DIVERSITY AND

INCLUSION IN THE

WORKPLACE

HOW DOES DIVERSITY OPERATE ?

The main operation of diversity is described through research on category
prototypes and in person perception, describing uncommon
characteristics and dividing the society into groups based on their
attitudes.
The social identity theory by Tajfel in 1978, states that individuals are
motivated by groups they belong to, in their actions they are looking for
constant validation and distinctiveness within the group.
The self-categorization theory by Turner in 1986, states that social
categories become salient as individuals learn to identify their identities,
themselves, and others as unique entities.
The similarity-attraction paradigm by Byrme in 1971, Berscheid, and
Walster in 1978, explains with a conceptual explanation the diversity
processes, stating that individuals feel the need to interact with other
individuals that share similar characteristics.
The value-in-diversity-hypothesis by Cox&Blake in 1991, states that
categorical dissimilarity engenders differences in knowledge, meaning that
groups with a broader diversity are more likely to perform better in terms
of problem solutions.
HOW TO MANAGE DIVERSITY ? (c) Disparity, or differences in access to, or ownership of,
WHAT IS DIVERSITY ?
Diversity refers to any compositional differences among
people within a work unit. Factor or categorical approaches
consider diversity to be a personal attribute of individuals
which form the basis for identity distinctions within groups.
Observable characteristics, such as gender, race, and age,
are included in one category, while less observable
differences, such as education, organizational tenure, and
functional background, are subsumed in another.
Fundamental diversity types:
(a) Separation diversity- which illustrates differences in
values, beliefs, and attitudes, and signals perceptual
disagreement between unit members.
(b) Variety diversity, or differences in the knowledge,
networks, and experiences of unit members, which are
reflective of unique or distinctive sources of information
within the unit.

- - - - - - - - - -Non- minority
- - -job-seekers
- -are- valued resources such as privilege, status positions, and pay.

Minorities are more

attracted to organizations
with minority
representatives. Minority
job seekers respond more
positively to recruitment
messages about diversity.
more attracted to
organizations that express a
value for diversity
Organizations tend to introduce
diversity training without such
organizational, operational, or
personal analysis

" "
?
WHAT DOES

THE P IN DIVERSITY

DIVERSITY DO
The shannon-Wiener index is Diversity explores effects on group processes: Observable diversity (Negative
influences such as cohesion and communication) and less observable (Positive effects
basically a measure of uncertainty, on such processes)
and high uncertainty would indicate Conflict is a key explanatory variable in the relationship between diversity and group
high diversity. The index itself is performance
Types of conflict:
used to characterize diversity in the - Including task conflict derived from ideas and perspectives related to the group's
work
community where the measurement - Process conflict derived from logistical concerns in completing the work relationship
conflict derived from interpersonal and other non-work issues
is taking place with richness, - Such research reveals the relationship between diversity, conflict, and group
effectiveness
divergence or evenness - Social category diversity, increases all three types of conflict in. groups
Diversity is linked to relationship conflict. Diversity- performance relationship suggest
the categorization of diversity characteristics is essential to understanding
synergisticrom heterogeneity has focused on team-level outcomes. Also, diversity-
performance relationship at the firm level of analysis, conceptualization, and
operationalization of diversity, indicator of perfomance, and intervening variables

This will allow people to explore their emotional side

DIVERSITY EFFECTS
Diversity has several point to make in its
potential effects that it may cause in the
workplace in individuals lives, in the study
it was evident that it was found
particularly deep into peoples personality.
This includes that identity expression and
self esteem is more prominent in the
willingness to interact with other people.
Diversity programs have also resulted in
people are becoming more constructive
and productive in their communication
skills and ability to get things done. Not
only in those specific areas but also in the
research diversity has an deep effect on
peoples well being in the long run and
emotional management.
to be able to understand it better and cope with it
more since people have different people have
different ways of being able manage their emotions in
the workplace. In the paper it also mentions “Hebl &
King2013), research to explore the role of such
manifestations in the relationships between diversity
and group processes may enhance our ability to
predict group process outcomes.”
This could potentially have a say in how we see
diversity in the sense is that it is used for obviously
the common goal and outcome however developing
different insights in people to reach the common goal
while making the more apdt to the task in the end.

DIVERSITY MODELS
WHERE SHOULD

It helps us identify each individual by the

DIVERSITY GO ? diversity in the workshop. Looking at how each
Diversity should absorb both
externally and self-imposed identities,
this will capture the multifaceted,
which is composed of a group of
people that have different goals and
aspirations, and the layered nature of
intraindividual identity, both actions
will create an adaptation to assess
different aspects, issues, or attributes
across the working area.
of the areas might combine to have abetter
effiiency with others. One example might be the
political parties might work with historical
events. The reason to do this is to identify the
speciallity and the way in which someone can
work better.
It also helps to introduce diverse management
into industries.
While it helps to identify which people have a
hard time working together. If someone
identifies both the good and the bad side thn
the efficiency will increase.