Transcript 1a. Results of Managing Diversity

10 Myths about EEO
Plous chapter
• Identify the 10 myths about Equal
employment opportunity (EEO)
• Falsify each with empirical evidence or
logical reasoning
• Compare with myths in Human Rights
Doc
Non-EEO Policies
•
Colour-blind policies do not result in a
colour-blind society
•
Whites are advantaged by colour blind
policies
•
•
Promotion via seniority advantages Whites bec
they are usually senior
Admissions solely on aptitude test scores hide
educational disadvantages due to SES/race
Results of EEO
•
EEO has increased representation of
women and VM
•
•
Canadian Human Rights Commission 2004 Annual Report
Still, all is NOT fair today
– Indicators of discrimination like
representation at top management levels,
wage gaps, unemployment rates show
inequalities (CRRF report based on 1996 census)
Results of EEO
• EEO does not result in losses to Whites
– Percent of unemployed VMs to percent of
employed Whites is small
• Percent of qualified unemployed VMs to employed
Whites is smaller
– Main causes of job loss are
• Outsourcing
• Automation (e.g., computerization)
• Downsizing
What affects Whites’ unemployment
VMs employment
Downsizing
Whites’
unemployment
Outsourcing
Automation
Comparing VM groups
• If Jewish/Asian people can advance, why
not those of African descent?
– History of African Canadians (slavery, forced
migration, legal segregation)
– Perceived racial differences are harder to
overcome
Definition of EEO & Discrimination
•
Can’t repair the effects of discrimination
with EEO
– Discrimination is a result of prejudice,
attitudes, stereotyping and societal
structures
– EEO is an effort to overcome causes of
discrimination, via a change in societal
structure
Individuals’ Prejudice & Stereotype
+
Discrimination
+
Organizational Norms
Individuals’ Prejudice & Stereotype
+
Discrimination
-
Organizational Norms
+
EEO regulations
Results of EEO
• EEO undermines self-esteem of women
and VM
– Results of laboratory experiments do not
generalize to employee survey results
• To Whites
– EEO increases job satisfaction & org
commitment in beneficiaries
Types of EEO
•
Support for EEO implies support for
hiring unqualified candidates over
qualified ones
– EEO Hiring involves choosing among
•
•
Equally qualified candidates
Comparable candidates
– Differences b/w qualifications is not significant
•
Unequal candidates
– Meet min requirements for job
•
Unqualified candidates
– Do not meet min requirements for jobs
Public Support for EEO
•
Depends on whether procedural justice
concerns are violating when
implementing EEO
– What is procedural justice?
•
Depends on type of EEO prog (see
previous slide)
Political backing for EEO
• EEO is a social experiment by liberal
democrats
– Is this really relevant for Canada?
Myths in the Human rights doc
• Racism is exaggerated
• People in Canada do not notice race
• Mentioning racism or addressing racism
constitutes reverse racism towards Whites
• If racial discrimination did not occur in the past,
it didn’t occur in the present, & won’t occur in
the future
• Racialized people are…
– less credible, too sensitive, manipulative in use of
race card, to blame for racism.
• Immigrants…
– take away jobs, commit more crime, drain Canadian
system, do not fit.