1. What is Diversity?

Mention the types of Diversity seen at a

workplace with examples.
Diversity is the term used for the workplace composed of employees
with varying characteristics, such as different sex, gender, race, ethnicity, sexual
orientation, etc.
Diversity means understanding that each individual is unique, and recognizing
their individual differences.

There are many different types of workplace diversity. In the beginning, the

term diversity was used primarily to address racial and ethnic diversity.

Different types of diversity seen at workplace:

 Cultural diversity
 Racial diversity
 Religious diversity
 Age diversity
 Sex / Gender diversity
 Sexual orientation
 Disability

Cultural diversity
This type of diversity is related to each person’s ethnicity and it’s usually the set
of norms we get from the society we were raised in or our family’s values.
Having different cultures in the workplace is more common in multinational
companies.

Race diversity
Race has to do with a person’s grouping based on physical traits (despite the
dominant scientific view that race is a social construct and not biologically
defined). Examples of races are Caucasian, African, Latino and Asian.

Religious diversity
This type of diversity refers to the presence of multiple religions and spiritual
beliefs (including lack thereof) in the workplace.

Age diversity
Age diversity means working with people of different ages and, most
importantly, generations. For example, millennials, GenZers and GenXers can
coexist in the same workplace.
Sex / Gender / Sexual orientation
Sex and gender can be used in the traditional sense of male and female
employees. For example, you may sometimes hear the term “gender balance”
used by companies trying to achieve a 50-50 balance between employees who
identify as male and employees who identify as female. But, as gender is
increasingly redefined, the term “gender diversity” may be more appropriate,
since there are multiple variations in gender and sexual orientation.
2. What is discrimination?
Discrimination, the intended or accomplished differential treatment of persons
or social groups for reasons of certain generalized traits. The targets
of discrimination are often minorities, but they may also be majorities, as black
people were under apartheid in South Africa. For the most part, discrimination
results in some form of harm or disadvantage to the targeted persons or groups.
An ever-growing number of terms have been coined to label forms of
discrimination, such as racism, sexism, anti-Semitism, homophobia,
transphobia, or cissexism (discrimination against transgender persons), classism
(discrimination based on social class), lookism (discrimination based on
physical appearance), and ableism (discrimination based on disability).

What kind of discrimination can be seen in India or even abroad,

state as many examples as you can, even though all employees are
aware of the dangers of discrimination, why do still some
employees (almost at all levels of hierarchy participate in some or
the other kind of discrimination?
Types of Discrimination at Workplace
In the workplace, everyone deserves to feel safe and comfortable, which is why
our government has important anti-discrimination and anti-harassment laws. As
an employer, it is vital you be aware of the common types of discrimination and
implement policies to minimize their occurrences:

1. Age
Protected under the Age Discrimination in Employment Act, age is a
characteristic often targeted in instances of discrimination. This kind of
discrimination occurs when employers make decisions based on age stereotypes
or preference over merit. For example, if a sales company actively hires the
youngest applicants, this is an example of age discrimination.

2. Disability
According to the Americans with Disabilities Act of 1990, employers may not
turn away qualified professionals due to a serious disability. In fact, many
employers may be required to provide reasonable accommodations for a
disabled hire. The document covers businesses with more than 15 employees.
3. Race
In addition to protecting other characteristics, Title VII of the Civil Rights Act
of 1964 prohibits workplace discrimination based on color or race.
Discrimination is prohibited at every point of the employment process, from the
initial application to future career promotions. Segregation and harassment
based on race are also illegal under this act.

4. National Origin
National origin is protected under the Title VII Civil Rights Act of 1964, along
with several other characteristics. You are not allowed to deny job access due to
an employee’s accent or harass employees based on their national background.
Additionally, English-only rules must be proven to safeguard the functionality
of the business (for example, an English radio station disc jockey).

5. Pregnancy
The Pregnancy Discrimination Act adds to the Title VII Act and prohibits
discrimination based on pregnancy. Under the law, pregnant individuals must be
treated in the same manner as other employees with similar responsibilities. The
law also covers the stipulations of pregnancy leave and on-going health
benefits.

