Chapter 6

Valuing Diversity

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Learning Objectives

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1 Demonstrate how workplace discrimination undermines organizational effectiveness.

2 Explain how stereotypes function in organizational settings.

3 Describe how key biographical characteristics are relevant to OB.

4 Explain how other differentiating characteristics factor into OB.

5 Demonstrate the relevance of intellectual and physical abilities to OB.

6 Describe how organizations manage diversity effectively.

Diversity

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What is Workforce Diversity?

Differences between workforce due to different demographic characteristics.

What is Demographic Characteristics?

Gender, age, race, ethnicity, religion … what else?

Diversity

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Levels of Diversity

Differences between workforce due to different demographic characteristics.

1 Surface-Level Diversity

2 Deep-Level Diversity

Differences in easily perceived characteristics

such as gender, race, ethnicity, age, disability

… etc.

Differences in values, personality, work

preferences … etc.

Don’t necessarily reflect the ways people

think or feel but that may activate certain

stereotypes.

Become progressively more important for

determining similarity as people get to know

one another better.

Discrimination

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What is Discrimination?

Note differences between things, which in it self isn’t necessarily bad.

Unfair DiscriminationMaking judgments about individuals based on stereotypes regarding their

demographic group.

StereotypingJudging someone on the basis of one’s perception of the group to whichthat person belongs.

Stereotype ThreatThe degree to which we internally agree with the generally negativestereotyped perceptions of our groups.

Discrimination

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Types of Discrimination

1 Discrimination policies and practices 2 Sexual harassment

3 Intimidation 4 Mockery and insults

5 Exclusion 6 Incivility

7 … etc.

Biographical Characteristics

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Biographical Characteristics

Personal characteristics such as age, gender, race, and length of tenure that are objective and easily

obtained from personnel records.

These characteristics are representative of surface-level diversity.

1 Age 2 Sex

3 Tenure 4 Race and ethnicity

5 Disabilities 6 Hidden disabilities

Other Differentiating Characteristics

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Other Differentiating Characteristics

These characteristics illustrate deep-level differences.

Provides opportunities for workplace diversity, as long as discrimination can be overcome.

1 Religion

2 Sexual Orientation and Gender Identity

3 Cultural Identity

Ability

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Ability

An individual’s capacity to perform the various tasks in a job.

1 Intellectual Abilities

2 Physical Abilities

The capacity to do mental activities such as; thinking, reasoning, and

problem solving

The capacity to do tasks demanding stamina, dexterity, strength, and

similar characteristics.

Dimensions of

Intellectual Abilities

Dimensions of Physical

Abilities

Number aptitude - verbal comprehension - perceptual speed -

inductive reasoning - deductive reasoning - spatial visualization -

memory

Strength factors (dynamic strength - trunk strength - static strength -

explosive strength) - Flexibility factors (extent flexibility - dynamic

flexibility) - Other factors (body coordination – balance – stamina)

Implementing Diversity Management

Strategies

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Positive Diversity Climate

In an organization, an environment of inclusiveness and an acceptance of diversity.

Diversity Management

The process and programs by which managers make everyone more aware of and sensitive to the needs

and differences of others.

Why diversity management is needed and important?

Implementing Diversity Management

Strategies

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Diversity Management

Diverse

Employees

1 Attract

2 Select

3 Develop

4 Retain

Implementing Diversity Management

Strategies

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Diversity in Groups

Diverse Groups Vs. Homogenous Groups

Effective Diversity Programs

1 Foster the skills and abilities of all workers

2 Teach the market advantages

3 Teach legal framework