A MODEL WITH METHODS AND PROCEDURES FOR ANALYZING DIVERSITY 1

A Model with Methods and Procedures Ior Analyzing Diversity
Roberta Orr
Business 610
Darin Molnar
May 30, 2011












A MODEL WITH METHODS AND PROCEDURES FOR ANALYZING DIVERSITY 2

In order to analyze diversity you need to know what diversity is and why it is important.
Diversity can be deIined in many diIIerent ways. Diversity is a commitment to recognizing
and appreciating the variety oI characteristics that make individuals unique in an atmosphere
that promotes and celebrates individual and collective achievement.
Examples oI these characteristics are: age; cognitive style; culture; disability (mental,
learning, physical); economic background; education; ethnicity; gender identity; geographic
background; language(s) spoken; marital/partnered status; physical appearance; political
aIIiliation; race; religious belieIs; sexual orientation (The Universitv of Tennessee Libraries
Diversitv Committee). Diversity in an organization is important because diversity is the
Ioundation that organizations build on in order to reach and connect with not only in national
According to Kinicki and Kreitner 2010, there are Iour levels oI diversity; personality,
internal dimensions, external dimensions, and organizational dimensions. Each oI these needs
to be understood and addressed by Human Resource when hiring someone Ior a speciIic
position and understood by management aIter someone is hired. Part oI the hiring process
should include a screening that allows Ior the hiring oI someone that suits the position. For
example, iI you need a Iront desk person, you want someone that knows how to interact with
and manage people. This person also needs to be able to work well with others in the
organization. The internal dimensions, age, race, ethnicity, physical ability, sexual orientation,
and gender, are things that people have no control over and should be considered in limited
situations. II you are manning the Iront desk in Germany, you need to be able to speak
German, iI you have all the other skills necessary to do the iob, you should be considered Ior
the position. Internal Dimensions should be considered only with respect to the physical
limitations that they place on a person`s ability to do the iob eIIectively.
A MODEL WITH METHODS AND PROCEDURES FOR ANALYZING DIVERSITY 3

External Dimensions are geographic location, marital status, parental status,
appearance, work experience, educational background, religion, recreational habits, personal
habits, and income ( Kinicki and Kreitner 2010). In the case oI External Dimensions, there are
some instances where these dimensions are important. II you have the experience, education
and educational background, you need to be considered Ior the position being oIIered. II you
are looking Ior someone to work the Iront desk, you need them to be neat and clean, thereIore
physical appearance is important. Being overweight, however, should not be an impediment to
getting the position iI the overweight person is qualiIied. Sometimes an organization needs
speciIic qualities and Human Resources need to be targeting those qualiIications. The Internal
Dimensions should not be a consideration unless it would be physically impossible Ior the
candidate to do the iob.
Organizational Dimensions are; Iunctional level/classiIication, management status,
union aIIiliation, work location, seniority, division/ department/ unit/ group, and work content/
Iield ( Kinicki and Kreitner 2010). This is where management needs to be very proactive in
ensuring and promoting diversity. When diversity is managed eIIectively, all employees are
able to work to their Iullest potential. EIIective diversity management hinges on having open
lined oI communication within the entire organization. Management needs to listen to not only
other managers, but the 'Iloor people¨ also. Lower tiered workers need to Ieel comIortable
communication with others in their strata as well as with management. They need to know that
they are valued and will be listened to.
All members oI the organization need to be working Ior the betterment oI the
organization. This can be done by emphasizing the big picture and how each member oI the
organization in a vital member oI the team. Organizations need to make each member oI the
A MODEL WITH METHODS AND PROCEDURES FOR ANALYZING DIVERSITY 4

