different communication rules or expectations. For example, colleagues from Asian or Native American cultures may be less inclined to \u201cjump in\u201d or offer their opinions due to politeness or deference as a new member or the only [fill in the blank] on the team.<\/li>\r\n \t<li style=\"font-weight: 400;\"><strong>Prejudice or negative stereotypes.<\/strong> Prejudice, negative assumptions or perceived limitations can negate the benefits of diversity and create a toxic culture. As Reynolds notes, \u201calthough not all stereotypes are necessarily negative...all are simplifications that can prove limiting or divisive in the workplace. And while outright prejudice or stereotyping is a serious concern, ingrained and unconscious biases can be a more difficult challenge of workplace diversity to overcome.\u201d<\/li>\r\n \t<li style=\"font-weight: 400;\"><strong>Differences in language and non-verbal communications.<\/strong> George Bernard Shaw quipped \u201cThe single biggest problem in communication is the illusion that it has taken place.\u201d Clearly, language differences can be a challenge, including accents and idioms. Translation errors can also occur with non-verbal communication; gestures, eye contact, personal space and greeting customs can be significantly (and disastrously) different across cultures and regions. For perspective, scan <em>Business Insider<\/em>\u2019s infographic <a href=\"https:\/\/www.businessinsider.com\/how-to-properly-shake-hands-around-the-world-2015-3?r=UK\" target=\"_blank\" rel=\"noopener\">How to properly shake hands around the world<\/a>.<\/li>\r\n \t<li style=\"font-weight: 400;\"><strong>Complexity &amp; cost of accommodations.<\/strong> Hiring a non-U.S. citizen may require navigating visas and employment law as well as making accommodations for religious practices and non-standard holidays.<\/li>\r\n \t<li style=\"font-weight: 400;\"><strong>Differences in professional etiquette.<\/strong> Differences in attitudes, behaviors and values ranging from punctuality to the length of the work day, form of address or how to manage conflict can cause tensions.<\/li>\r\n \t<li style=\"font-weight: 400;\"><strong>Conflicting working styles across teams.<\/strong> In addition to individual differences, different approaches to work and team work\u2014for example, the relative value of independent versus collaborative\/collective thought and work\u2014can derail progress.<\/li>\r\n<\/ol>\r\n<div class=\"textbox tryit\">\r\n<h3>PRactice Question<\/h3>\r\nhttps:\/\/assess.lumenlearning.com\/practice\/7a3fd232-e41f-46a0-9ab2-fa0aea00f6aa\r\n<\/div>","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n<li>Discuss the challenges of a diverse workforce<\/li>\n<\/ul>\n<\/div>\n<p>What makes us different can also make it challenging for us to work well together. Challenges to employee diversity are based not only on our differences\u2014actual or perceived\u2014but on what we perceive as a threat. Our micro (e.g., organizational culture) and macro (e.g., socio-political and legal) operating environment can also be challenges for diversity. Long-term economic, social, political and environmental trends are rendering entire industries\u2014and the associated skill sets\u2014obsolete. For many in these industries and many slow-growth occupations, workplace trends seem to represent a clear and present danger.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"size-large wp-image-1804 aligncenter\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/09\/21172238\/FloorWorld_1-1024x246.png\" alt=\"Illustration of two groups of six individuals facing each other\" width=\"1024\" height=\"246\" \/><\/p>\n<p>In an article titled \u201cMeet the US workforce of the future: Older, more diverse, and more educated,\u201d Deloitte notes that the U.S. labor market is increasingly dividing into two categories: \u201chighly skilled, well-paid professional jobs and poorly paid, low-skilled jobs.\u201d<a class=\"footnote\" title=\"Buckley, Patricia and Daniel Bachman. &quot;Meet the US Workforce of the Future: Older, More Diverse, and more Educated.&quot; Deloitte Insights. July 31, 2017. Accessed September 14, 2019.\" id=\"return-footnote-1249-1\" href=\"#footnote-1249-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a> The authors Dr. Particia Buckley and Dr. Daniel Bachman note that there are relatively fewer middle-skill, moderate-pay jobs\u2014for example, traditional blue-collar or administrative jobs. Indeed, as we\u2019ve discussed in other modules, the idea of a static set of skills for a given occupation is a historical concept. The authors note that participation in the future labor force will increasingly require computer and mathematical skills, even at the low-skill end.