Diversity Management Training In PowerPoint presentation for professionals, Students or want to get related knowledge about the Diversity & other issue normally take place at work.
After studying this presentation, you should be able to Define organizational culture and describe its common characteristics. And many more points. and i think i have coverd all points.*
Diversity In Organizations, Chapter-2, Organizational BehaviorDr.Amrinder Singh
Diversity In Organizations, Chapter-2, Organizational Behavior
This PPT is based on the Organizational Behavior Book Written By Stephen P. Robbins & Timothy A. Judge, Edition -17th, Publisher Pearson
This module discusses basic information about diversity and inclusiveness necessary for preparing employees to work in multicultural workplace settings.
Diversity Management Training In PowerPoint presentation for professionals, Students or want to get related knowledge about the Diversity & other issue normally take place at work.
After studying this presentation, you should be able to Define organizational culture and describe its common characteristics. And many more points. and i think i have coverd all points.*
Diversity In Organizations, Chapter-2, Organizational BehaviorDr.Amrinder Singh
Diversity In Organizations, Chapter-2, Organizational Behavior
This PPT is based on the Organizational Behavior Book Written By Stephen P. Robbins & Timothy A. Judge, Edition -17th, Publisher Pearson
This module discusses basic information about diversity and inclusiveness necessary for preparing employees to work in multicultural workplace settings.
Diversity in the Workplace - MBA 423 Human Resource ManagementStuart Gow
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Major Research Project (MRP) - 15%
Students will work in their allocated groups for the major research project (MRP) – which are indicated in the Course Outline. Each group will be required to base their project on arelevant and interesting HRM topic or current issue or company in which the group members have an interest.
A 30 minute group presentation (inclusive of answer and question session) will be made during weeks 10 and 11 of the trimester, as per the brief class timetable on page 7. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. A written report (around 20 pages) is required for the MRP - the due date for the report will be agreed to later in class. The class and the facilitator will evaluate each group’s presentation. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the MRP presentations is provided in the blank evaluation form.
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
Introduction of organizational culture
Definition of organizational culture
Characteristics of organizational culture
Types of organizational culture
Importance of organizational culture
Strong vs Weak culture
Functions of organizational culture
Creating an ethical organizational culture
How employees can learn Organizational culture
This revision presentation introduces the concept of business ethics. The distinction between ethical and legal behaviour is examined as are the potential benefits and drawbacks of ethical behaviour. Some topical examples of business ethics in action are also provided.
Organizational Culture
A common perception held by the organization’s members; a system of shared meaning.
Characteristics:
Innovation and risk taking
Attention to detail
Outcome orientation
People orientation
Team orientation
Aggressiveness
Stability
Do Organizations Have Uniform Cultures?
What Is Organizational Culture? (cont’d)
What Do Cultures Do?
How Culture Begins?
Keeping Culture Alive
Stages in the Socialization Process
How Employees Learn Culture
Creating An Ethical Organizational Culture
Creating a Customer-Responsive Culture..
Diversity in the Workplace - MBA 423 Human Resource ManagementStuart Gow
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Major Research Project (MRP) - 15%
Students will work in their allocated groups for the major research project (MRP) – which are indicated in the Course Outline. Each group will be required to base their project on arelevant and interesting HRM topic or current issue or company in which the group members have an interest.
A 30 minute group presentation (inclusive of answer and question session) will be made during weeks 10 and 11 of the trimester, as per the brief class timetable on page 7. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. A written report (around 20 pages) is required for the MRP - the due date for the report will be agreed to later in class. The class and the facilitator will evaluate each group’s presentation. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the MRP presentations is provided in the blank evaluation form.
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
Introduction of organizational culture
Definition of organizational culture
Characteristics of organizational culture
Types of organizational culture
Importance of organizational culture
Strong vs Weak culture
Functions of organizational culture
Creating an ethical organizational culture
How employees can learn Organizational culture
This revision presentation introduces the concept of business ethics. The distinction between ethical and legal behaviour is examined as are the potential benefits and drawbacks of ethical behaviour. Some topical examples of business ethics in action are also provided.
Organizational Culture
A common perception held by the organization’s members; a system of shared meaning.
Characteristics:
Innovation and risk taking
Attention to detail
Outcome orientation
People orientation
Team orientation
Aggressiveness
Stability
Do Organizations Have Uniform Cultures?
What Is Organizational Culture? (cont’d)
What Do Cultures Do?
How Culture Begins?
Keeping Culture Alive
Stages in the Socialization Process
How Employees Learn Culture
Creating An Ethical Organizational Culture
Creating a Customer-Responsive Culture..
Discuss the primary impact of diversity on organizationsSolution.pdfaksharatelicom
Discuss the primary impact of diversity on organizations
Solution
Ans:
A DEFINITION OF DIVERSITY
Diversity is the presence of people from a wide range of backgrounds and possessing different
traits. Differences in age, race, ethnic origin, culture, physical abilities, religion and sexual
orientation are just some possible contributors to diversity. Though generally regarded as a good
thing for a workplace, diversity poses significant challenges for company leaders.
Primary Dimensions
The inner circle shows the primary dimensions of diversity -
those that are fundamental to a persons\' self-concept or core self. These dimensions, though not
necessarily visible,are unchangeable in that they are not a matter of choice. They form the basis
on which people make instantaneous judgments about one another, often through the process of
stereotyping.
