Establishing and articulating your own philosophy about how you view diversity and inclusion initiatives is essential. 
YOu have to write reflective Essays on the readings.
MGMT332
Diversity in Business
Counteracting Unconsciousness Bias
Prejudice
• Definition: The tendency to view people
who are different as being inferior
Major Ingredients of Prejudice
Authority
• What we subconsciously absorbed from our culture
Stereotyping
• Occurs when we are too quick to categorize; leads to faulty,
inflexible over-generalization
Devaluation
• Stems from belief that a group of people is inferior
Stereotyping
• Definition: A rigid, exaggerated, irrational belief
associated with a mental category – such as a
particular group of people
• Although stereotypes are not identical to
prejudice, they often lead to prejudice
Assumptions
• Prejudice is reflected in behavior
• Prejudiced acts can be performed by
nonprejudiced – as well as prejudiced – people
• Prejudice is found in every ethnic group
• The criteria for judging whether or not a
behavior is prejudiced, lies in the consequences
of the behavior
Correcting False Assumptions
• False thinking can contribute to discrimination
What is Cultural Awareness?
Becoming aware of cultural values, beliefs, and perceptions.
How do we see the world?
Why do we react in a particular way?
We see, interpret and evaluate things in different ways.
Degrees of Cultural Awareness
My way is the only way.
I know their way, but my way is better.
My way and their way.
Our way.
Race/Ethnicity – Population
• White
• Hispanic
• African American
• Asian American
• Native American/AN
• As of 5/25/21
76.3%
18.5%
12.4%
5.9%
0.2%
331 Million
ve
• Recognize the vital part you play in creating an
environment of respect for everyone.
We Have New Challenges
• Learn to communicate effectively with
employees from diverse cultural backgrounds
• Mentor and develop employees who are
diverse along many cultural dimensions
What You Can Do
• Recognize and try to correct your biases
? view others without expectations or assumptions
• Don’t be an enabler – ask people to stop when
you hear them ridiculing others
• Reach out and get to know people from other
cultures
What You Can Do cont’d
• Try to understand the other person’s viewpoint
• Resolve conflict swiftly
• Respect everyone for their individuality
A Diverse Workplace Benefits
Everyone
Helps attract and
retain good
employees
Reduces the need
for discrimination
suits
Maximizes
productivity
Decreases morale
problems and
absenteeism
Enhances the
reputation of our
company
Improves decision
making by offering
a diverse
collection view and
ideas
A Diverse Workforce also Benefits
Employees
• Individuals are valued for their unique abilities –
not defined by cultural or group stereotypes
• Resolve conflicts by discussing issues
• New skills can be acquired through mentoring
and education
• Different opinions and viewpoints are
encouraged
Differences Are Here to Stay
• Whatever the name:
diversity, pluralism, multiculturalism
• differences are here to stay
• They are not going away
There Are No Easy Answers
• Discrimination is not just a workplace issue – it exists
throughout our society
• We must remember that people from other cultures
are unique individuals who may not represent or
speak for the entire group
• Today, we can change our thinking to make certain
we treat everyone with the same degree of respect
and fairness
We Can Meet the Challenges!
• Know the success of your workplace depends
on contributions from everyone
• Be open and respectful to everyone
• Learn more about yourself – and others
• Expect to deal with people who may not always
agree with your personal beliefs and values
We Are All in this Together
• We are all interdependent, like branches on a
tree
• Respecting differences gives our company a
competitive edge and increases productivity
• Respecting diversity creates an environment of
equal opportunity – for everyone
Our Diversity… The Root of Our
Success
Creating a productive and harmonious workforce is an
ongoing challenge, yet it is an exciting opportunity for all of us
Bringing people from many backgrounds together in the
workplace provides a greater diversity of talents, skills, ideas
and viewpoints
Learning more about each other brings a sharper awareness
of our similarities, creating a better workplace and a more
beautiful world
MGMT332
Diversity in Business
Micro Aggressions
What are Microaggressions
• Microaggressions are the everyday verbal,
nonverbal, and environmental slights, snubs, or
insults, whether intentional or unintentional,
which communicate hostile, derogatory, or
negative messages to target persons based
solely upon their marginalized group
membership.
What Do Microaggressions Look Like?
• While microaggressions are generally discussed from
the perspective of race and racism, any marginalized
group in our society may become targets: people of
color, women, LGBT persons, those with disabilities,
religious minorities, and so on.
• Some sample microaggressions and their hidden
meanings are given below.
Racial Microaggressions
• A White man or woman clutches their purse or checks their wallet as a
Black or Latino man approaches or passes them. (Hidden message:
You and your group are criminals.).
• An Asian American, born and raised in the United States, is
complimented for speaking “good English.” (Hidden message: You are
not a true American. You are a perpetual foreigner in your own
country.)
• A Black couple is seated at a table in the restaurant next to the kitchen
despite there being other empty
• and more desirable tables located at the front. (Hidden message: You
are a second-class citizen and undeserving of first-class treatment.)
Gender Microaggressions
• Gender Microaggressions:
?
?
?
An assertive female manager is labeled as a “b” while her male
counterpart is described as “a forceful leader.” (Hidden message:
Women should be passive and allow men to be the decision
makers.)
A female physician wearing a stethoscope is mistaken as a nurse.
(Hidden message: Women should occupy nurturing and not
decision-making roles. Women are less capable than men).
Whistles or catcalls are heard from men as a woman walks down
the street. (Hidden message: Your body/appearance is for the
enjoyment of men. You are a sex object.)
Detrimental Forms Of Microaggressions
• The most detrimental forms of microaggressions are usually
delivered by well-intentioned individuals who are unaware
that they have engaged in harmful conduct toward a socially
devalued group.
• These everyday occurrences may on the surface appear
quite harmless, trivial, or be described as “small slights,” but
research indicates they have a powerful impact upon the
psychological well-being of marginalized groups and affect
their standard of living by creating inequities in health care,
education, and employment.
Additional Forms of Microaggressions
•
Microaggressions can be based upon any group that is marginalized in this society.
Religion, disability, and social class may also reflect the manifestation of
microaggressions. Some of these examples include the following.
•
When bargaining over the price of an item, a store owner says to a customer, “Don’t
try to Jew me down.” (Hidden message: Jews are stingy and money-grubbing.)
•
A blind man reports that people often raise their voices when speaking to him. He
responds by saying, “Please don’t raise your voice; I can hear you perfectly well.”
(Hidden message: A person with a disability is defined as lesser in all aspects of
physical and mental functioning).
•
The outfit worn by a TV reality-show mom is described as “classless and trashy.”
(Hidden message: Lower-class people are tasteless and unsophisticated.)
What We Can Do to Avoid
Microaggressions
• “Because microaggressions are often communicated through
language, it is very important to pay attention to how we talk,
especially in the workplace and other social institutions like
classrooms, courtrooms, and so on,” Christine Mallinson,
professor of language, literacy, and culture at the University
of Maryland, Baltimore County, told Business Insider.
• Since microaggressions are so subtle, it’s often hard to know
if you’re committing one or if you’re on the receiving end.
Watch the Video
• Please review the following videos on
microaggression. Include your thoughts in your
diversity journal.
• https://www.youtube.com/watch?v=cPqVit6TJjw

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