DBA 7420, Organizational Behavior and Comparative Management 1 Course Learning Outcomes for Unit VIII Upon completion of this unit, students should be able to: 7. Analyze how organizations manage diversity effectively. 7.1 Assess management strategies when implementing diversity. Course/Unit Learning Outcomes Learning Activity 7.1 Unit Lesson Chapter 2, pp. 42–46, 50–70 Unit VIII Essay Reading Assignment Chapter 2: Diversity in Organizations, pp. 42–46, 50–70 Unit Lesson Introduction Diversity is one of those overused and highly nebulous words that people typically say without really understanding or considering what it entails (Wingard, 2017). In this unit, we plan to not only define diversity and explain what it entails, but we also will introduce you to some pros and cons of diversity within an organization. It should give you plenty to consider as you weigh the value of diversity in your workplace and beyond. Definition Let’s begin by having you look to those around you, whether this includes other family members, coworkers, or neighbors. Are we all the same? The answer is unequivocally no. In fact, we are all unique. Even identical twins are different in some ways. They may be similar in appearance, but there can be so much more. For instance, they may have very different personalities and views depending upon their own life experiences. In its broadest sense, diversity can be described as characteristics that differentiate us from one another (Robbins & Judge, 2019). Characteristics Initially, people tend to focus on gender, race, or ethnicity (Robbins & Judge, 2019). Still, diversity can include all of that and more. Some people may opt to concentrate on physical characteristics. This could include hair color, eye color, height, weight, or build. Even if one chose to focus on other areas, there are a phenomenal number of characteristics from which to choose. For instance, diversity includes such things as age, religious affiliation, disability status, military experience, sexual orientation, educational level, culture, language spoken, marital/partnered status, and political affiliation. UNIT VIII STUDY GUIDE Managing Diversity (Robwilson39, n.d.) DBA 7420, Organizational Behavior and Comparative Management 2 UNIT x STUDY GUIDE Title Pay Disparity as an Example When we think about diversity, a common example that comes to mind is men and women in the workplace. Women are taking on a greater presence in the workplace, but at what cost? Are men making similar sacrifices to get to where they want to be? There is a definite pay gap between the earnings of men and women. This is something about which many, both men and women alike, are left wondering. In our textbook, you will find a number of important statistics specific to this wage gap. Although the number of women in the workforce is increasing, the pay gap remains. It is narrow.

1. DBA 7420, Organizational Behavior and Comparative
Management 1
Course Learning Outcomes for Unit VIII
Upon completion of this unit, students should be able to:
7. Analyze how organizations manage diversity effectively.
7.1 Assess management strategies when implementing diversity.
Course/Unit
Learning Outcomes
Learning Activity
7.1
Unit Lesson
Chapter 2, pp. 42–46, 50–70
Unit VIII Essay
Reading Assignment
Chapter 2: Diversity in Organizations, pp. 42–46, 50–70

2. Unit Lesson
Introduction
Diversity is one of those overused and highly nebulous words
that people typically say without really understanding or
considering what it entails (Wingard, 2017). In this unit, we
plan
to not only define diversity and explain what it entails, but we
also will introduce you to some pros and cons of diversity
within
an organization. It should give you plenty to consider as you
weigh the value of diversity in your workplace and beyond.
Definition
Let’s begin by having you look to those around you, whether
this includes other family members, coworkers, or neighbors.
Are we all the same? The answer is unequivocally no. In fact,
we are all unique. Even identical twins are different in some
ways. They may be similar in appearance, but there can be so
much more. For instance, they may have very different
personalities and views depending upon their own life
experiences. In its broadest sense, diversity can be described as
characteristics that differentiate us from one
another (Robbins & Judge, 2019).
Characteristics
Initially, people tend to focus on gender, race, or ethnicity
(Robbins & Judge, 2019). Still, diversity can include
all of that and more. Some people may opt to concentrate on
physical characteristics. This could include hair

