DIVERSITY IS DEFINED AS:
➢ The distribution of differences among the
members of a unit with respect to a common
attribute (Harrison & Klein, 2007).
➢ A group characteristic that reflects the degree
to which there are objective and/or subjective
differences among group members (van
Knippenberg & Schippers, 2007)
➢ Simply, any difference between the members of
the team.
TYPES OF DIVERSITY
• Surface-Level Diversity - characteristics that
are noticeable when you look at someone
“on the surface”. Ex: sex, race, age, weight
• Deep-Level Diversity - attributes that are not
immediately observable. Ex: attitude, values,
personality
Harrison and Klein (2007) proposed that there are
three distinct types of diversity:
• Diversity as Separation - It refers to
differences on a particular attribute such as
attributes, beliefs and values. Ex: Cultural
Values, job attitudes, political beliefs
• Diversity as Variety - It refers to differences in
knowledge, life experiences and information
among team members. Ex: Differing
Professional Background, functional areas
and expertise.
• Diversity as Disparity - It refers to differences
in status or power. It could reflect the
concentration of resources including status,
pay and the prestige of assignments among
team members.
FAULTLINES
➢ More recently, researchers had begun to
examine multiple forms of diversity that can
create divisions within a team, known as
faultlines.
➢ hypothetical dividing lines which divide a
group into subgroups based on the
alignment of team members’ attributes.
➢ Example: A team could have an equal
number of male and female employees.
Faultline on gender might exist.
THEORIES ON DIVERSITY
• Relational Demography Theory (cited by
Pfeffer, 1983) - This represents the earliest works
in the team diversity literature which examined
the basic characteristics of teams. This theory
suggests that people compare their own
demographic characteristics with those of their
own teammates to determine whether they
are similar or different.
• Social Categorization Theory - It is resting on
two ideas: self categorization and social
identity,
a. Self-Categorization Theory – maintains that
people categorize themselves and others
into in-group (those who are similar to them)
and out-group (those who are different from
them) membership based on surface-level
characteristics. It is also called as the
“pessimistic view” of diversity.
b. Social Identity Theory – shows that people
derive part of their self esteem from their
identity groups. Therefore, people tag
positive characteristics in their in-group, and
negative characteristics to their out-group.
• Similarity-Attraction Hypothesis - It predicts that
diverse teams will be less productive than
homogenous teams because homogenous
teams share similar attributes and are more
attracted to working with one another.
• Value in Diversity Hypothesis - It has been
called as the “optimistic” view of diversity. It
proposes may ways in which diversity can
create value for teams and how that value
could overshadow any negative effects of
team diversity, providing a competitive
advantage:
a. Creativity argument – diversity of opinions in
a decision-making process should de-
emphasize conforming to norms of the past
and should spur creativity.
b. Problem-solving Argument – diverse teams
should produce better decisions via a
wider range of perspectives considered
and a more thorough analysis of issues.
c. Cost argument – as organizations become
more diverse, those are able to integrate
diversity more smoothly will realize cost
advantages.
d. Resource-acquisition argument – proposes
that companies with a good reputation for
being inclusive and integrating diversity
well will win with the competition for best
talent.
e. Marketing Argument – diverse companies
with a wealth of cultural information
among employees will be able to better
market their products in foreign markets as
well to domestic subgroups of the
population.
f. System flexibility argument – companies
adopting a multicultural approach to
managing diversity will be less rigid and
more fluid, which will allow them to better
respond to environmental changes.
g. Information-processing perspective –
argues that any time there is a task
 uncertainty, there is a greater amount of
information which must be processes to
accomplish a task and obtain good
performance.
DIVERSITY TERMINOLOGIES
❖ Biases – tendencies, inclinations or feelings,
particularly ones that are preconceived and
lack reasoning; they are often implicitly or
subconsciously driven.
❖ Stereotypes – generalizations or beliefs about
a particular group or its members which are
unjustified because they reflect over-
generalizations and factual errors as well as
misattributions to other groups.
❖ Prejudices – unfair, negative attitude toward
a social group or a person who is
a member of that group.
❖ Discrimination – is to treat someone in a way
less desirable from the way one would
normally treat others because of their group
membership.
DEVELOPMENT OF DIVERSITY THEORIES
Social Categorization Theory
➢ refers to grouping people into categories
based on demographic characteristics
including age, sex, and race among others.
➢ People desire to perceive members of their
own category as superior and engage in
stereotyping, distancing, and disparaging
treatment of people in the out-group. Because
of this, categorization can lead to bias,
prejudice and discrimination.
Henri Tajfel
a Jew who survived the Nazi Holocaust. Due
to his tragic moments of his family not
spared by the Holocaust, he spent his time
studying Psychology.
He became a Social Psychology professor
and dedicated all his efforts to studying why
various groups grow to dislike and even
hate each other.
He, along with his student, John Turner,
developed the theory of social
categorization.
Muzafer Sherif
his works on realistic group conflict theory
explains that there are scarce resources
such as power, prestige, land, money and
other resources which create intergroup
conflict.
He conducted the famous Robber’s Cave
Experiment
Introduced the idea of superordinate goals
or goals that the two different groups have
in common to reduce hostility and promote
cooperation.
Social Identity Theory
➢ It describes the cognitive origins of group
identification.
➢ According to Hogg and Terry, the major
motivations for social identity processes are to
reduce uncertainty and self-enhancement of
one’s own self-concept.
Similarity Attraction theory
➢ predicts that at the individual level, people are
more attracted to others who are similar to
themselves.
Theory of Relational Demography
➢ proposes that the more similar an individual
employee’s demographic characteristics are
to the work groups, the more positive his or her
attitudes and behaviors toward that group will
be.
Modern Racism and Sexism Theories
➢ It argues that people have deep-seated
prejudice but nevertheless behave in socially
desirable ways because they are aware that
old fashioned prejudice is socially
unacceptable. Therefore, they exhibit biased
behavior in subtle ways that are not blatant.
a. Aversive Racism Theory – people have
deep-seated prejudice but feel it is wrong to
have and express such feelings with other
groups.
b. Symbolic Racism Theory – prejudice against
minority groups such as African-Americans is
driven by anti-Black emotions and political
views.
Social Dominance Theory
➢ Developed by Sidanius and Pratto (1999) to
understand how social hierarchies are formed.
➢ The theory suggests that societies generate
and sustain a trimorphic system and that these
systems are typically observed universally
across the world.
• AGE SYSTEM – explains status that older
people have more social power as
compared to children.
• GENDER SYSTEM – represents status such
that men typically have an unequal
amount of political and collective power
compared to women.
• ARBITRARY SYSTEM - of social values
based on things like race, class and
 religion is typically present and represents 3. Health And Survival
levels of social status. 4. Political Empowerment