6. Religious
As with race and national origin, religious freedoms are protected under the
Title VII Civil Rights Act of 1964. Employees cannot be fired or hired for
maintaining their personal beliefs. Reasonable accommodations must be made
for religious garb, and you may be required to grant time off for important
religious holidays.

7. Gender/Sex
Sex discrimination occurs when individuals are treated differently based on
their sexual or gender identity. Currently, laws are in place to protect workers
against discrimination based on their sex, but some gender identities are not
protected under these laws. For example, many transgender individuals find
they are not adequately protected under existing legislation.

8. Sexual Harassment
Sexual harassment is a specific form of sex or gender discrimination. In many
cases, it places women-identified individuals in positions of less power.
However, men and others also fall victim to sexual harassment. Sexual
harassment is defined as unwelcome sexual behavior and advances.

9. Sexual Orientation
At the federal level, there exist few protections for queer-identified individuals.
Fortunately, many state have seen fit to implement their own anti-discrimination
laws to protect queer people. Currently anti-discrimination legislation protecting
the queer community is making its way through Congress, which may expand
federal anti-discrimination protection to the queer-identified individuals.

10. Equal Pay

The U.S. Equal Employment Opportunity Commission enforces various equal
pay legislation and acts. Under these laws, you are required to provide equal
compensation for comparable positions, experience and qualifications
regardless of the employee’s race, religion, age, sex, national origin, color or
disability. Failure to do so may leave you open to a discrimination lawsuit.

Now-a-days in India discrimination plays a major role. The discrimination in

favor of or against an employee based on a group, category, or class to which
the individual belongs, rather than on individual merit.
• In the workplace takes place when an employer discriminates against an
employee in relation to work-related decisions, including such issues as hiring,
firing, promotions, and availability of benefits.
• Discrimination in the workplace covers any work related issues, and it is
important for employers to take care that the company handbook, policies, and
practices are uniform, regardless of employee race, gender, ethnicity, age,
religion, or disability. Even a policy that applies to all employees, regardless of
these factors may be illegal if it creates a negative impact on the employees. For
example: if an employer has a hair style policy that applies to all employees, it
may be unlawful if the policy is not job related, and impacts a certain race due
to a predisposition of natural hair types.
• Age discrimination occurs when an employer treats an applicant or
employee less favorably based on his or her age. Age discrimination is most
commonly seen with older employees and applicants, as some employers
attempt to force certain employees into retirement to cut their bottom line, or
refuse to hire applicants over a certain age.
3. Why do we need teams in a business or a workplace?
Teams don't work well without teamwork! Teamwork is important for the
success of all businesses. To have a meaningful and lifelong career, you need to
work well with others which is why teamwork is so important in the
professional world.

It brings new ideas. Businesses need new, fresh ideas to succeed in the

competitive world. You have a unique perspective to bring to the table which
will benefit the business overall. Businesses thrive when they have a diverse
team of people who can contribute individual ideas.
Teamwork helps solve problems. Collaboration within a group can help solve
difficult problems. Brainstorming is a good opportunity for the team to
exchange ideas and come up with creative ways of doing things. By working
together, teams can find the solutions that work best.
It's supportive. Teamwork creates a system to ensure that deadlines are met
and that there's high quality work. When one team member falls behind, there's
another to pick up the pieces. When work is divvied up among members of a
team, it gets done faster, making the overall business operate more efficiently.
Your team will develop a sense of comradery as you work toward a common
goal.
Teamwork builds morale. You'll feel that your work is valued when you
contribute to something that produces results. If you offer an idea that helps
improve productivity, such as a new filing system, confidence and trust is built
within the team. Each team member has something special to offer. By working
together, members of a team feel a strong sense of belonging and deep
commitment to each other and the common goal.
What are some common behaviour of people or team members?
Give 2-3 examples for your answer.