3. color, eye color, height, weight, or build. Even if one chose to
focus on other areas, there are a phenomenal
number of characteristics from which to choose. For instance,
diversity includes such things as age, religious
affiliation, disability status, military experience, sexual
orientation, educational level, culture, language spoken,
marital/partnered status, and political affiliation.
UNIT VIII STUDY GUIDE
Managing Diversity
(Robwilson39, n.d.)
DBA 7420, Organizational Behavior and Comparative
Management 2
UNIT x STUDY GUIDE
Title
Pay Disparity as an Example
When we think about diversity, a common example that comes
to mind is men and women in the workplace.
Women are taking on a greater presence in the workplace, but at
what cost? Are men making similar
sacrifices to get to where they want to be? There is a definite
pay gap between the earnings of men and

4. women. This is something about which many, both men and
women alike, are left wondering. In our textbook,
you will find a number of important statistics specific to this
wage gap. Although the number of women in the
workforce is increasing, the pay gap remains. It is narrowing,
but it is still there (Robbins & Judge, 2019). Is
this difference due to different skill sets? Is it based on gender,
or is it a mere coincidence? Or, is it based on
something else?
A Matter of Perspective
Most people, upon hearing about diversity, would deem it as a
good thing (Robbins & Judge, 2019; Trawalter,
Driskell, & Davidson, 2016). However, as it with anything,
there are always at least two sides to every story. In
the sections that follow, we will explore both the pros and cons
of diversity, especially in the workplace. Then,
you can make an educated determination as to how you view it
as well.
Benefits of Diversity
Diversity provides us with a sense that, regardless of our
uniqueness, there is a place for us. What we bring
to the picture (when looking at a large group of individuals in
an organization, state, or country) is a unique
blend of strengths and weaknesses, that, when combined with
those of others, presents a one-of-a-kind
opportunity with distinctive possibilities that could not have
been accomplished otherwise. The strengths of
one offset the weaknesses of others to create a phenomenal
combination.
Further, with groups being put together with individuals of
different backgrounds and experiences, another

5. benefit of diversity can be seen when generating new ideas. The
whole groupthink phenomenon is cast aside
in lieu of brainstorming potential alternatives to whatever
circumstance presents themselves. The options can
be limitless.
In addition, another benefit of diversity comes in the way of
understanding the wants and needs of a business’
consumers. With a diverse workforce comes diverse ways of
thinking that is more representative of those who
will frequent an establishment for various products and
services. In essence, an organization should strive to
be representative of the community it intends to serve.
Challenges of Diversity
Despite the benefits of diversity, there are also a number of
drawbacks as well (Rodriguez, 2007). Let us
imagine that an American businesswoman is going overseas to
Saudi Arabia to discuss opening a new
restaurant. This woman is quite knowledgeable about the entire
organization because she is the
organization’s Chief Executive Officer (CEO). However, when
she arrives in Saudi Arabia, she is met with a
series of challenges. This CEO did not understand the role
women play in Saudi Arabian culture. Despite very
conservative dress, she may not achieve the intended outcome
as her persistence will be met with resistance.
Why, you may ask. She appears to be doing everything as she
should, right? Well, perhaps the best answer
is that, “It depends.” While this businesswoman’s actions may
be exemplary in the Western world, the Saudi
culture is quite different. In this scenario, diversity would prove
to be a challenge. While we are all different,
some traditions persist. The overall culture is one of those
instances. Business in Saudi Arabia is typically

6. handled by men, and women have little to no role in these
transactions. There is a strict adherence to Muslim
practices, and women have specific roles as well which are
outside of the workplace.
While this may seem harsh to some, it is only because that is
not what those individuals in the Western world
were raised to follow. The culture in the United States may be
odd to others in countries outside of the United
States as well. This is only one example where cultural diversity
and social norms can create hardships. Even
if a smaller group is formed with individuals coming from
different countries, these types of issues could loom.
Can you imagine trying to gain a consensus on a pertinent issue
with the vast differences?
DBA 7420, Organizational Behavior and Comparative
Management 3
UNIT x STUDY GUIDE
Title
Another issue relating to diversity stems from those issues
where stigmas are attached. Although people are
more accepting of sexual diversity now than they were 20 years
ago, there are still individuals in the
workplace who are homophobic. They view and treat lesbian,
gay, bisexual, transgender, questioning/queer