<\/p>\n<p>Deloitte expects the workforce of the future to be older (\u201c70 is the new 50\u201d), more diverse and more highly educated.<a class=\"footnote\" title=\"Ibid.\" id=\"return-footnote-1249-2\" href=\"#footnote-1249-2\" aria-label=\"Footnote 2\"><sup class=\"footnote\">[2]<\/sup><\/a> To the diversity point, Deloitte states that \u201cif current trends continue, tomorrow\u2019s workforce will be even more diverse than today\u2019s\u2014by gender, by ethnicity, by culture, by religion, by sexual preference and identification, and perhaps by other characteristics we don\u2019t even know about right now.\u201d<a class=\"footnote\" title=\"Ibid.\" id=\"return-footnote-1249-3\" href=\"#footnote-1249-3\" aria-label=\"Footnote 3\"><sup class=\"footnote\">[3]<\/sup><\/a> The Bureau of Labor Statistics projects that by 2024, less than 60% of the labor force will identify as \u201cwhite non-Hispanic,\u201d down from over 75% in 1994.<a class=\"footnote\" title=\"&quot;Labor Force Projections to 2024: The Labor Force is Growing, but Slowly.&quot; United States Department of Labor: Bureau of Labor Statistics. December 2015. Accessed September 14, 2019.\" id=\"return-footnote-1249-4\" href=\"#footnote-1249-4\" aria-label=\"Footnote 4\"><sup class=\"footnote\">[4]<\/sup><\/a> Hispanics are projected to comprise approximately 20% of the 2024 labor force, African-Americans 13% and Asians 7%. Women are expected to comprise 47% of the 2024 workforce. For many, these economic and demographic shifts represents a radical change. Macro level challenges to diversity include fixed mindsets, economic trends and outdated socio-political frameworks.<\/p>\n<p>Here are specific challenges that may be experienced at the organizational level:<\/p>\n<ol>\n<li style=\"font-weight: 400;\"><strong>Complexity.<\/strong> This is the flip-side of one of diversity\u2019s benefits: it\u2019s hard work! Reynolds notes that while it might seem easier to work on a homogeneous team, there is a tendency to compromise and \u201csettle for the status quo.\u201d The title of a Harvard Business Review article captures the dynamic: \u201cDiverse Teams Feel Less Comfortable\u2014And That\u2019s Why They Perform Better.\u201d The authors\u2019 argument: \u201cworking on diverse teams produces better outcomes precisely because it\u2019s harder.\u201d<a class=\"footnote\" title=\"Reynolds, Katie. &quot;13 Benefits and Challenges of Cultural Diversity in the Workplace.&quot; Hult International Business School. February 2019. Accessed September 14, 2019.\" id=\"return-footnote-1249-5\" href=\"#footnote-1249-5\" aria-label=\"Footnote 5\"><sup class=\"footnote\">[5]<\/sup><\/a><\/li>\n<li style=\"font-weight: 400;\"><strong>Differences in communication behaviors.<\/strong> Different cultures have different communication rules or expectations. For example, colleagues from Asian or Native American cultures may be less inclined to \u201cjump in\u201d or offer their opinions due to politeness or deference as a new member or the only [fill in the blank] on the team.<\/li>\n<li style=\"font-weight: 400;\"><strong>Prejudice or negative stereotypes.<\/strong> Prejudice, negative assumptions or perceived limitations can negate the benefits of diversity and create a toxic culture. As Reynolds notes, \u201calthough not all stereotypes are necessarily negative&#8230;all are simplifications that can prove limiting or divisive in the workplace. And while outright prejudice or stereotyping is a serious concern, ingrained and unconscious biases can be a more difficult challenge of workplace diversity to overcome.\u201d<\/li>\n<li style=\"font-weight: 400;\"><strong>Differences in language and non-verbal communications.<\/strong> George Bernard Shaw quipped \u201cThe single biggest problem in communication is the illusion that it has taken place.\u201d Clearly, language differences can be a challenge, including accents and idioms. Translation errors can also occur with non-verbal communication; gestures, eye contact, personal space and greeting customs can be significantly (and disastrously) different across cultures and regions. For perspective, scan <em>Business Insider<\/em>\u2019s infographic <a href=\"https:\/\/www.businessinsider.com\/how-to-properly-shake-hands-around-the-world-2015-3?r=UK\" target=\"_blank\" rel=\"noopener\">How to properly shake hands around the world<\/a>.<\/li>\n<li style=\"font-weight: 400;\"><strong>Complexity &amp; cost of accommodations.