This document discusses diversity in organizations. It defines diversity as differences among people in both observable characteristics like race, gender, and age, as well as unobservable deep-level characteristics like values and personalities. It outlines the types of diversity as surface-level, including physical attributes, and deep-level, including goals and decision-making styles. Benefits of workforce diversity include increased productivity, creativity, and market share, while negatives can include conflicts and disunity. Managing diversity requires addressing generation gaps, gender differences, disability access, sexual orientation, intellectual abilities, and individual values through training, policies, infrastructure, and giving freedom to individuals.

1. Term Paper Presentation
Organizational Behavior-I
Diversity In Organizations
Submitted By:
Raghvendra Kumar-131206.
Navneet Vijaywargi-131207.
Anusha-131208.
Cherukuri Aditya-131209.

2. What is Diversity
• Simply put, diversity means difference.
• Diversity refers to the variety of observable and
unobservable similarities and differences among people.
Eg: race, gender, age etc.
• In an employment context, it means ensuring that
organizations recruit and retain the best person from the
widest possible talent base regardless of gender sexual
orientation, age, race, religion or disability.
• It also means that organizations should recognize
different approaches are required for different people who
have different needs and expectations.

3. Types of Diversity
• Surface Level diversity: Surface-level diversity refers
to observable differences in people, including race, age,
ethnicity, physical abilities, physical characteristics, and
gender. Surface-level diversity reflects characteristics that
are observable and known about people as soon as you
see them.
• Deep Level Diversity: Deep-level diversity refers to
individual differences that cannot be seen directly,
including goals, values, personalities, decision-making
styles, knowledge, skills, abilities, and attitudes. It takes
more time to lean about these factors but have strong
influence on organizational performance.

5. Surface Level diversity:
• Age
• Gender
• Race
• Ethnicity
• Socio Economic background
• Physical features
• Physical abilities
• Religion
• Marital Status, etc.

6. Deep Level Diversity
• Goals
• Values
• Personalities
• Work preference
• Decision making styles
• Attitude
• Knowledge & Skills.

7. Benefits of Workforce Diversity
1) Increased Productivity
 Brings in diverse different talents together working towards a common
goal using different sets of skills.
2) Increased creativity and Problem solving
 Every individual brings in their way of thinking, operating and solving
problems and decision making.
3) Attract and Retain talent
 Add a competitive edge to any organization.
4) Help to build synergy in teams and enhances communication skills
 Brings in new attitudes and processes that profit the whole team.
5) It increases market share and create a satisfied diverse customer base.

8. Negative impact of Diversity
• Conflicts: People often feel confused, threatened or even annoyed by
individuals with views and backgrounds very different from their own.
• Bureaucracy: Decision-making can be delayed due to diverging views.
• Unproductivity: When people lack things in common, could negatively
affect the overall team spirit that is essential for reaching high-levels of
productivity.
• Disunity: Everyone in the company might have a different opinion on the
way business should be run and managed.

9. Managing a Diverse Workforce
1. Generation gap:
• Generation X (before 1976)
• Generation Y , Echo Boomers or Millenniums( 1977-1994)
• Generation Z (1995-2012)
It creates a communication gap because of LINGO, SLANG AND TECHNOLOGY. So it
requires that Generation X and Y should get proper training by the organization.
Ex.- companies such as infosys , wipro, microsoft gives training to their employees on
regular basis.
2. Gender :
• Requirements of Man and Women are very different at work place.
• Women require more safety and privacy at workplace so organizations should take care of
this.
• Organizations give minimum 12 weeks maternity leave to women.
Ex.- Google gives 18 weeks paid leave and up to 5 years unpaid leave.

10. 3. Differently Abled:
• They require special infrastructure for their convenience so organization
should build their building according to their accessibility .
• The tasks should be allocated according to their ability.
Ex- Mostly software companies and service sector provide good environment
for differently abled people.
4. Sexual orientation and Gender Identity:
• Organizations should take care of their LGBT (lesbian, gay, bisexual, and
transgender) employees.
Ex- IBM believe that having strong transgender and gender identification
policies is a natural extension of IBM’s corporate culture.

11. 5. Intellectual Abilities:
There are many employees in organization whose Thinking, Reasoning and
Problem solving approaches are different. Organization should give them
freedom to think according to their own ways.
Ex.- Intel Inc. have given very much freedom to their employees for think
differently.
6. Values, attitude, personality:
To manage deep level diversity organization should give individual training.
Ex.-

12. Conclusion

13. Thank You