This document discusses managing diversity in the workplace. It defines diversity as differences between individuals in terms of gender, age, race, ethnicity, culture, religion, language, disability status, and other attributes. It also defines diversity consciousness as recognizing, appreciating, and utilizing diverse talents and contributions. The challenge of diversity in the workplace is improving integration and social acceptance of individuals from different backgrounds, as differences can interfere with cooperation. Areas of managing diversity include equal opportunity, affirmative action to recruit protected groups, and managing existing diversity to minimize issues while changing behaviors. Bias and assumptions that can impact diversity are also discussed.

1. Managing Diversity In The
Workplace
Reshav Mahajan

2. Diversity Defined
The fact or quality of being diverse; difference.
A point or respect in which things differ.
Variety or multiformity: “Charles Darwin saw in the
diversity of species the principles of evolution that
operated to generate the species: variation,
competition and selection” (Scientific American).

3. Types of Diversity
• Gender
• Age
• Race
• Ethnicity
• Culture
• Religion
• Language/Accent
• Disability
• Height/Weight
• Sexual Orientation
• Education
• Job Title
• Job Function
• Job Skills
• Union/Non-Union
• Part-Time/Full-Time
• Marital Status
• Political affiliation

4. Diversity Consciousness Defined
Recognizing, appreciating, valuing,
and utilizing the unique talents
and contributions of all individuals

5. The Challenge of Workplace Diversity?
• The challenge lies in the continuous
improvement of the integration and social
acceptance of people from different
backgrounds.
• Our differing human characteristics influence
the way we think, act, interact, and make
choices.
• Often, these differences interfere with our ability
to support, trust, and respect each other, and thus
to effectively function together.

6. Areas of Workplace Diversity
• Equal Opportunity and Affirmative Action
– The active recruitment of women, minorities,
and other protected groups.
– The goal is to meet certain legal imperatives.
• EEOC
• Department of Justice
• Civil Rights
– The primary concern is meeting quotas, often
without concern for the survivability of these
individuals.

7. Areas of Workplace Diversity
• Managing Diversity
– The organization is diverse by default, and now
it must deal with it.
– The goal is to fix, cover-up, and/or defer the
problem with a minimum of hassle.
– The effort is top management-driven, thus
forced throughout the organization.
– The concern is more for a change in behavior
than attitudes.

8. Diversity Bias
• Assumptions of Superiority
– I’m better than you.
• Assumptions of Correctness
– This is the way it should be
• Assumptions of Universality
– We’re all the same. Everybody is just like me.

9. Hierarchy of Cultures
• World Culture
– Humanity
• Major Culture (e.g., U.S. culture)
– A regional or national group with a common culture
• Subculture (e.g., various immigrant groups)
– A cultural group within a major culture
• Corporate Culture
– An organization within a major culture or subculture

10. The White American Corporate Mind
As Driven By The Major American Culture
• Thinks in black &
white
• Loves individuality
and self-reliance
• Likes informality
• Can only speak
English
• Very direct. “Get to
the point.”
• Demand honesty at
the bargaining table
• Hates silence
• Persistence. “Don’t take
no for an answer.”
• One thing at a time,
sequentially
• “A deal is a deal, no
matter what.”
• “My mind is fixed.”
• Magic Words: Freedom,
democracy, America,
competition

11. Culture Comparisons
What words describe your culture versus another
• Most prominent personality characteristic.
• Most positive characteristic and/or
contribution.
• Worse characteristic and/or contribution.
• Characteristics as co-workers.
• What would you like to better know about
them.

12. Thankyou