Social Dominance Theory The Philippines ranked …

➢ the degree to which individuals desire and
support a group-based hierarchy and the
domination of inferior groups by superior
groups.
Critical Race Theory
➢ In the global concept, this theory maintains
that dominant groups within the society can
racialize people of other groups in different
ways at different times.
➢ It further describes that progressive change
around race will only occur when the interests
of the powerful majority happen to converge
with those of the racially oppressed.
Status Construction Theory
➢ It was developed by Cecilia Ridgeway in
1991. The theory asks the question “How do
characteristics of individuals such as sex or
race acquire status value in society?”
➢ It argues that the terms in which people
interact across social groups can cause
shared status beliefs to form and spread
throughout the population.
➢ It relies heavily on the foundation of
expectation-states theory which maintains
that status hierarchy is formed among
members of a group or organization and
that the status of each other person’s
contributions to their shared goals.
➢ It also proposes that inequalities develop in
the distribution of resources among the
population.
• 14th in the Economic Participation and
Opportunity of Women
• 37th in Educational Attainment
• 41st in Health and Survival of Women
• 29th in Political Empowerment
• The Philippines ranks 16th in the world overall for
the quality of life for women
Iceland ranked 1st…
• Country’s generous maternity and paternity
leave policy
• Maternity leave benefits extend up to 90
calendar days
• Paid at a rate of 80% of the women’s regular
wages
• 100% of this benefit is provided by the
government
• Men receive this same benefit in the form of
paternity leave for the birth of a child.
• Married couple is guaranteed a total of six
months maternity and paternity leave
• 80% of their regular wages paid for by the
government

Sex Ratio in the World (2020)