The five behaviors are Trust, Conflict, Commitment, Accountability and

Results. Expressed as a pyramid with Trust as the foundation and Results as the
acme of teamwork, it is easy to see how these behaviors identify and create
maximum cohesiveness and productivity.

1. Trust is when team members are genuinely transparent and honest with
each other and are able to build “vulnerability-based” trust—which
means they can share any information without a concern that it will be
mocked, dismissed or used against them in the future.
2. Conflict is constructive in teams when it can be expressed in an
unfiltered, productive debate of ideas and possible options.
3. Commitment occurs when there have been effective levels of Trust that
allow unfiltered debate, leading to full buy-in and commitment to
decisions.
4. Accountability is possible when everyone is committed to a clear plan of
action. They will be more willing to hold one another accountable, even
to the extent that direct reports feel comfortable holding their own boss or
leadership accountable.
5. Results—collective results—are the ultimate goal of building greater
Trust, healthy Conflict, Commitment and Accountability.
Mention any 5 important do's and don'ts for someone working in
a team.
Do's

1. Be considerate. Stimulate others, by asking questions and making

suggestions without pressuring them.
2. Support the ideas of other people vocally. Silence may be understood as
tacit approval or may be interpreted as apathy or disdain. When you like
someone's idea, say so.
3. Be aware of others' feelings. If feelings are getting in the way of the
issues, address the feelings first and the issues second.
4. Listen actively. Make sure that you understand the ideas of others.
Paraphrase these ideas, as you understand them, in order to make sure
you've got the message-and to help spur others on to refinements and new
ideas.
5. Invite criticism of your own ideas and work You can help to establish an
open and therefore productive atmosphere by making it clear that you
know your ideas are tentative and not necessarily perfect. Give
permission to others to help you refine your ideas and writing.
6. Accept that others are imperfect too. Particularly, be aware that
communication breaks down in the best of groups. If someone
misunderstands you, don't get exasperated or angry, and don't try to
assign the blame for the breakdown in communication. Simply restate
your idea: "I guess I didn't make myself clear.
7. Feel free to disagree with the ideas of others and to critique the work of
others but lay off the people. Don't identify peoples' names with ideas that
you are criticizing.
8. Remember that any non-obvious ideas initially appear strange, but that
most of the best ideas are not immediately obvious.

Don'ts

1. Don't continually play the expert. Play a variety of roles.

2. Don't pressure people unnecessarily.
3. Don't punish people for their ideas.
4. Don't continue an argument after it becomes personal-either for you or for
your fellow group member.
5. Don't give in too easily when your ideas are criticized. The excellence of
the group is a product of constructive conflict. Don't fall prey to
"groupthink" sacrificing high level thinking for the sake of group
cohesiveness.
How to manage difference member?
Students who are blind or visually impaired have a number of people on
their team, including parents, teachers, counsellors, doctors, and other
professionals. Different professionals use different assessments, and sometimes
the findings can be very different. Some may have a limited viewpoint of your
child’s capabilities, or they may have biased expectations based on a medical
diagnosis.

While resolving such differences in opinion might be stressful for the parties
involved, it also presents an opportunity to further discuss the educational needs
of your child. Here are some strategies to help resolve differences of opinion
regarding the visual abilities and needs of a visually impaired student.

 Find a common ground. A discussion about a difference of opinion

should always begin with finding the common ground for each party. For
example, wanting the best education program for the student is something
everyone can agree on. If each party agrees that this is the intended goal,
getting everyone to work together on behalf of the student is a good way
to encourage positive problem-solving.
 Create a positive environment. Honest and respectful communication is
the key to resolving differences of opinion about a student’s capabilities
and needs. Remarks that do not contribute to the positive progress of the
conversation should be avoided. Avoiding negative remarks is especially
important if your child is present during the meeting.
 Support opinions with objective data. Statements about a student
should be accompanied by examples of student behaviour. In many cases,
differences of opinion may be supported by examples on either side. For
example, a student may demonstrate different behaviour at home and at
school. Although both viewpoints may be entirely accurate, people may
try to discount one viewpoint over the other. However, it is important to
learn from the different points of view because each individual might
learn something new about the student.
 Discuss timelines. If different strategies are recommended by different
parties, it may be helpful to establish a time period during which one
strategy is used at a time. Progress should be noted so that the strategy
can then be evaluated for its effectiveness.
4. What is Social media & give examples of the same?

