Visible VS Nonvisible Diversity

Visible VS Nonvisible Diversity

1. Millikens & Martins ('96) classified diversity differences as either visible or nonvisible. 3rd category- cultural background

   • Visible: race, age, gender
   • Nonvisible: individual variations in education level, socioeconomic background, personality, values
   • Different types of diversity affect groups differently. EX: A mixed-gender group with different nationalities/languages will experience diversity differently than a group of middle-class, white male executives w/ different background in engr, marketing, accounting, & HR.
     • In general, visible differences are more of a challenge to groups than novisible (Mannix & Neale 2005)
       • However, these outcomes are moderated by work enviro within which the groups operate (Jehn & Bezrukova 2004)

2. Visible Differences

   • Demographic changes have increasingly become a challenge for orgs over the last few decades due to diversification of the workforce
     • Employees tend to be more comfortable working w/ people who are similar to them (Mannix & Neale 2005)
       • As a result of past experiences, exposure to perspectives of friends/family, & images from the media, individuals construct beliefs about certain groups of people that tend to be one-dimensional & overgeneralized
         • Stereotyping leads to racial prejudice, sexism, ageism, & homophobia.

3. Nonvisible Differences

   • Divided into characteristics that are either psychological (based upon personality) or functional (based upon occupation & training) (Jackson & Ruderman '95)
     • 1. Psychological differences include personality traits that make people unique, i.e. personal beliefs, goals, past experiences, personality, interpersonal style, attitudes
       • Teams tend to function better when traits vary among members. EX: Agreeable groups can avoid unproductive conflict, but too agreeable of a group can cause groupthink
       • 2. Functional diversity is also desirable in workgroups (Hutterman & Boerner 2011), i.e. training, work experience, education, knowledge, skills
         • Cross-functional workgroups capitalize by enlisting members w/ different backgrounds in education & training to bring diverse perspectives to the group
         • Sidenote: demographic differences: include race, ethnicity (not always visible), gender, age
       • Research often relies on the Big 5 Model of personality: conscientiousness, agreeableness, openness, neuroticism, extraversion (Halfhill, Sundstrom, Lahner, Calderone, Nielson 2005). Excluding neuroticism, all variables correlate positively w/ team effectiveness