Diversity

Ch-4
 Definition of Diversity
• Diversity refers to any dissimilarities or
differences that might be present in workforce
at a workplace.
 Benefits of Workforce Diversity
• People Management
• Better use of employee talent
• Increased quality of team problem-solving efforts
• Ability to attract and retain employees of diverse backgrounds
 Benefits of Workforce Diversity
• Organizational Performance
• Enhanced problem-solving ability
• Improved system flexibility
 Benefits of Workforce Diversity
• Strategic Management
• Increased understanding of the marketplace, which improves ability
to better market to diverse consumers
• Potential to improve sales growth and increase market share
• Potential source of competitive advantage because of improved
innovation efforts
Changing Work Place
Types of work place diversity
• Age
• Gender
• Race & Ethnicity
• Disabilities / Abilities
• Religion
• Other
 Age
• Employers have mixed feelings about older workers.
• On the positive side, they believe that older workers bring a number
of good qualities to the job including experience, judgment, a strong
work ethic, and a commitment to doing quality work.
• On the other side, older workers are not being flexible or adaptable
and being more resistant to new technology.
 Gender
• There is no male-female differences exist in problem-solving ability,
analytical skills, competitive drive, motivation, sociability, or learning
ability.
• Working mothers are more likely to prefer part-time work, flexible
work schedules, and telecommuting. They also prefer jobs that
encourage work–life balance.
 Race
• Race as the biological heritage (including
physical characteristics such as one’s skin color
and associated traits) that people use to identify
themselves. Most people identify themselves as
part of a racial group.
 Ethnicity
It refers to social traits—such as one’s cultural
background or allegiance—that are shared by a
human population.
 Disabilities
• Visually impaired person could not be an airline pilot, a person with
severe cerebral palsy (Brain disease) could not be a surgeon, and a
person with profound mobility constraints could not be a firefighter.
• Computer technology and other adaptive devices have shattered
many employment barriers for employees with disabilities.
• Good organization prohibits discrimination against persons with
disabilities and also enable them to effectively perform their jobs.
 Religion
• Many conservative Jews believe they should not work
on Saturdays.
• Some Christians do not want to work on Sundays.
• Muslims do not want to work on Fridays.
 Types of work place diversity
• Others Types of Diversity:
• Socioeconomic background (social class and income-related
factors)
• Team members from different functional areas or
organizational units
• Physical fitness
• Obesity/thinness, job seniority, or intellectual abilities.
• Each of these types of diversity also can affect how
employees are treated in the workplace
 Fair treatment of Employees
• Managers need to ensure that all employees—no
matter the similarities or dissimilarities—are treated
fairly and given the opportunity and support to do
their jobs to the best of their abilities.
 Challenges in Managing Diversity
• Personal Bias : Tendency or preference toward a particular
perspective or ideology. It’s seen as a “one-sided” perspective. Our
personal biases cause us to have preconceived opinions about people
or things. Such preconceived opinions can create all kinds of
inaccurate judgments and attitudes
 Stereotyping
• Stereotyping, a preconceived belief, opinion, or judgment
toward a person on the basis of one’s perception of a group
to which he or she belongs.

• Stereotyping can be based on all the types of diversity we

discussed: race, gender, ethnicity, age, disability, religion,
or even other personal characteristics.
 Discrimination
• Stereotyping can lead to someone treating others
unequally who are members of a particular group.
That’s is called discrimination.
 Glass Ceiling
• Glass ceiling, first used in a Wall Street Journal article, refers
to the invisible barrier that separates women and minorities
from top management positions.

• The idea of a “ceiling” means that there is something

blocking upward movement and the idea of “glass” is that
whatever’s blocking the way isn’t immediately apparent.
Top Management Commitment to Diversity
• Make sure that diversity is part of the organization’s
purpose, goals, and strategies.

• Diversity needs to be integrated into every aspect of the

business—from the workforce, customers, and suppliers to
products, services, and the communities served.
Top Management Commitment to Diversity
• Policies and procedures must be in place to ensure that
grievances and concerns are addressed immediately.

• Organizational culture needs to be one where diversity is

valued, like Marriott International, individual performance
is measured and rewarded on diversity accomplishments.
 Mentoring
• Mentoring is a process whereby an experienced
organizational member (a mentor) provides advice and
guidance to a less-experienced member.

• Mentors usually provide two unique forms of mentoring

functions—career development and social support
 Diversity skills training
• Diversity skills training is specialized training to
educate employees about the importance of
diversity and teach them skills for working in a
diverse workplace.
• End of Chapter