EDUC 53

Understanding Diversity
Submitted By:
Jemimah Shane Caryl L. Patac
Angelika Sumalo
Arlyn Pascua
Crystal Jade Padua
Landinila Sarip
Mark Renojo
Loden's Diversity
Wheel
Loden's depiction of important group-based
differences was the Diversity Wheel, a model that
pointed to what is core to our social identities, the
ways in which people derive a sense of self when
identifying with certain groups.
-Core (primary) dimensions
-Secondary dimensions

02
Data Gathering

03
Survey No
14%

Results
1. In relation to Loden's Diversity wheel, would you agree
on the perspectives of Gardenswartz and Rowe's at
changing the original language of core and secondary
diversity dimensions to "internal and external
dimensions" and the addendum of 2 additional Yes
86%
concentric circles- the personality and organizational
dimensions? Yes? Or No?

04
Survey results
Why do you think so?
86% of 30 respondents agreed on the perspectives of Gardenswartz and Rowe's changing the original language of
core and secondary diversity dimensions to "internal and external dimensions" and the addendum of 2 additional
concentric circles—the personality and organizational dimensions. According to them, the new concept can
supplement Loden's perspective and is extremely beneficial to everyone in terms of understanding diversity. The
sense of changing the original language of core and secondary diversity dimensions to internal and external
diversity dimensions appears to be the same; it's just that the original version is too complex, so Gardsenwarts
and Rowe emphasize the separation. Furthermore, they have agreed on the viewpoints of Gardenswartz and
Rowe because they believe that it will be beneficial in the future and that we can diversify to another language so
that we can understand and be united. Each dimension serves a different purpose for each person, so it is still
dependent on the situation. Gardenswartz and Rowe have influenced and broadened the diversity conversation. It
establishes the tone for inclusion by reflecting each individual's reality within the organization. However, 14
percent of the 30 respondents said no, because Loden believes those concepts do not belong in the discussion.
And, according to him, the Gardenswartz and Rowe model is deceptive.
07
Survey results 40
Series 1

3. Personally as you look

30
around, how often do you
see the extent of ability and
disability as dimensions of 20

diversity? 5-Always, 4-Often,

3-Occassionaly, 2- Fair, and 1- 10

Not at all

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 Conclussion
In conclusion, a larger percentage of students agreed with Gardenswartz and Rowe's change
from "core and secondary diversity dimensions" to "internal and external dimensions" than
disagreed. Furthermore, they provide various reasons why they agree, such as how the new
concept can add other features to Loden's perspective that can help every individual
understand diversity; and how it helps to understand oneself in recognizing differences and
respecting one another. There are 36% of students in the survey who answered that they
"occasionally" see the extent of ability and disability as dimensions of diversity. On the other
hand, there is the same percentage between "often" and "fair". And moreover, there is 15% in
"always" and none in "not at all."

Thank you
Hope you learned something