1. Work Force Diversity--A Definition
   1. Dimensions of diversity
      1. Primary dimensions are core elements about a person that cannot be changed, such as age, gender, race, physical traits, and sexual orientation
      2. Secondary dimensions are those elements that can be changed or modified, such as education, parental status, marital status, religious beliefs, work experience, or income
2. Prejudiced Attitudes
   1. How prejudicial attitudes are formed and retained
      1. Childhood experiences
      2. Ethnocentrism
      3. Economic factors
3. The Many Forms of Discrimination
   1. Gender
   2. Age
   3. Race
   4. Religion
   5. Disability
   6. Sexual orientation
   7. Subtle forms of discrimination
   8. What can you do?
4. The Issue of Valuing Diversity
   1. The economics of valuing diversity
5. Managing Diversity
   1. What individuals can do
      1. Learn to look critically and honestly at myths and preconceived ideas you were conditioned to believe about others
      2. Develop sensitivity to differences
      3. Develop your own diversity awareness program
   2. What organizations can do
      1. Organizational commitment: Make sure top management is committed to valuing diversity and promotes that commitment through the ranks as a process, not an event
      2. Employment practices: Constantly review standards of recruiting, hiring, and promoting. Establish a way to monitor nondiscriminatory policies and provide top management with regular reports
      3. Training and Development: Give managers and employees the information they need to work effectively with their diverse coworkers
   3. Affirmative Action: Yesterday and Today
      1. Affirmative action plans
      2. Affirmative action debate goes on
         1. Preferences are discriminatory
         2. Preferences do not make sense, given changing demographics