Diversity

Dimensions of
Diversity
Primary Dimensions
 A.K.A. internal dimensions
 These include aspects of diversity over which, typically,
we have no control of and they cannot be changed.
 These aspects are those which we notice immediately in
other individuals and from which we develop many of the
perceptions and prejudices in our minds.
Secondary Dimensions
 A.K.A. external dimensions.
 These
include facets of our lives that we have
some control over and may transition over time.
 These aspects are those which may impact the
careers we choose and our workplace behaviors.
This dimension also impacts who we choose to
build friendships and relationships with.
 Prejudice
 Isa premature judgement or opinions
formed without examination of facts

 Isoften based on primary or secondary

dimensions

 Causes people to think in terms of stereotypes

Stereotypes
ageneralized belief about a particular category of
people.

 Mostcommon and powerful stereotypes focus on

observable attributes, such as:
 Age
 Gender
 Ethnicity
Common Sources of Prejudicial Attitudes
 Childhood Experiences: Children learn attitudes and beliefs
from family, friends and other authority figures.

 Ethnocentrism: the tendency to regard our own culture or

nation as better or more correct than others

 Economic Factors: Prejudice increases when the economy is in

a recession or depression causing housing, jobs, and other
necessities to become scarce

 Unconscious prejudices: Persons may unknowingly absorb

implicit biases from their culture over their lifetime
DISCRIMINATION
 Isbehavior based on prejudicial attitudes that leads
to the denial of equal treatment and
opportunities to people not in the dominant group.

 Can occur in many forms: Gender, age, religion,

disability, sexuality, subtle forms, etc.
Three Pillars of Diversity in the Workplace
Stages of Intercultural
Sensitivity
By Milton Bennet (1993)
 1.Denial: people in this stage are very unaware of
cultural difference.

 Task: recognize cultural differences that are

escaping the staff’s notice.
 2. Defense: We do start to perceive cultural
differences; however, differences from ourselves are
labeled very negatively and are experienced as a
threat to the centrality and "rightness" of our own
value system.

 Task: to recognize and to become more tolerant of

differences and to see basic similarities instead.
 3.Minimization: We begin to avoid stereotypes and even
appreciate differences in language and culture. However,
we still view many of our own values as universal.

 Task: to learn more about our own culture and to avoid

projecting that culture onto other people's experience.
 4.Acceptance: Requires the ability to be able to shift
perspective, while still maintaining our commitments to
values.

 Task: to understand that the same behavior can have

different meanings in different cultures. The end goal
is for collaboration between members of the
organization.
 5. Adaptation: a person is able to take the perspective of
another culture and operate successfully within that
culture. This ability usually develops in a two-part
sequence:

 Cognitive adaptation: requires that the person know

enough about their own culture and a second culture to
allow a mental shift and an evaluation of behavior based
on the second culture’s norms.
 Behavioral adaptation: the person can
produce behaviors appropriate to the norms of the
second culture. This is very important for persons
serving as liaisons.
 6.Integration: the person can evaluate a situation and
easily shift perspectives from one culture to another in a
natural way. This requires in-depth knowledge of at least
two cultures (one's own and another).

 Task: to handle the identity issues that emerge from this

cultural flexibility.
 Methods of Promoting
Diversity in an Organization
 How to Promote Diversity in your Organization?

 1. Advertise Accordingly: Choose print ads for attracting

experienced professionals while social media and online
forms for the young.

 2. Gender Equality: Use inclusive language in all your

policies and meetings. Minimize the gender pay gap and
devise flexible approaches for women.

 3. Acknowledge Religious Observances

 4. Ensure disability Never Becomes a Barrier: Provide
latest technologies and techniques to make the office
accessible to everyone.

 5. Educate Employees against Bias: Provide training to

spread awareness of common biases and prevent them
from hampering the judgment.

 6.Personalize Your Diversity Practices: effectiveness

depends entirely on your organization's requirements.
Thus, what suits other organizations may not serve your
purpose.
 7. Bring Leadership and Management on Board: Train
your management and make sure your leadership is
diverse.

 8. Conduct Regular Continuous Dialogues

 9. Communicate Your Values

 10. Establish Clear Boundaries: Ensure to convey to

all employees how the company entertains zero-
tolerance against discrimination.