Social media is computer-based technology that facilitates the sharing of ideas,

thoughts, and information through the building of virtual networks and
communities. By design, social media is internet-based and gives users quick
electronic communication of content. Content includes personal information,
documents, videos, and photos. Users engage with social media via computer,
tablet or smartphone via web-based software or web application, often utilizing
it for messaging.

Many individuals will use social media to stay in touch and interact with friends
and family, while others use it to communicate with different communities.
Many businesses will use social media as a way to market and promote their
products. In addition, business to consumer (B2C) websites include social
components, such as comment fields for users. Other tools have been created to
aid in tracking the number of mentions and brand perception.

Social media has become larger and more accessible thanks to access to mobile
applications, with some examples of social media including Twitter, Facebook,
LinkedIn.
Mention 2 examples where using social media can be risky for you
or lead to wrong usage of it from Capgemini point of view.
Social networking sites are applications and, as such, are generally not a
problem for organizations. It is the people who use them that are a cause for
concern. Social networkers, if one can call them so, are the root of five
problems for an organization that allows social networking at work.

Productivity
One reason why organization on social networking in the workplace is the fact
that employees spend a great deal of time updating their profiles and sites
throughout the day. If every employee in a 50-strong workforce spent 30
minutes on a social networking site every day, that would work out to a loss of
6,500 hours of productivity in one year! Although this may be a generalization,
organizations look very carefully at productivity issues, and 25 hours of non-
productive work per day does not go over well with management. When you
factor in the average wage per hour you get a better (and decisive) picture.

There is also an effect on company morale. Employees do not appreciate

colleagues spending hours on social networking sites (and others) while they are
functioning to cover the workload. The impact is more pronounced if no action
is taken against the abusers.

Resources
Although updates from sites like Facebook or LinkedIn may not take up huge
amounts of bandwidth, the availability of (bandwidth-hungry) video links
posted on these sites creates problems for IT administrators. There is a cost to
Internet browsing, especially when high levels of bandwidth are required.

Viruses and Malware

This threat is often overlooked by organizations. Hackers are attracted to social
networking sites because they see the potential to commit fraud and launch
spam and malware attacks. There are more than 50,000 applications available
for Facebook (according to the company) and while FaceBook may make every
effort to provide protection against malware, these third-party applications may
not all be safe. Some have the potential to be used to infect computers with
malicious code, which in turn can be used to collect data from that user’s site.
Messaging on social networking sites is also a concern, and the Koobface worm
is just one example of how messages are used to spread malicious code and
worms.
Mention 2 examples where using social media can be used
effectively as an employee of Capgemini.

Expanding Market Research

Social networking sites give businesses a fantastic opportunity to widen their
circle of contacts. Using Facebook, for example, a small business can target an
audience of thousands without much effort or advertising. With a good
company profile and little in terms of costs, a new market opens up, as do the
opportunities to do business.

Personal Touch
Social networks allow organizations to reach out to select groups or individuals
and to target them personally. Businesses can encourage their customers to
become connections or friends, offering special discounts that would be
exclusive to online contacts. This personal touch is not only appreciated but
may give the business access to that customer’s own network of contacts.

Improve Your Reputation

Building strong social networks can help a business to improve its reputation
with as little advertising as possible. Social networks can boost your image as
thought leaders in the field and customers/contacts start to acknowledge your
business as reliable and an excellent source of information/products that suit
their requirements.

Low-Cost Marketing
Once social networks have become established and people become familiar with
the brand, businesses can use the sites or applications to implement marketing
campaigns, announce special offers, make important announcements and direct
interested people to the specific Web sites. It is mostly free advertising, and the
only cost to the business is the time and effort required to maintain the network
and the official Web site.
Present a real-life story from any industry or company or case
study where an employee of a company misused social media and
state the consequences.