organization aware oI how the skills and talents oI each member oI the organization beneIit
the individual as well as the organization. Diversity should be emphasized as a source oI pride
Ior the organization and poor behavior with respect to diversity needs to be dealt with
immediately.
There are 10 barriers and challenges to managing diversity that management needs to be
aware oI (Kinicki, Kreitner 2010). Each oI these barriers can be dealt with through education,
enIorcement and exposure. Education trains management and the members oI the organization
to understand and accept diversity within the organization. Education also teaches
management and members the ways that diversity beneIits the organization, society and the
individual members oI the organization. EnIorcement is making sure that diversity is a part oI
the organization and education and training is ongoing. It is also setting consequences Ior
noncompliance to the rules. Exposure is having management and members oI the organization
exposed to people that are Irom diIIerent culture. This can be done as part oI education.
How does and organization analyze it`s diversity?
This Iirst step is to assess the communication oI the members oI the organization. The
lower tiered people need to have an open line oI communication with management and they
need to be treated with respect as well as seriously listened to. The members oI management
need know their employees and they need to be aware oI the skills that they bring to the iob.
Management needs to give credit to members oI the organization that contribute to the
organizations success. Records can show that this in or is not being done. There needs to be a
sincere commitment by all leadership in the organization to value all employees. An
atmosphere oI mutual respect has to be nurtured. Employment records need to be routinely
reviewed to make sure that the organization is not Iailing to hire or promote because oI Iaulty
A MODEL WITH METHODS AND PROCEDURES FOR ANALYZING DIVERSITY 5

reasoning. The organization needs to review its training to see iI it is eIIective. Promotion and
retention rates need to be reviewed periodically to see iI the organization has a large turnover
Ior diverse population oI employees.
25le2enting results fro2 an analysis of Cultural Diversity in a diversity training
5rogra2
The Iirst thing to do is hire someone that specializes in helping organizations increase
diversity in the workplace. II you have a problem with your heart, you go to a cardiac
specialist. You do not try to treat yourselI. That could be deadly. Although management is
under pressure to make more improvements without spending more, it is less costly in the long
run to have a specialist do the iob that they specialize in. The next thing that you have to do is
Iollow instructions that the specialist gives. Most importantly, leadership needs to cultivate an
atmosphere oI mutual respect and encourage an open line oI communication between diIIerent
departments, diIIerent tiers oI the organization and amongst all the employees. Leadership
needs to make sure everyone Ieels valued and everyone understands the importance oI the
contributions Irom each person, and how each person brings a diIIerent perspective to each
situation. This can only be done through mandatory education Ior everyone in the organization
and modeling oI appropriate behavior by leadership. Leadership needs to be in touch with all
members oI the organization so that ideas can be voiced and shared. Leadership needs to take
seriously any reports oI harassment or inappropriate behavior and act accordingly and
consistently aIter a thorough investigation. Leadership needs to come together at a regularly
scheduled time to brainstorm about how to recruit diverse talent.
Organizations can promote and encourage diversity by getting involved in social causes,
Iund education, monitor their policies and practices so that their organization attracts diverse
A MODEL WITH METHODS AND PROCEDURES FOR ANALYZING DIVERSITY 6

people that want to work Ior them. Organizations can make themselves more attractive to
diverse populations by being involved in and supporting programs that help diverse
populations to help themselves.

















A MODEL WITH METHODS AND PROCEDURES FOR ANALYZING DIVERSITY 7

ReIerences
Bennett, R., Aston, A., & Colquhoun, T. (2000). Cross-Cultural Training: a critical sstep
in ensuring the succerss of international assignments. Human Resource
Management, 39, 239-289.
Herring, C. (2009). Does Diversity Pay?: Race. Gender, and the Business Case for
Diversity. Sociology Review, 74(2), 208-215. Retrieved from www.proquest.com
Kinicki, A., & Kreitner, R. (2010). Organizational Behavior, Key Concepts, Skills & Best
Practices (4th). New York, NY: McGraw Hill.
Kulik, B. (2004). An Affective Process Model of Work Group Diversity, Conflict, and
Performance: a Paradigim Expansion. Organizational Analysis, 12(3), 271-296.
Retrieved from Pro-Quest.com

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