Chapter 2

Workplace Diversity
Diversity
 Managers need to recognize and capitalize on
differences to get the most from their
employees.
 Effective diversity management increases an

organization’s access to the widest possible

pool of skills, abilities, and ideas.
 Differences among people can lead to

miscommunication, misunderstanding, and

conflict.
Levels of Diversity
 Surface-level diversity
◦ Demographics mostly reflect surface-level diversity, not
thoughts and feelings, and can lead employees to
perceive one another through stereotypes and
assumptions.

 Deep-level diversity
◦ As people get to know one another, they become less
concerned about demographic differences if they see
themselves as sharing more important characteristics,
such as personality and values.
Example: Job Ads
Discrimination
 REPUBLIC ACT NO. 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.
 Senate Bill No. 1022ANTI-DISCRIMINATION ACT
◦ Filed on July 22, 2013 by Revilla Jr., Ramon A.
◦ AN ACT PROHIBITING DISCRIMINATION ON THE BASIS OF SEXUAL
ORIENTATION AND GENDER IDENTITY AND PROVIDING PENALTIES
THEREFORE
Types of Discrimination
 Discriminatory policies or practices
 Sexual harassment
 Intimidation
 Mockery and insults
 Exclusion
 Incivility
Type of Definition
Discrimination
Policies or Practices Actions of the organization that deny
equal opportunity to perform or
unequal rewards for performance
Sexual Harassment Unwanted sexual advances (verbal or Female workers are subjected to
physical conduct) that creates a hostile “green” jokes.
work environment
Intimidation Overt threats or bullying directed at
members of specific groups of
employees
Mockery and Insults Jokes or negative stereotypes
Exclusion Exclusion of people from certain job
opportunities, social events,
discussions, or informal mentoring
Incivility Disrespectful treatment, including
behaving in an aggressive manner,
interrupting the person, or ignoring
varying opinions
Examples
Older workers may be targeted for
lay offs.
Model agencies accept young
female models (not older than 20
yrs. old)
Filipino nurses in the U.S. who were
not allowed to speak Tagalog in
hospital premises.
Arab-Americans who have been
asked at work whether they are
members of terrorist organizations.
Many women employees claim that
they are not given enough
responsibilities and thus no
promotion
Female lawyers note that male
attorneys frequently cut them off or
do not adequately address their
comments
 Republic Act 7877
Anti-Sexual Harassment Act of 1995
Source: pcw.gov.ph/law/republic-act-7877

• AN ACT DECLARING SEXUAL HARASSMENT UNLAWFUL IN THE

EMPLOYMENT, EDUCATION OR TRAINING ENVIRONMENT, AND FOR OTHER
PURPOSES.
• In a work-related or employment environment, sexual 
harassment is committed when:
– The sexual favor is made as a condition in the hiring or  in the
employment, re-employment or continued employment  of said
individual, or in granting said individual favorable compensation, terms
of conditions, promotions, or privileges
• In an education or training environment, sexual harassment is
committed:   
– When the sexual favor is made a condition to the giving  of a passing
grade, or the granting of honors and scholarships,  or the payment of a
stipend, allowance or other benefits,  privileges, or consideration   
Biographical Characteristics
 Age
 Sex
 Race and Ethnicity
 Disability
Other Biographical Characteristics
 Tenure
◦ Time spent in a job or organization
◦ If we define seniority as time on a particular job, evidence
demonstrates a positive relationship between seniority
and job productivity

 Religion= faith and belief systems

 Sexual Orientation and Gender Identity
 Cultural Identity

◦ Link with culture of the family ancestry; cultural norms

 Ability
 Intellectual abilities
◦ Are abilities needed to perform mental activities – thinking,
reasoning, and problem solving.
◦ Smart people generally earn more money and attain higher
levels of education.
◦ Jobs differ in the demands they place on intellectual abilities.
 Physical abilities
◦ Research has identified nine basic abilities needed in the
performance of physical tasks
◦ Dynamic strength, trunk strength, static strength, explosive
strength, extent flexibility, dynamic flexibility, body
coordination, balance and stamina
 Dimensions of Intellectual Ability
Dimension Description Job Example
Number Aptitude Ability to do speedy and accurate Accountant; Financial
arithmetic analyst
Verbal Comprehension Ability to understand what is read or Sales person;
heard and the relationship of words to Journalist;
each other Interviewer
Perceptual Speed Ability to identify visual similarities and Detective; Police
differences quickly and accurately
Inductive Reasoning Ability to identify a logical sequence in Market researcher;
a problem and then solve the problem Statistical research
specialist
Deductive Reasoning Ability to use logic and assess the Judge/Magistrate;
implications of an argument. Psychiatrists
Spatial visualization Ability to manage how an object would Architect; Engineer
look if its position in space were
changed.
Memory Ability to retain and recall past Lawyer; Politician;
experiences Teacher
Physical Abilities
Strength Factors

Flexibility Factors

Other Factors
*Body coordination
*Balance
*Stamina
 Implementing Diversity
Management strategies
 Attracting, Selecting and Developing, and Retaining Diverse
employees
◦ Target recruiting messages to specific demographic groups
underrepresented in the workforce.
◦ In the selection process, managers need to value fairness and objectivity
in selecting employees and focus on the productive potential.
 Effective Diversity Programs
◦ Equal employment opportunity and encourage fair treatment
◦ Foster personal development practices that bring out the skills and
abilities of all workers, acknowledging how differences in perspective
can be a valuable way to improve performance for everyone.
 Example: L’Oréal
https://emplify.com/blog/diversity-inclusio
n-culture-examples/

 Beauty company L’Oréal has a presence in 130 countries on five

continents. 
 Respect for multicultural diversity is at the core of this

company’s success.
 L’Oréal sponsors disability awareness workshops in India, pairs

employees with multicultural students in the Netherlands, and

offers training to young adults in vulnerable Pakistan
communities—to name just a few of its many global initiatives.  
 Worldwide, the company is known for offering a robust portfolio

of diversity and inclusion training for employees at all levels

around the world. The company also tops the list for gender
equality: Women at L’Oréal account for 69% of the workforce and
53% of key positions. 
Reference
 Essentials of Organizational Behavior
 13th edition, Pearson
 Author: Stephen Robbins; Timothy Judge