2. Objectives:
At the end of the chapter you will be able to:
•discuss the meaning and significance of diversity;
•demonstrate the use of Loden’s Wheel of
diversity;
•support diversity as a component of relationships,
education and organizations.
3. DEFINITIONS OF DIVERSITY
• It is the uniqueness of each one that is the root
of diversity.
•The English noun that captures the essence of
difference is the word diversity.
•Diversity is from the Latin word divertere, which
means to turn away, separate, oppose, ( Latin
Dictionary n.d.).
4. DEFINITIONS OF DIVERSITY
•The Collins dictionary defines diversity as “ the
state or quality of being different or varied; a
variety of assortment; a point of difference; the
inclusion of people of different races, genders,
religions, etc. in a group; the relation that holds
between two entities when and only when they are
not identical; the property of numerically
distinct.”
5. DEFINITIONS OF DIVERSITY
•In the United Nations Educational, Scientific and
Cultural organization’s (UNESCO) Guide on
Ensuring Inclusion and Equity in Education
(2017), diversity is defined as “ people’s
differences which may relate to their race,
ethnicity, gender, sexual orientation, language,
culture, religion, mental and physical ability, class,
and immigration status.” (UNESCO 2017)
6. DEFINITIONS OF DIVERSITY
• Diversity is an issue we have to face and conquer.
Presently, people recognize and consider the
differences of each person as important. We all live in
a global village that brings about changing
demographics both in the work force and education.
As our communities become more diverse, it is
imperative that we make an effort to understand the
different dimensions of diversity, which is not just all
about accepting, understanding, and tolerating one’s
uniqueness or differences.
7. • Confronted with the need to live in one global village, it
is valuable that we discover and explore areas that could
connect us and allow us to do collaborate works.
• Accepting and celebrating the uniqueness of each
individual will allow for respecting different experiences
and qualities of individuals that will open up more
avenues to solve problems and innovate.
• Collaboration and communication are skills that are
needed to develop and succeed.
8. Cont…
It is, therefore, important that we understand our
differences and master how these could be used to harness
tolerance, cooperation, and unity that will lead to
productivity.
9. LODEN’S DIVERSITY WHEEL
In 1990, Marilyn Loden, an American writer, and Judy
Rosener, a professor at the graduate school in the
University of California, Irvine developed a framework to
respond to the flourishing divergence in America’s labor
force. Their goal was to capacitate people to make their
voices heard by pointing to their diversity and its impact on
their person, their rights, and their freedom (Lou and Dean
1991).
10. Cont…
Loden and Rosener published the book “Workforce America!
Managing Employee Diversity as a Vital Resource” ( Irwin
Publishing 1991). In this book, the original version of the
Diversity Wheel model was introduced. Loden recognized the
demand for an instrument that would help people better
understand how group based-differences influence people’s
social identities.
Dissatisfaction, distrust, and competition would ensue when the
different dimensions of diversity are not given recognition.
11. Cont…
Loden and Rosener’s extensive research led them to
maximizing the workforce of a diverse group of people,
managing diversities as assets to develop productive
working relationships. The model was revised in 1996 to
cover additional aspects of group differences that were
implied in the first model. The changes were to recognize
the experiences of people who identified these aspects as
most important to their personhood.
12. The different components in the Diversity Wheel played
significant roles in building character and possibly forming
stereotypes. She hoped that this could be used to further
discuss diversities not only on the work force but globally.
In her book, Loden states, “ I think diversity discussions
are really about understanding our social identities,
acknowledging what is important and learning to integrate
into society so that no sub-group feels excluded or one
down” (Loden and Rosener 1991.
13. The Diversity Wheel pointed to the significance of
our social characters and the ways in which people
develop their identity when they are able to establish
a connection with a specific group of people. The
wheel consists of primary or core and secondary
dimensions of diversity. The categories put forward
the effect of these differences on a person’s beliefs,
expectations, and life experiences. The dimensions
are the components that comprise the whole person.
14. The primary or core dimensions are in the inner circle. These are
the stronger ones. These are the characteristics we were born with
or established by significant experiences we had or people we
interacted with. These are considered to be distinctly persuasive.
In establishing who we are- our principles, our sense of self, our
image, our perceptions, and how we think about others. These
core dimensions or attributes are in place or established and are
the least likely to change. These are core elements are age,
ethnicity, gender, physical abilities/qualities, race, income, sexual
orientation, class, and spiritual beliefs.