<\/strong> Hiring a non-U.S. citizen may require navigating visas and employment law as well as making accommodations for religious practices and non-standard holidays.<\/li>\n<li style=\"font-weight: 400;\"><strong>Differences in professional etiquette.<\/strong> Differences in attitudes, behaviors and values ranging from punctuality to the length of the work day, form of address or how to manage conflict can cause tensions.<\/li>\n<li style=\"font-weight: 400;\"><strong>Conflicting working styles across teams.<\/strong> In addition to individual differences, different approaches to work and team work\u2014for example, the relative value of independent versus collaborative\/collective thought and work\u2014can derail progress.<\/li>\n<\/ol>\n<div class=\"textbox tryit\">\n<h3>PRactice Question<\/h3>\n<p>\t<iframe id=\"assessment_practice_7a3fd232-e41f-46a0-9ab2-fa0aea00f6aa\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/7a3fd232-e41f-46a0-9ab2-fa0aea00f6aa?iframe_resize_id=assessment_practice_id_7a3fd232-e41f-46a0-9ab2-fa0aea00f6aa\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe>\n<\/div>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-1249\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>Challenges of Diversity. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><li>Image: Groups. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section><hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-1249-1\">Buckley, Patricia and Daniel Bachman. \"<a href=\"https:\/\/www2.deloitte.com\/us\/en\/insights\/deloitte-review\/issue-21\/meet-the-us-workforce-of-the-future.html\" target=\"_blank\" rel=\"noopener\">Meet the US Workforce of the Future: Older, More Diverse, and more Educated<\/a>.\" Deloitte Insights. July 31, 2017. Accessed September 14, 2019.  <a href=\"#return-footnote-1249-1\" class=\"return-footnote\" aria-label=\"Return to footnote 1\">&crarr;<\/a><\/li><li id=\"footnote-1249-2\">Ibid. <a href=\"#return-footnote-1249-2\" class=\"return-footnote\" aria-label=\"Return to footnote 2\">&crarr;<\/a><\/li><li id=\"footnote-1249-3\">Ibid. <a href=\"#return-footnote-1249-3\" class=\"return-footnote\" aria-label=\"Return to footnote 3\">&crarr;<\/a><\/li><li id=\"footnote-1249-4\">\"<a href=\"https:\/\/www.bls.gov\/opub\/mlr\/2015\/article\/labor-force-projections-to-2024.htm\" target=\"_blank\" rel=\"noopener\">Labor Force Projections to 2024: The Labor Force is Growing, but Slowly.<\/a>\" United States Department of Labor: Bureau of Labor Statistics. December 2015. Accessed September 14, 2019. <a href=\"#return-footnote-1249-4\" class=\"return-footnote\" aria-label=\"Return to footnote 4\">&crarr;<\/a><\/li><li id=\"footnote-1249-5\">Reynolds, Katie. \"<a href=\"https:\/\/www.hult.edu\/blog\/benefits-challenges-cultural-diversity-workplace\/#creativity\" target=\"_blank\" rel=\"noopener\">13 Benefits and Challenges of Cultural Diversity in the Workplace.<\/a>\" Hult International Business School. February 2019. Accessed September 14, 2019. <a href=\"#return-footnote-1249-5\" class=\"return-footnote\" aria-label=\"Return to footnote 5\">&crarr;<\/a><\/li><\/ol><\/div>","protected":false},"author":17,"menu_order":14,"template":"","meta":{"_candela_citation":"[{\"type\":\"original\",\"description\":\"Challenges of Diversity\",\"author\":\"Nina Burokas\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"original\",\"description\":\"Image: Groups\",\"author\":\"\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"}]","CANDELA_OUTCOMES_GUID":"706d6cae-1726-4389-9b06-b76915db0b0b, 1e0f1dce-b8d9-44ea-b1d5-cdbeca09a5a2","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-1249","chapter","type-chapter","status-publish","hentry"],"part":1200,"_links":{"self":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1249","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/users\/17"}],"version-history":[{"count":13,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1249\/revisions"}],"predecessor-version":[{"id":3322,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1249\/revisions\/3322"}],"part":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/parts\/1200"}],"metadata":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1249\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/media?parent=1249"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapter-type?post=1249"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/contributor?post=1249"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/license?post=1249"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}