United Airlines drops the ball.

If you've been paying attention to United Airlines, you know the company
hasn't been having a good year. Things started when passengers took (and
shared) video of a man being forcibly dragged off a plane by security when he
was randomly selected and declined to forfeit his seat for airline maintenance
workers.

That alone was enough to cause an uproar on social media and tarnish the
reputation of the brand, but things only got worse when CEO Oscar Munoz
issued a cold, victim-blaming apology in which he praised his employees for
following proper procedures. Proper procedure or not, delicate situations like
this require warmth and understanding -- and United Airlines wasn't prepared to
offer it.

McDonald's trashes the president.

In March, a surprising tweet from McDonald's came out, trashing President

Trump: "You are actually a disgusting excuse of a President and we would love
to have Barack Obama back, also you have tiny hands." As you might guess, it
wasn't McDonald's itself but hackers who published the tweet. The company
took the tweet down swiftly, but the incident showed how vulnerable corporate
accounts can be.
5. What are gossip, backbiting & slandering?
Backbiting is to slander someone in their absence — to bite them behind their
back. Originally, backbiting referred to an unsporting attack from the rear in the
blood sport of bearbaiting.

Gossip is a mass medium or rumour, especially about the personal or private

affairs of others, make false and damaging statements about someone.

Slandering is the legal term for the act of harming a person’s reputation by
telling one or more other people something that is untrue and damaging about
that person.

Do employees indulge in the above 3 things at a workplace? State reasons

for your answer.

When it comes to gossip, these four reasons: fear, belonging, intimacy, and the
desire to work with others who carry their own weight, are all things that can be
handled with some focused time and attention.

We all know that talking about others behind their back is bad. Gossip should
be abhorred. I remember reading in a spiritual text that “backbiting extinguishes
the light of the soul.” That’s deep, and on a practical level, it does.

Gossip is incredibly detrimental to any organization. And, what often gets

missed is why people gossip. But, before we answer the question, “Why do
people gossip at work?” let’s clear one thing up. I truly believe it is the rare
person who chooses to gossip simply to be mean and hurt the reputation of the
person or entity being talked about.

1. People fear the unknown.

If people don’t have information that they want, they fear the unknown and will
try to garner it from others – especially if that information appears to be hidden.
This is why closed-door conversations are so detrimental.

2. People want to belong and be included.

If people believe they don’t have information that others have, they will feel
excluded and on the outside of the “inner circle.” Information is power.
Everyone wants to be part of the team, to be included, and the easiest way to
identify those who are part of a tribe are those who are “in the know.”

3. People crave intimacy and a sense of connection.

I would suggest that because of the rampant pace we live at and the lack of real
deal authentic communication with one another, many people crave a sense of
genuine human connection and intimacy. Gossip is one of the quickest and
easiest ways to connect with another human being. The secrecy, forbidden, and
exclusive nature of confiding in someone something that’s a bit subversive or
judgmental is social superglue. Through the veneer of momentary vulnerability
and trust, the two are bonded. Unfortunately, gossip is a very sloppy second to
real, meaningful connection.

4. People want to work with people they think of as peers.

Meaning, if someone isn’t carrying their own weight, isn’t competent or capable
enough to do their job, or simply isn’t a good culture fit, then there will be
gossip. Rather than being a “narc,” employees will talk both about said
individual and leadership’s lack of awareness/action. And they will talk often.
The longer said individual goes unaddressed, the louder and more embedded the
gossip becomes.
Mention any 3 types of subjects or scenarios where gossiping or
back biting or slandering can take place at a workplace, state
clear example.

State its disadvantages.

It’s only natural for employees to get to know each other. In fact, it’s great for
business if your staff members get along. But over time, during idle hours or
through casual conversation around the water cooler, office gossip can start to
rear its ugly head. The bad news is it’s a toxic part of working life. And it can
have a knock-on effect for your business. Gossip at work can ruin productivity,
spread paranoia, and hinder your ongoing success.