Men Female Sex Ratio
50.4% 49.6% 1.02
3,929,973,953 3,864,824,776 Males to
females
DISCRIMINATION - denying equality of treatment to
individuals on the basis of their group membership.
SEX - refers to one’s biological sex (i.e., male or
female)
LABOR CODE PROHIBITING DISCRIMINATION
GENDER - has more connotation about how is
AGAINST WOMEN
expected to behave as a result of one’s biological
105-Day expanded maternity leave law
sex
➢ Signed into law on February 2019 by
President Rodrigo Duterte, Republic Act
WORLD ECONOMIC FORUM (2020) GLOBAL GENDER
11210 or the Expanded Maternity Leave Law
GAP REPORT 2020
extends the previous 60-day (78 days for
caesarian section delivery for women
Ranks the status of women in countries worldwide
workers in the private sector) paid maternity
and considers four factors:
leave to 105 days.
1. Economic Participation And Opportunity For
➢ The law also entails an option to extend for
Women
an additional 30 days of unpaid leave.
2. Educational Attainment
 Additional 15 days paid maternity leave
shall also be granted to female solo parents.
Magna Carta of Women
➢ RA 9710 is a comprehensive women's
human rights law that seeks to eliminate
discrimination through the recognition,
protection, fulfillment, and promotion of the
rights of Filipino women, especially those
belonging in the marginalized sectors of the
society.
➢ It conveys a framework of rights for women
based directly on international law.
➢ Pursuant to this law is Executive Order 273
that states the approval and adoption of
Philippine Plan for GenderResponsive
Development, 1995-2025.
Republic Act 6725
• An act strengthening the prohibition on
discrimination against women with respect
to terms and conditions of employment,
amending for the purpose article one
hundred thirty-five of the labor code, as
amended.
Section 1. Article One hundred thirty-five of the
Labor Code, as amended, is hereby further
amended to read as follows:
Art. 135. Discrimination Prohibited — It shall be
unlawful for any employer to discriminate against
any woman employee with respect to terms and
conditions of employment solely
on account of her sex.
"The following are acts of discrimination:
a. Payment of a lesser compensation,
including wage, salary or other form of
remuneration and fringe benefits, to a
female employee as against a male
employee, for work of equal value; and
b. Favoring a male employee over a female
employee with respect to promotion,
training opportunities, study and scholarship
grants solely on account of their sexes
ORGANIZATION FOR ECONOMIC COOPERATION
AND DEVELOPMENT - an intergovernmental
economic organization with 36 member countries,
founded in 1961 to stimulate economic progress
and world trade,
THE GLOBAL FENDER GAP REPORT 2020
GENDER WAGE GAP - The difference between
median earnings of men and women relative to
median earnings of men.
• Wage equality for similar work has increased
in high income countries, while it has
declined in developing countries
• understanding, concerned for others, kind,
SENIOR ROLES WITHIN THE ECONOMIC
PARTICIPATION AND OPPORTUNITY DIMENSION
• Over 1/3
• Over 1/5
• Over 1/10
WOMEN POLITICAL EMPOWERMENT
• Global (153 countries) parliament (lower
house seats) – 25% share of congress
women
• Global (153 countries) ministries – 21% share
of women ministries
• Share of countries who ever had a female
head of state in the past 50 years – 47%
percentage of countries where women took
head of state office at least once in the past
50 years
EDUCATIONAL ATTAINMENT GAPS
Women Men
Primary, Not 88% 91%
enrollment Rate
Secondary, Not 66% 66%
enrollment Rate
Tertiary, Gross 41% 36%
enrollment rate
WORKPLACE GAP
• Percent of firms with majority female
ownership – 14%
• Percent of firms with a female top manager
– 18%
• Percent of females in senior roles – 36%
GENDER ROLES - the expectations that apply to a
person based on their socially identified sex or the
characteristics that members of the society assume
persons of a given sex typically posses
STEREOTYPES - are oversimplified ideas of a
particular type of person (or idea, or place) that
many people believe are true. They are often
negative
GENDER STREOTYPES - Differences may also stem
from gender stereotypes related to men and
women. For instance, a stereotypical assessment is
that women belong in the home while men work
and provide support. Stereotypes often lead to sex
discrimination in the workplace.
Stereotypes about male and female behavior
generally involve males playing very active role,
while females play a more subdued and supportive
role.
✓ For example, women are generally
described as nurturing, tender,
helpful and sympathetic.
 ✓ Men, on the other hand, are generally
described as independent, decisive,
ambitious, forceful and aggressive

Empirical studies shown that mixed-sex teams report

more conflict, more interpersonal tension and less
friendly behavior compared to all male teams.
✓ Other studies investigating sex diversity in
teams have also reported process losses, or
inefficiencies that make the team less
productive.
✓ For example, sex dissimilarity among team
members increased perceptions of
emotional conflict and led to reduced
perceptions of team performance.
PROPORTIONS MATTER

TOKENISM - the idea that the person (token) serves

to represent an entire group of
people. There are high proportion of men and a
small number of women –the tokens.

WHEN WOMEN WERE NUMERICALLY FEW THEY:

1. experienced heightened visibility creating
performance pressures,
2. were isolated by the majority who
exaggerated their differences in the face of
women entry in the group, and
3. were expected to act within pre-defined
gender roles

ICE QUEEN - Women who act outside their

prescribed sex roles by exhibiting masculine traits
such as confidence in their abilities and
assertiveness are often thought to be cold
individuals or “Ice Queens”, are personally
derogated.
IRON MAIDENS - women who are agentic
(i.e., confident, take charge) and successful tend to
be derogated and have been described using the
following terms “bitch,” “quarrelsome,” and
“selfish.” Assertive women in the corporate
environment would be categorized as “Iron
Maidens.”