2. INTRODUCTION
CPeople who are different and
have varied attitudes, desires,
ambitions, beliefs, and work
habits make up today's
workforce, which is becoming
more diversity in terms of
gender, color, ethnicity, and
national origin.
3. CONCEPT OF DIVERSITY
two aspects of the notion of diversity:
• Acceptance and
• Respect
Thomas R. Roosevelt- was among the first to draw attention to
diversity management
4. Various writers have characterized workforce diversity
or diversity in a variety of ways. Among them are the
following:
● Van Knippenberg and Schippers (2007)
define diversity as a social grouping (i.e., a group, organization, or society) characteristic that reflects the
degree to which there are objective or subjective differences between people within the group without assuming
that group members are necessarily aware of objective differences or that subjective differences are strongly
related to more objective differences.
● Carrell (2006)
Age, gender, ethnicity, education, religion, and culture are some of the ways that individuals vary that may
influence a job or relationship inside an organization It is the investigation of these disparities in a secure,
pleasant, and caring setting. It is about getting to know one another and going beyond mere tolerance to
embrace and celebrate the rich aspects of variety that each person inside the company has.
5. Various writers have characterized workforce diversity
or diversity in a variety of ways. Among them are the
following:
● According to Kim, B.Y. (2006),
diversity may be defined as the wide range of differences that distinguishes an organization's
people resources. This multidimensional perspective of diversity implies that people vary on a
variety of aspects. While certain characteristics (such as color and gender) are clearly apparent,
others are less so (ie, values, personality, education, experience, sexual orientation and
religion).
● Soni and Vidu (2000)
Workforce diversity is defined as differences between individuals based on gender,
race/ethnicity, age, religion, physical or mental impairment, sexual orientation, and
socioeconomic status.
6. Various writers have characterized workforce diversity
or diversity in a variety of ways. Among them are the
following:
● According to Kim, B.Y. (2006),
diversity may be defined as the wide range of differences that distinguishes an organization's people resources.
This multidimensional perspective of diversity implies that people vary on a variety of aspects. While certain
characteristics (such as color and gender) are clearly apparent, others are less so (ie, values, personality,
education, experience, sexual orientation and religion).
● Soni and Vidu (2000)
Workforce diversity is defined as differences between individuals based on gender, race/ethnicity, age, religion,
physical or mental impairment, sexual orientation, and socioeconomic status.
● According to Wentling and Palma Rivas (2000),
diversity is the coexistence of workers from different socio-cultural origins inside the business. Cultural
characteristics such as race, gender, age, color, physical ability, ethnicity, and so on are examples of diversity.
7. Various writers have characterized workforce diversity
or diversity in a variety of ways. Among them are the
following:
● According to Jehn, Nortcraft, and Neale (1999),
diversity is the degree to which a workgroup or organization is diverse in terms of personal and functional
characteristics.
● According to Kundu and Turan (1999),
diversity refers to the cohabitation of individuals from different socio-cultural backgrounds inside a business.
Cultural characteristics such as race, gender, age, color, physical ability, ethnicity, and so on are examples of
diversity.
● According to Griggs (1995),
variety comprises all of the ways in which individuals vary, as well as all of the various traits that distinguish one
person or group from another. It is all-inclusive and acknowledges everyone and every group as valuable
contributors to diversity.
9. The features of workforce diversity
are as follows:
1. Multidimensional: Diversity is multidimensional because it
encompasses both visible and unseen human aspects.
2. Inclusion: Diversity encompasses both differences and
similarities among individuals.
3. Pros and Cons: Diversity, when handled correctly, may provide a
competitive advantage for a company; but, if mishandled, it can lead
to the firm's demise.
11. In terms of the aspects of diversity, various writers have varied perspectives.
Some of them have been listed below:
1. Loden used a concentric circle to depict the
dimensions of variety.
in the innermost circle (primary), nine main aspects of
variety have been displayed These aspects have a big
impact on a person's values, self-image, and identity,
as well as their opportunities and views of others.
In the outer circle, secondary characteristics such as
job experience, communication style, cognitive style,
political views, education, geographic location,
organization position and level, military experience,
work style, first language, and family status have been
demonstrated. The circle of main and secondary
aspects of variety is shown below.
12. 2. Griggs classified variation into two types:
primary and secondary dimensions.
Primary dimensions of variation relate to inborn
human traits that have a continuing influence on a
person's life, including early socialization. The six major
factors are age, ethnicity, gender, physical abilities/
qualities, race, and sexual orientation.
Secondary dimensions of diversity, on the other hand,
are those that may be changed, such as educational
background, geographic location, marital status,
parental status, religious beliefs and work experience,
military experience, and so on
13. 3. John Hopkins explained the concept of diversity in
the form of a wheel. The center of the wheel indicates
internal dimensions which are generally most
permanent or visible. The outermost part of the wheel
represents the dimensions which are acquired and
undergo a change with the passage of time. The
combination of all of these dimensions has an influence
over the values, behaviors, beliefs, experiences and
expectations of a person.
15. Managers' and workers' reactions to diversity may take a variety of
forms, each of which may be appropriate in various circumstances.
Below is the outlined eight responses:
1. Exclusion: This entails keeping members of various groups out or driving members of different groups
out once they are in.
2. Denial: Individuals with this reaction think that they can ignore the organization's cultural peculiarities.
3. Suppression: Individuals are taught to keep their differences to themselves.
4. Segregation: This is the practice of assigning members of certain groups to specific jobs or departments.
16. Managers' and workers' reactions to diversity may take a variety of
forms, each of which may be appropriate in various circumstances.
Below is the outlined eight responses:
5. Assimilation: It aims to convert members of a heterogeneous group into carbon copies of the dominant
group. For this kind of reaction, the organization mostly employs affirmative action initiatives.
6. Tolerance: In this scenario, individual differences are recognized, but efforts are made to limit contact
across groups.
7. Connection Establishing: It is thought that building a healthy relationship would help to overcome
difficulties.
8. Promoting Mutual Adaptation: This method believes in embracing and comprehending differences
and diversity.
17. As a result, no one can dispute that in today's world, there
is a culturally diverse workforce in virtually every
company. Managers and businesses as a whole must go
to great lengths to ensure that the culturally diverse
workforce is given top attention.