7. (LGBTQ+) people differently than those who are heterosexual.
Might similar challenges be surfacing for those
who are now coming out about being intersex, asexual,
pansexual, or pangender? Issues such as this plague
today’s workplace. There are even issues regarding which
restrooms individuals are to use. This was
prevalent on the news just a few years ago. Some believe a
person should use the facilities based upon
biological gender. Others contend that society should be more
understanding given the gender than an
individual identifies as. This lesson is not intended to stir
controversy; however, it is intended to make you
think. Much is based on a person’s perceptions. This is not to
say that one is right and another is wrong.
Instead, it is simply pointing out that our perceptions are based
upon many criteria. Cultural differences are
only the tip of the iceberg. If we are to be understanding of the
diversity around us, do we not then need to
open ourselves up to the many views that surround us?
Management Strategies
With all that has been said about diversity, can you imagine the
challenges this presents in managing
diversity?
Yes, we need to be able to employ a workforce free of
discrimination. There is no doubt, we need to embrace
the diversity around us. This means we need to be actively
recruiting, training, promoting, and utilizing people
from all social classes so we can capitalize on the many
different backgrounds, beliefs, capabilities, and
cultures (Robbins & Judge, 2019). With the increase in
globalization becoming a trend, diversity is more
accepted now than ever before.

8. In addition, managing diversity means that we need to be aware
of the similarities and differences within a
group while simultaneously managing our employees for the
unique attributes that each brings. This will aid
us in building a more effective and profitable organization.
Finally, we need to value the relationships and connections that
can be made when we employ a diverse
workforce.
Conclusion
Just as no two organizations are the same, neither are two
individuals. We are all unique. As we grow up and
enter the workforce, we bring with us differing backgrounds,
experiences, and perspectives. That is the
beauty of being different. It does not necessarily mean that any
one individual is wrong; we are simply
different. If organizations are to succeed, the leadership within
the organizations must embrace the diversity
among us and capitalize on all it is worth. Their success
depends on it despite the challenges that must be
overcome.
References
Robbins, S. P., & Judge, T. A. (2019). Organizational behavior
(18th ed.). New York, NY: Pearson.
Robwilson39. (n.d.). Workplace diversity, ID 67631139
[Photograph]. Retrieved from
https://www.dreamstime.com/stock-photo-workplace-diversity-
word-cloud-blue-background-

9. image67631139
Rodriguez, G. (2007, August 13). Diversity may not be the
answer. Los Angeles Times. Retrieved from
http://www.latimes.com/la-oe-rodriguez13aug13-column.html
Trawalter, S., Driskell, S., & Davidson, M. N. (2016). What is
good isn’t always fair: On the unintended effects
of framing diversity as good. Analyses of Social Issues &
Public Policy, 16(1), 69–99. Retrieved from
https://libraryresources.columbiasouthern.edu/login?url=http://s
earch.ebscohost.com/login.aspx?direc
t=true&db=a9h&AN=120386705&site=eds-live&scope=site
http://www.latimes.com/la-oe-rodriguez13aug13-column.html
https://doi.org/10.1111/asap.12103
DBA 7420, Organizational Behavior and Comparative
Management 4
UNIT x STUDY GUIDE
Title
Wingard, N. (2017, October 30). Opinion: Is diversity always a
good thing? The Tacoma Ledger. Retrieved

10. from http://thetacomaledger.com/2017/10/30/opinion-diversity-
always-good-thing/
Suggested Reading
In order to access the following resource, click the link below.
Read the following article for information about diversity.
Trawalter, S., Driskell, S., & Davidson, M. N. (2016). What is
good isn’t always fair: On the unintended effects
of framing diversity as good. Analyses of Social Issues &
Public Policy, 16(1), 69–99. Retrieved from
https://libraryresources.columbiasouthern.edu/login?url=http://s
earch.ebscohost.com/login.aspx?direc
t=true&db=a9h&AN=120386705&site=ehost-live&scope=site
http://thetacomaledger.com/2017/10/30/opinion-diversity-
always-good-thing/
https://doi.org/10.1111/asap.12103
https://libraryresources.columbiasouthern.edu/login?url=http://s
earch.ebscohost.com/login.aspx?direct=true&db=a9h&AN=1203
86705&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?url=http://s
earch.ebscohost.com/login.aspx?direct=true&db=a9h&AN=1203
86705&site=ehost-live&scope=site