CONCEPT OF DIVERSITY

RUBY CARRERA – DILAN

Lecturer
 Acceptance and respect are two aspects of the
notion of diversity. It involves understanding and
respecting the reality that individual is unique.

Thomas R. Roosevelt was among the first to draw

attention to diversity management.

Various writers have characterized workforce

diversity in a variety of ways.

Concept of Diversity
 Van Knippenberg
VAN KNIPPENBERG and Schippers
and SCHIPPERS (2007)
(2007)
He define diversity as a social grouping
characteristics that reflects the degree to
which there are objective or subjective
differences between people within the
group without assuming that group
members are necessarily aware of
objective differences or that subjective
differences are strongly related to more
objective differences.
 Carrell
(2006)
Age, gender, ethnicity, education, religion, and
culture are some of the ways that individuals vary that
may influence a job or relationship inside an
organization. It is the investigation of these disparities
in a secure, pleasant, and caring setting. It is about
getting to know one another and going beyond mere
tolerance to embrace and celebrate the rich aspects of
variety that each person inside the company has.
 KIM B.Y. (2006)
Diversity may be defined as the wide
range of differences that distinguishes
an organization’s people resources. This
multidimensional perspective of diversity
implies that people vary on a variety of
aspects. While certain characteristics
(color and gender) are clearly apparent,
others are less so (values, personality,
education, experience, sexual
orientation and religion)
 Workforce diversity is defined as differences
between individuals based on gender,
race/ethnicity, age, religion, physical or mental
impairment, sexual orientation, and socioeconomic
status

SONI and VIDU (2000)

 WENTLING and PALMA RIVAS (2000)
Diversity is the coexistence of workers from different
socio-cultural origins inside the business. Cultural
characteristics such as race, gender, color, physical
ability, ethnicity and so on are examples of diversity.
Age, national origin, religion, handicap, sexual
orientation, values, ethnic culture, education, language,
life style, beliefs, physical appearance, and economic
position are all examples of variety.
JEHN, NORTCRAFT and NEALE (1999)

Diversity is the degree

to which a workgroup
or organization is
diverse in terms of
personal and
functional
characteristics
 KUNDU and TURAN
(1999)
Diversity refers to the cohabitation of individuals
from different socio-cultural background inside a
business. Cultural characteristics such as race, gender,
age, color, physical ability, ethnicity, and so on are
examples of diversity.
 Van Knippenberg and Schippers (2007)
GRIGGS (1995)
Variety comprises all of the ways in
which individuals vary, as well as all
of the various traits that distinguish
one person or group from another. It
is all-inclusive and acknowledges
everyone and every group as
valuable contributors to diversity.
 FEATURES OF DIVERSITY
Multidimensional
It encompasses both visible and unseen human aspects

Inclusion
It encompasses both differences and similarities among individuals

Pros and Cons

When handled correctly, may provide a competitive advantage for a company;
but, if mishandled, it can lead to the firm’s demise

Concept of Diversity
Dimensions of Diversity

LODEN DIVERSITY WHEEL

GRIGGS DIVERSITY WHEEL
 Dimensions of Diversity

HOPKINS DIVERSITY WHEEL

 Responses to Diversity
EXTENSION SUPPRESSION

Keeping members of Individuals are

various groups out DENIAL taught to keep their SEGREGATION
or driving members differences to
of different groups Individuals with this themselves. The practice of
out once they are in. reaction think that assigning members
they can ignore the of certain groups to
organization’s cultural specific jobs or
peculiarities departments.
 Responses to Diversity
ASSIMIMILATION CONNECTION
ESTABLISHING PROMOTING
It aims to convert
MUTUAL
members of a TOLERANCE It is thought that ADAPTATION
heterogeneous building a healthy
group into carbon Individual differences relationship would The practice of
copies of the are recognized, but help to overcome assigning members
dominant group. efforts are made to difficulties. of certain groups to
limit contact across specific jobs or
groups. departments.
End of Presentation…