Diversity in an Organization

 

Diversity in an organization: -
1. Surface level – Something which is seen/visible. E.g.; Gender, Age, etc.
2. Deep level – Something which cannot be distinguished just by seeing. E.g.; Literacy, Values, etc.
    • Discrimination is not always considered as mis-treatment but is just a way of                     differentiating and finding a
      difference.
    • Stereotyping is the igniting factor of negative determination. E.g.; Men don’t cry,             Women shouldn’t work, etc.
    • Generally, what is experienced by an organization is a glass ceiling as women are not     able to rise through a certain level. Even though a clear path is visible but the society        holds them back.
    • Though positive work environment organizational citizenship behaviour is increased if     discrimination is used positively.

WHAT ARE THE BIOLOGICAL CHARACTERISTICS OF A DIVERSE POPULATION?
1. Age
2. Gender
3. Race
4. Ethnicity
5. Disability (which is known/ can be seen)
6. Hidden Disabilities (e.g.; Dyslexia, ADHD)

Some other characteristics include: -
    • Tenure and Seniority
    • Religion
    • Gender Identity
    • Cultural Identity

Ability: -

Capabilities to perform different types of tasks in one’s job is ability. When it is technical enough then it becomes
skill and when it is supplemented with experience then it qualifies as competency.

1. Intellectual Ability
2. Physical Ability

What are diversity management strategies?

1. Attracting, Selecting, Developing and Retaining employees.
2. Diversity in groups – Making diverse groups
a. At the top-management
b. At the lower-level management
3. Expatriate adjustment - When the natives of some other country working in some other country
4. Effective diversity programmes