DIVERSITY IN ORGANIZATIONS

1. DIVERSITY IN
ORGANIZATIONS
INDIVIDUAL
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2. Diversity
 Identity-based differences amongst and between people that
affect their lives as applicants, employees, and customers.
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3. Levels of Diversity:
Surface and Deep Level Diversity
Surface-Level Diversity
Age
Race/
Ethnicity
Gender
Deep-Level Diversity
Personality Attitudes
Values/Beliefs
Physical
Capabilities
Demographics
Characteristics
Personality,
Values & Beliefs
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4. Surface Level Similarity
 Surface level similarities will not necessary lead to positive
interaction, because their may be deep-level differences.
 You can identify through in-depth conversation.
 Political, Religious & Social Beliefs
 Philosophy of Life
 Personality Type
 Cultural values (Dinning etiquettes, superstitions etc.)
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5. BIOGRAPHICAL CHARACTERSTICS
 Biographical characteristics are ‘Surface Level Diversity’
Age Sex
Race &
Ethnicity
Disability Religion Tenure
Gender
Identity
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6. Aging Workforce
 The aging of the workforce was consistently the most
significant concern of HR managers.
 The loss of skills resulting from the retirement of many early
millennials:
 Increased medical cost due to health issues.
 Safety Risks, deteriorating memory, strength, flexibility, eyesight,
hearing etc..
 Average health cost of 60+ years may be two to three times those of
40 years old.
 Intergenerational conflicts [Baby Boomers vs. Millennials vs. Gen Z]
 Difficult to develop multi-lingual training materials
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8. LEADING THE FOUR GENERATION AT WORK
• Age 72 to 92 years
• Silent are considered as most loyal workers, highly dedicated and risk
averse, strong commitment to teamwork and collaboration and good at
interpersonal communication.
SILENT
(Born between 1925 and 1946)
• Age 53 to 71 years [First Generation]
• They give high priority to work over personal life, the more optimistic and
open to change than prior generation.
BABY BOOMERS
(Born between 1946 and 1964)
• Age 37 to 52 years
• They are the product of change.
• They naturally question authority figures and responsible for work life
balance, generation posses strong technical skills and more independent.
GENERATION XERS
(Born between 1965 and 1980)
• They grow up using internet and IT from very young age.
• They expect lots of feedback and rewards in the workplace.
• This group is first global centric generation, came during the rapid growth
of internet, they are most resilient (strong) in navigating change and
appreciate diversity inclusion.
MILLENNIALS OR GENERATION Y
(Born in or after 1981)
Maximum age 36 years
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9. DISCRIMINATION
 Differential treatment (usually negative) on the basis of group
membership.
 Our decisions are influenced by stereotypes about group of people.
 Rather than looking at individual characteristics, we judge everyone in the group as same.
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10. Discriminatory Practices at Workplace
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11. Relationship Between Age & Job Satisfaction
 Older workers tend to be more satisfied with their work.
 Report better relationships with coworkers, and are more committed to
their employing organizations.
 Engage in citizenship behavior.
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12. SEX [Biological Difference between Men & Women]
 There is no consistent male-female differences in problem solving ability,
analytical skills, competitive drive, motivation, sociability or learning ability.
 Psychological studies:
 Found that women are more agreeable and willing to conform to authority.
 Men are more aggressive and more likely to have expectations of success.
But these differences are minor.
 There is no significant difference in job productivity between men and
women.
 Common Perception about women and men:
 Women who succeed in traditionally male domains are perceived as LESS
LIKABLE, MORE HOSTILE, AND LESS DESIRABLE AS SUPERVISORS.
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13. Race & Ethnicity
Race (Biological Heritage)
 Classification of human beings
according to biographical /
physical characteristics.
For Example:
 Skin Color
 Eye Color
 Hair
 Sizes and shapes
Ethnicity (Cultural)
 Classification of human beings
according to their cultural
background.
For Example:
 Cultural (Punjabi, Pashtun, Sindhi,
Baloch etc..)
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14. On the basis of Race & Ethnicity
 In workplace settings employees do favor their race &
ethnicity.
 May slightly favor in performance appraisal, promotion
decision, and pay rises etc..
 Making worse decisions for specific race. [Discrimination]
 i.e. Non-White must have to use separate entrance at
work.
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15. Disability
 Employers are required to make reasonable arrangement, so
the workplace can be accessible by the people who are
physically or mentally disable.
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16. Some jobs obviously cannot be accommodated to
some disabilities
 A blind person could not be a bus driver
 Person with profound mobility constraints probably could not be a
police patrol officer.
Mental Vs. Physical Disabilities
 Employees with mental disabilities impair performance more
than physical disabilities.
 Individual with common mental health issues as depression, and
anxiety are significantly more likely to be absent from work.
 People with mental illness are given lower ratings.
Accomplishments of disable people are often more impressive than of
people without disabilities. 16

17. Other Biographical Characteristics: Tenure, Religion,
and Gender Identity
Tenure: The impact of seniority on job performance.
 Relationship Between:
 Seniority and Job Productivity is (Positive)
 So the work experience is good predictor of employee productivity.
 Seniority and Turnover/ Absenteeism (Negative)
 Longer a person works, less likely to he or she is to quit.
 Tenure and Job Satisfaction (Positive)
 The past behavior is the best predictor of future behavior.
 Tenure at previous job is best predictor of future employee turnover.
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18. Religion
 Discrimination on the basis of religion, sect or belief system.
 Not hiring: Muslims, Christians, Hindus, Jews..
 Attire at workplace
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19. Ability (Deep level Diversity)
Ability is an individual’s current capacity to perform
the various tasks in a job.
Intellectual Physical
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20. Intellectual Abilities
 Intellectual abilities needed to perform mental activities—
Critical Thinking, Reasoning, Problem solving, and Creative
Skills.
 Many people focus on strengthening mental abilities because
generally people can earn more if they are sound in these
abilities.
 Receive higher education, certification and affiliations.
 Attend workshop, parallel education (E-MBA, Diplomas etc..)
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21. Physical Abilities
 The ability to perform some physical act; contrasting with mental ability.
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22. Implementing Diversity Management Strategies
 Diversity Management: The process and programs by which
managers make everyone more aware of and sensitive to the
needs and differences of others.
 Attracting, Selecting, Developing and Retaining Diverse
Employees
 Diversity in groups
 Expatriate adjustments
 Effective Diversity Programs
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