So, in this guide we’ll take a look at how you can stamp out needless
conversation to steer clear of any trouble.

Gossiping co-workers

Your employees do have freedom of speech at work, But the problem is idle
chitchat can sometimes turn nasty.

If staff members resort to gossiping, it can get malicious.

The intent of your employees isn’t always to stir up trouble. But chatter does
have a habit of invading other employees’ privacy.

For example, you hear on the grapevine news about the business’s future, if
someone is getting fired, or rumours about how Friday night drinks went wrong.

Despite the potential for trouble, you must remember that there’s such a thing as
harmless discussions between staff members.

Playful conversation can benefit your organisation. You do want your staff
members to get along, after all.

And if you can build positive relationships that helps colleagues’ bond, then
that’s only a good thing for your business.

This makes it important to maintain a balance between fun discussion and

conversations that damage reputations.
This is because gossip often takes a story, or partial truth, and creates unrealistic
and damaging speculation.

Yakking employees can:

 Destroy trust levels.

 Lower office morale.

 Damage other employees’ feelings.

 Create conflict.

 Undermine your authority and credibility.

 Lead to disciplinary action.

Your busy senior staff can remain oblivious to problems. Managers gossiping in
the workplace can only ever make the matter worse.

Workplace gossip can be very serious, however, if the gossiper has

significant power over the recipient, wrote authors Nancy Kurland and Lisa
Hope Palled in their article “Passing the Word: Toward a Model of Gossip and
Power in the Workplace,” which appeared in the April 2000 issue of The
Academy of Management Review. Some negative consequences of workplace
gossip are:

 Erosion of trust and morale.

 Lost productivity and wasted time.
 Increased anxiety among employees as rumors circulate without clear
information as to what is and isn’t fact.
 Divisiveness among employees as people take sides.
 Hurt feelings and reputations.
 Attrition due to good employees leaving the company because of an
unhealthy work environment.

Disadvantages:

1. Bad Karma
One of the worst effects of gossip is that it will come back to you. If you’re
spreading gossip about someone else, at the same time, someone can also gossip
about you. Probably it’s the same people with whom you’re sharing gossip.

“Treat others the way you want to be treated.” That’s a cliché for a reason. You
could think that you’re talking about something unimportant, but think about
this: maybe the person you’re gossiping about think it’s very important.

2. Gossiping Isolates You

Without doubt gossiping will isolate you. Of course people will continue to talk
to you and you’ll still have friends, however, you’ll be known as the girl who
constantly gossips.

Gossiping reflects badly on you, even if you don’t realize it. People may
secretly resent you. Think about someone you know who gossips a lot. How do
others feeling about him or her?

3. No One Will Trust You

If you constantly gossips, people will stop trusting you at all. Again, friends will
talk to you, but they could hesitate before telling you anything serious,
especially if they know that you will gossip about it. Workmates and family
members could also stop telling you anything they fear could become fodder for
gossips.

4. You Hurt Others

One of the worst effects of gossip is that you can hurt others. If you’ve ever
been the object of gossip or false rumors, you know how harmful it is. You feel
embarrassed, disgraced, and ashamed, even if you haven’t done anything to be
ashamed of.

The fact is that we gossip about people because they make different choices, or
because they do things with which we don’t agree. Stop gossiping about people,
put yourself in their place, and remember a time when you’ve been hurt by
gossip.

5. You Break Promises

Have you ever told something that you promised not to talk about, just because
it’s funny, odd or incredible? Many times I said that I’ll keep this in secret, and
I promised not to tell to anyone, but I’ve always broken my promise.
What about you? Gossips lead to broken promises, even if it’s not your goal.
Very often we end up spreading gossip about someone very close to us,
someone we really love, just because it makes a perfect story.

6. Gossiping Tarnishes Your Honesty

It’s one of a really worst effect of gossip, because your honesty is very
important. If you become known as the girl, who constantly gossips you’ll
gradually lose your honesty.