Diversity Management

Diversity Climate & Retention

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As society increasingly becomes aware of the value of creating a more diverse workforce, effective diversity management becomes an important facet of Human Resource Management. Moreover, the relationship between diversity and retention is one that should be better understood. However, when considering this relationship, the focus should not merely be on demographics, but on an organization’s diversity climate. Read more
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Age Stereotypes in the Workplace: Common Stereotypes and Guidance for Practice

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It is widely known that the workforce in the United States is aging. With this, comes a more prevalent risk of age stereotyping within the workplace, affecting a larger group of individuals.  If stereotypes cause an increase in the rate of turnover within older workers, organizations fail to take advantage of skilled and productive workers. Read more
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Work-Family Conflict May Be Affecting Your Latino Workers

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While the premise of what is termed “work-family conflict” is simple – demands from, and responsibilities to, work and family interfere with each other –  the way different populations are affected is more complicated. Read more
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The Importance of Organizational Diversity Cues in Reducing Employee Absenteeism

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The cost of absenteeism is estimated at $200 – $700 per employee, per day absent.  With numbers like these, it’s no secret that every employer has a vested interest in keeping missed workdays to a minimum.  In some cases, chronic absenteeism can be a precursor to turnover, another costly organizational problem.  Several studies have been consistent in their findings that black employees are more likely to be absent than white employees.  Until now, few have addressed the issue of why this is happening. Read more
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Age and Employee Performance

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The Age Discrimination in Employment Act of 1967 (ADEA) was put into law to protect older individuals (those over 40 years of age) from being discriminated against in all employment decisions. Included under the umbrella of employment decisions is: hiring, termination, compensation, placement, training opportunities, and advancement, just to name a few. While older individuals hailed the achievements of the ADEA, many employers, even now, begrudgingly obey the law. Read more
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Reducing Race and Sex Subgroup Differences in Selection

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Using valid and cost-effective methods for selecting new employees is vital for organizations to remain competitive. However, some of the most valid selection procedures can result in lower scores for minority groups. This is problematic because it is in an organization’s best interest to employ a diverse staff, both because of the benefits to the organization – such as improved employee morale and increased creativity, but also because of the negative legal consequences that might result from unequal hiring practices. Read more
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Effective Affirmative Action

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Equal employment concerns are a major factor in Human Resource and Management efforts, particularly for selection and placement programs. Some of the most valid approaches for selection (i.e., cognitive ability testing), also pose a potential risk for adverse impact. Read more
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