15. The secondary dimensions are in the outer circle. These
characteristics are also part of our social identity, but they
can change or be discarded as our life experiences impact
us. They are influenced by people we encounter, places,
we go to or live in, and experiences we go through. The
second dimension is compose of geographical location,
marital status, religious beliefs, parental status, income,
education, work experience, military experience, first
language, family status, work and communication styles.
16. Together, the core or primary dimensions
notably effect our prior experiences, viewpoints,
and principles, giving us an exclusive mind-set
of the world around us, making each one of us
distinct individuals.
18. A.How to use the Diversity Wheel Loden (1991).
Loden (1991) states that, “ The Diversity Wheel is
useful in explaining how group-based differences
contribute to individual identities.” The function of
the wheel is to encourage people to talk and discuss
with each other and generate new points of view
among each one in the group. In the two
dimensions of the wheel, each individual is made
aware of his/her differences.
19. •Loden presents four principles
for managing our own behavior in
a global context and interacting
successfully with people globally.
21. She defines each principles as:
•respect: treating others the way they
wish to be treated;
•inclusion: making certain everyone on
the team is truly a part of the team’s
decision-making process.
22. •cooperation: actively helping others succeed
rather than competing or attempting to one-
up someone.
•responsibility: managing personal behavior to
maintain a diversity-positive environment and
questioning inappropriate behavior when it
occurs.
23. By using the Diversity Wheel
one can consider the different aspects, for
example, spiritual belief and cultural
differences, may form other people’s
identities and perspectives in the world.
24. ABILITY (AND DISABILITY) AS A
DIMENSION OF DIVERSITY
Another dimension of diversity that is
significant is the dimension of ability and
disability.
Diversity covers the limitless domains of an
individual’s unique characteristics, experiences
and capabilities.
26. According to the Collins English Dictionary, ability
refers to the possession of the qualities required to
do something; necessary skill or competence, or
power.
27. Disability, on the other hand, is defined by the
World Health Organization (WHO n.d,) as the
umbrella term for impairements, activity limitations,
and participation restrictions, referring to the
negative aspects of the interaction between an
individual ( with a health condition) and that
individual’s contextual factors (environmental and
personal factors).
28. Cont....
This definition underscores that disability is not
only a health issue, but also an issue that affects
a person’s state in life and the environment
he/she is in.
A person’s self-identity and his/her perspectives
of the world around him/her are affected by
both ability and disability.
29. The American Disabilities Act of 1990 (ADA)
“defines a person with a disability as a person who
has a physical or mental impairement that
substantially limits one or more major life activity.
This include people who have a record of such an
impairement, even if they do not currently have a
disability. It also includes individuals who do not
have a disabiltity but are regarded as having a
disability.”
30. “Disabilities may affect one’s senses or one’s
mobility: they may be static or progressive,
congenital or acquired, formal ( affecting the
shape of the body) or functional, visible or
invisible” ( Couser 2005).
31. •A person’s disability makes him/her a unique
individual who is, at times, shunned from places
and activities.
•They have to be acknowledged as part of the
spectrum of diversity.
•They have to be recognized as human beings who
should not be discriminated against, but rather
understood, accepted, and tolerated.
32. •They have to be accorded their rights.
•Disabilities have to be seen as a natural part of life
and a natural part of diversity.
•People with disabilities have to be perceived and
accepted as people with distinct abilities.
• They have to identify themselves as having
disabilities so that the world can accept them and
create avenues for them to live in.
33. THE DILEMMA OF DIVERSITY
•In this age of fast paced development where
diversity plays a unique role, there are stilll
challenges that confront a lot of people who have
been identified as “ different.”
• Discrimination issues around race, gender,
age,and intellect still abound inspite of charters,
laws, and policies that uphold diversity.
34. •In some workplaces, women and people of color
are still discriminated against and not given
positions in management or administration.
•People of a certain race are stereotyped to be of a
specific character.
• In some schools, children with special needs are
shunned with the reason that they are not ready for
school yet or are not suited for the school.
35. •Though there is still so much effort that needs to
be put in so that diversity is accepted, respected,
tolerated, there has been progress in a lot of areas.
•In more workplaces, there are systems and
processes put into place to intentionally promote
diversity.
•Diverse ways of thinking and doing things bring in
creativity and productivity.
36. •Innovative thinking and collaboration are
encouraged when different people work to
come upwith solutions to problems or
challenges.
• In schools, diversity is the best way to teach
what it means to be tolerant and repectful of
each other’s differences.
37. •In government, the acknowledgement that
diversity is an integral component of
community equates to laws and policies being
passed to look out for the welfare of people
of diverse cultures and backgrounds.
•Diversity, therefore, is an integral component
of life and of living.
