Understanding Diversity in the Workplace

• Two main aspects of diversity are acceptance and respect.
• Variables of diversity include age, sex, gender, ethnicity, education, and religion

Concepts of Diversity

• Van Knipperberg and Schippers (2007) define diversity as a social grouping with objective and subjective differences.
• Carrell (2006) suggests variables influence job performance and relationships in the workplace.
• Kim, B.Y. (2006) states diversity encompasses a wide range of differences based on organizational resources.
• Soni and Vidu (2000) define diversity as individual differences based on variables that include physical and mental impairment.
• Wentling and Palma Rivas (2000) state diversity includes coexistence of workers with different lifestyles and physical appearance.
• Jehn, Nortcraft, and Neale (1999) define diversity as differences in personal and functional characteristics within organizations.
• Kundu and Turan (1999) define diversity as the cohabitation of individuals inside a business.
• Griggs (1995) states diversity comprises all compilations of variables that distinguish one person/group from another.

Features of Diversity

• Multidimensionality encompasses visible and unseen human aspects.
• Inclusion encompasses both differences and similarities in individuals.
• Diversity can be an advantage if handled carefully, but mishandling can lead to negative consequences.

Dimensions of Diversity

• Loden used a concentric circle to depict the dimension of diversity.
• The innermost circle consists of 9 core aspects of identity, such as class, gender, age, ethnicity, income, spiritual beliefs, sexuality, and physical abilities, that significantly shape values and self-image. These aspects are considered "innate".
• The outer circle includes secondary characteristics which are considered "learnt," such as job experience, communication and cognitive styles, political views, education, geographic location, organization level, military experience, work style, first language, and family status.
• Griggs categorizes diversity into primary and secondary dimensions.
• Primary dimensions are inborn and relatively constant aspects such as age, ethnicity, gender, physical abilities, race, and sexual orientation. These are "unalternable".
• Secondary dimensions are changeable. including education, geographic location, marital/parental status, religious beliefs, work experience, and military service. These are "alterable".
• John Hopkins: The center or internal wheel represents internal dimensions, which are permanent and visibly impact identity.
• The outermost or external wheel includes acquired dimensions, which change over time due to experiences.

Common Types of Diversity

• Internal diversity refers to aspects a person is born with, such as sex, race, trait, ethnicity, characteristic, gender, sexual orientation, nationality, or physical ability.
• External diversity includes any socioeconomic status, experience, education, circumstance, marital status, religion, appearance, or location that helps define a person's identity.
• Organizational diversity is related to job function, work experience, seniority, department, or management level within an organization.
• Worldview diversity encompasses beliefs, political affiliations, perspectives, culture, and experiences, contributing to an innovative, inclusive, and forward-focused work environment.

Responses to Diversity

• Exclusion: Individuals/groups are deliberately excluded from spaces, jobs, or opportunities.
• Denial: Some people ignore cultural diversity.
• Suppression: Individuals are encouraged to suppress their cultural differences to fit in.
• Segregation: Groups are separated into specific roles/departments based on diversity characteristics.
• Assimilation: Converts diverse individuals to conform to the dominant culture.
• Tolerance: Differences are recognized but kept at a distance to avoid conflicts.
• Connection: Establishes healthy relationships to overcome diversity challenges.
• Promoting Mutual Adaptation: Individuals embrace and comprehend cultural differences.

Cultural Diversity

• Cultural diversity is any significant difference in an individual's behavior within a culture.

Concepts of Cultural Diversity

• First Concept: It is specific and contextual, covering many apparent and hidden traits.
• Second Concept: A person's distinctive set of traits that they share with others.
• Third Concept: Collective shared traits that vary from those of another group.

Challenges of Cultural Diversity

• Communication: Linguistic and cultural hurdles can cause misunderstandings, poor teamwork, and conflicts.
• Employee Resistance to Change: Many employees resist diversity initiatives due to comfort with traditional methods.
• Workplace Diversity Implementation: Enforcing diversity policies may be challenging due to initial resistance or disagreement.
• Diversity in Workplace Policy Implementation: Diversity training must be embedded into every aspect of company policy and culture.

Benefits of Cultural Diversity

• Improved Customer Service – Employees from diverse backgrounds understand and serve a wider range of customers better.
• More Approaches to Problem Solving – Diversity leads to a broader set of perspectives, enhancing problem-solving and innovation.
• Greater Tolerance for Different Views – Fosters an inclusive and accepting environment.
• Improved Adaptability – Companies with diverse teams quickly respond to changing market needs and competition.
• Valuing Justice & Individual Contributions – A work environment encourages employees to share their unique perspectives, where they feel safe, comfortable, and appreciated.
• More Inventions – Diversity enhances creativity by incorporating different viewpoints into problem-solving.
• Enhanced Company Image – A company that values diversity builds a strong brand reputation, attracting investors, customers, and employees.