Diversity in the Workplace Wiki!

Welcome to Your New Wiki!

This Wiki Space has been created for Diversity in the Workplace class. The intent is to create an ongoing web page that is a collaborative effort by the entire class that will be a take-away for each student on the material, concepts and theories we have learned in regards to Diversity in the Workplace. Basically something we have created together to be proud of and something to keep in your personal portfolios and memoirs.

What is Diversity in the Workplace

According to Wikipedia.org the "business case for diversity", theorizes that in a global marketplace, a company that employs a diverse workforce (both men and women, people of many generations, people from ethnically and racially diverse backgrounds etc.) is better able to understand the demographics of the marketplace it serves and is thus better equipped to thrive in that marketplace than a company that has a more limited range of employee demographics.

An additional corollary suggests that a company that supports the diversity of its workforce can also improve employee satisfaction, productivity and retention. This portion of the business case, often referred to as inclusion, relates to how an organization utilizes its various relevant diversities. If a workforce is diverse, but the employer takes little or no advantage of that breadth of that experience, then it cannot monetize whatever benefits background diversity might offer.


Diversity. What does it Really Mean?
How Does Diversity Impact Business Today?
Workplace Diversity video

Sexual Harassment in the Workplace
AIDS in the Workplace
Age-discrimination in the workplace


Chief Diversity Officer Mary Morton gives a practical approach to Diversity in the Workplace.

Attorney Kathryn Williams gives a legalistic perspective on Diversity in the Workplace.


United States Army Colonel Dorian Stoker gives a military perspective on Diversity in the Army Workplace

Sexual Harassment in Workplace

Team #1 wrote about the increase in male claims of sexual harassment in the workplace in the past 10 years. The research and articles referenced showed how male to male harassment is on the rise and also the role that the recession has played in this increase of claims. Please click on the DISCUSSIONS Tab to be a part of the discussion. Our articles referenced for the paper include the following:

Mattioli, D. More Men Make Harassment Claims. Wall Street Journal. 23Mar2010

Popovich, P. M. and Warren, M. A. The role of power in sexual harassment as a counterproductive behavior in organizations. Human Resource Management Review; Mar2010, Vol. 20 Issue 1, p45-53, p 9.

Hananel, S. Men Are Mad Over Sexual Harassment, Too. Pittsburg Post-Gazette. 06Mar2010, pg. A2.

AIDS in the Workplace

Team #2 research on AIDS in the Workplace revealed some interesting facts. First of all, there is still a stigma related to HIV and AIDS. People with HIV or AIDS may not wish to reveal their status because of fear of that stigma.
However, Japanese run companies in Thailand feel that a diagnosis of HIV/AIDS is "irrelevant", and workers with HIV/AIDS did not pose a risk. They provided yearly education to both employees and employers. What a novel idea!

Our group felt that education was the key to lessening the stigma of AIDS in the workplace.

Our references were:
(Working in the Shadows: Ending Employment Discrimination for LGBT Americans, September 2007) www.aclu.org
The origin of AIDS and HIV and the first cases of AIDS. http://www.avert.org/origin-aids-hiv.htm
What about my rights? Historical Archive. http://www.thebody.com/content/art4947.html
Michinobu,Ryoko. Social Science & Medicine; (Mar2009). “HIV is relevant to our company”: Everyday practices and the logic of relationships in HIV/AIDS management by Japanese multinational corporations in northern Thailand”. Vol. 68 Issue 5, p941-948, 8p.

Age Discrimination in the Workplace

Team #3 discovered that discussions of age discrimination in the work force automatically makes one assume discrimination is directed at the mature workforce, but age-related biases affect both the young and the older worker. Studies and supporting information suggest that there are professions in which “reverse age” discrimination is as much a problem as discriminating against the more chronologically mature worker.

In The Electronic Journal of Academic and Special Librarianship, Chu reports that “…nearly one out of every 10 Librarians is under the age of 30,” (Chu, 2009). Both the younger and older individuals fall into stereotypes further hindering their entrance into the workplace (Santora & Seton, 2008). For the younger crowd stereotyping such as “…they know everything already, they’re less likely to accept constructive feedback …are lazy, are out just to collect a check, … take more time off, partying interferes with work and are not interested in work,” blocks any chance of entrance into the workplace beyond the initial job interview. For the older crowd, and in the minds of prospective employers, older individuals seem reluctant to learn new skills and hesitant to do tasks in different ways, especially when it comes to IT—Information Technology (Weiss, 2009). In our "new age" environment, technology plays a big role where some older workers have not been privileged with that knowledge, while younger workers are considerably experienced at the computer.