Diversity in organizations

Diversity in organizations

1. Diversity

   • Levels
     • Surface-level diversity
       • Differences in easily perceived characteristics, such as gender, race, age, etc. that sometimes activate certain stereotypes
     • Deep-level diversity
       • Differences between people's values, personality, and work preferences that can determine similarities as people get to know each other.
       • Other Differentiating Characteristics
         • Tenure
         • Religion
         • Sexual Orientation and Gender Identity
         • Cultural Identity
         • Ability
           • Intellectual Abilities
             • The capacity to do mental activities
               • 7 Dimensions making up intellectual Ability
                 • Number of aptitude
                 • Verbal comprehension
                 • Perceptual speed
                 • Inductive reasoning
                 • Deductive reasoning
                 • Spatial vizualization
                 • Memory
           • Physical Abilities
             • The capacity to do tasks that demand stamina, dexterity, strenght, and similar characteristics.
               • Nine Basic Physical Abilities
                 • Dynamic strenght
                 • Trunk strenght
                 • Static strenght
                 • Explosive strenght
                 • Extent flexibility
                 • Dynamic flexibility
                 • Body coordination
                 • Balance
                 • Stamina
   • Discrimination
     • Noticing a difference between things by making judgments about individuals based on stereotypes regarding their demographic group.
     • Stereotyping
       • Judging someone on the basis of our perception of the group to which that person belongs.
       • Stereotype Threat
         • Agreeing with the generally negative stereotyped perceptions of our groups.
     • Discrimination in the work place
       • Discriminatory policies or practices
         • Action taken by representatives of the organization that cause unequal opportunities to perform.
       • Sexual harassment
         • A conduct of sexual nature that create an offensive work environment.
       • Intimidation
         • Over threats or bullying directed at members of specific groups of employees.
       • Mockery and insults
         • Jokes or negative stereotypes usually taken too far.
       • Exclusion
         • Exclusion of certain people from job opportunities, social events, etc.
       • Incivillity
         • Disrespectful treatment.
     • Can lead to serous negative consequences, such as reduce productivity and citizenship behavior, negative conflicts and increased turnover.
   • Biographical Characteristics
     • Age
     • Sex
     • Race and Ethnicity
     • Disabilities
     • Hidden Disabilities
   • Diversity Management
     • The process and programs to make everyone more aware of and sensitive to the needs and differences of others implemented by managers.
     • Diversity in Groups
       • Demographic diversity doesn't hel or hurt team performance. Groups of individuals with different types of expertise and education are more effective than homogeneous groups.
     • Effective Diversity Programs
       • 3 distinct components
         • 1) Teach managers the legal framework and encourage fair treatment
         • 2) Teach managers how a diverse workforce will be better able to serve a diverse market of customers and clients.
         • 3) 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.