*to compensate for past discrimination

-a policy for creating diversity, required by law by private employers with 50+ employees

*punitive approach: punishses companies for not acheiving specific sex/ race ratios in their work forces.

1. reduce costs by decreasing turnover and absenteeism and enabling them to avoid expensive lawsuits

2. attract and retain employees and have higher stock performance

3.drives business growth through understanding dthe marketplace and a diverse customer base.

1. age
2. sex
3. race/ethnicity
4. physical disabilities

1. personality
2. values/beliefs
3. attitudes

1. extraversion
2. emotional stability
3. agreeableness
4. coscientiousness (organized,harworking,responsible)
5. openness to experience

1. discrimination & fairness paradigm
2. access & legitmacy paradigm
3. learning & effectiveness paradigm

*MOST COMMON method to approaching diversity

-focuses on equal opportunity, fair treatmnet, and recruitment of minorities

-PRIMARY LIMITATION : focus of diversity remains on the surface level dimensions of sex/race/ethnicity.

-focus and acceptance that diversity within the company matches that of the diversity foun among primary stakeholders

-related to BUSINESS GROWTH ADVANTAGE

-limitation is only of focusing on surface level diversity. 

-focuses on integrating deep level diversity differences

-consistent with achieving organizational plurality

a work environment where (1) all members are empowered to contribute in a way that maximizes the benefits to the organization, customesrs, and themselves. 

and

(2) the individuality of each member is respected by not segmenting or polarizing people on the basis of their memebership in a particular group.

1. values common ground
2. makes distinction between individual and group differences
3. less likely to lead to conflict
4. focus on bringing different talents and perspectives together. 

1. carefully and faithfully flolow and enforce federal and state laws regarding equal opportunity employment.
2. treat group differences as important but not special
3. tailor opportunities such as promotions to individuals not groups
4. seek negative as ell as positivre feedback on diversity program yuor company has
5. set high but realistic goals

1. awareness training
2. skills based diversity training

1. diversity audits (formal assessments that measure employee and management attitudes)
2. diversity pairing (a mentoring program in which people of diff backgrounds are paired together to get to know each other and change their beliefs or stereotypes.