Diversity Management
Diversity management is a concept that has emerged in the early 21st century as the United
States has become more diverse, causing organizations to become more diverse as well. To make
diversity work, companies typically need to offer some diversity training and proactively manage
the workplace to promote tolerance and acceptance of differences. Cultural awareness and
sensitivity training are the two common general components in a diversity training program.
Diversity Benefits
A number of important benefits are recognized in a well-managed diverse workplace.
Workplaces in which employees represent the basic makeup of the community population are
typically better received by customers and the public. Additionally, diverse work groups often
have more and better ideas because of broader backgrounds and experiences. Ethnic and cultural
diversity often help companies that operate globally to better understand global markets.
Diversity Challenges
You cannot simply put a group of people together with vast differences and expect them to
immediately get along well. Many people are unfamiliar with other cultures and have never had
to learn to coexist and collaborate with people from completely different backgrounds. This is
why diversity training is so important to the process. Diverse work groups often experience more
conflict upfront than groups that share more similarities.
Management Influence
Managers should not only offer training, but top management and front-line managers in a
diverse organization have to set the tone for an effective culture. This means promotion of a
nondiscriminatory work environment, and fair treatment of all workers in the hiring process, job
conditions, work evaluations and promotions. Company leaders who proactively support
diversity-based organizations or get their companies involved in supporting diverse organizations
serve their workplaces even more..
Diversity & Inclusion
Dr. Evette Hyder-Davis
Northern Virginia Community College
1
Workplace…
Diversity is often about equal representation but without inclusion there is likely no business or organizational growth.
2
…diversity equals representation?
...without inclusion
NO BUSINESS or ORGANIZATION GROWTH
What is diversity & Inclusion
Diversity…the collective mixture of differences and similarities that include, for example, individual and organizational characteristics, values, beliefs, experiences, backgrounds, preferences, and behaviors.”
Alexandra Verhein
Diversity is anything that sets one individual apart from another. It is the full deployment of “variety of resources” for better outcomes that benefit everyone. (Knowledge Leader Editor)
3
…variety of differences between individual in an organization
…how individuals identify themselves and how others perceive them
…race, gender, ethnic groups, age, religion, sexual orientation, citizenship status, military service, mental and physical condition
4
Diversity is about…
“different ideas, backgrounds, and opinions in the mix when making decisions”
Diversity is about…
“developing and generating new ideas and solutions to our internal challenges”
Diversity is about…
“encouraging variety of thought, embracing new ideas and creating a culture that fosters innovation by valuing these differences”
…compliance is reactive and transactional…diversity is proactive and transformational
…tolerance and sensitivity which come from a lack of leadership or a dysfunctional culture
5
Diversity is not about...
“Compliance”
Diversity is not about…
“tolerance or sensitivity”
Diversity is not about
“special treatment for certain groups of people”
What is diversity & Inclusion
INQUIRY
”What action is my organization taking to foster an inclusive work culture where uniqueness of beliefs, backgrounds, talents, capabilities, and ways of living are welcomed and leveraged for learning and informing better business decisions?
“Moving from Diversity to Inclusion” by T. Hudson Jordan
6
…bringing together and harnessing diverse forces and resources in a way that is beneficial
…creating an environment of involvement, respect, and connection – where the richness of ideas, backgrounds, and perspectives are harnessed to create business value
…participatory decision-making and equitable access provided to all
What are the benefits of diversity in the workplace…
7
expands the talent pool
more creative new ideas and perspectives
better understand targeted demographics
better align an organizations culture with the demographic make up of America
increase customer satisfaction by improving how employees interact with a diverse clientele and public
Zero tolerance
Employees, supervisor, & Managers
Create a zero tolerance policy…to be communicated by the President and Associate VP of Human Resources. Determine how the policy will be communica ...
Build Inclusive and Diverse Workplaces in 2023 | The Enterprise WorldTEWMAGAZINE
Let's examines strategies for establishing inclusive and diverse workplaces: 1. The Value of Diversity 2. Fostering Inclusion 3. Crafting Inclusive Policies and Practices 4. Promoting Diversity At All Levels 5. Training and Education 6. Continuous Assessment
Unleashing the Power of Diversity and Inclusion: 11 Essential Chapters for Na...Enterprise Wired
This blog aims to dissect the multifaceted dimensions of diversity and inclusion, exploring their profound impact on organizational culture, employee satisfaction, and societal progress.
Answer questions separately in 2 pages single spaced 12 font size..docxSHIVA101531
Answer questions separately in 2 pages single spaced 12 font size.
Can put questions in and increase font size for questions to 25 and make it to two pages.
Questions are listed on the bottom of this page. There are 5 questions in total.
What is the role of an organization in Diversity?
Organizations that are committed to equality and inclusion must take steps to combat the examples of discrimination and harassment that have been covered in this chapter. And they must take steps to make diversity a goal in the pre-employment stages as well as in the post-employment stages. Anyone with managerial or supervisory responsibilities should pay careful attention to hiring and performance-rewarding practices, and make sure to rely on relevant information for making decisions and ignore race-based stereotypes. The following are examples of what leaders and organizations can do make sure employees feel valued.
Interview Selection Process
To ensure fairness for all applicants, organizations should use
highly structured interviews
during the selection process to avoid bias based on race or gender Highly structured interviews consists of the following 15 characteristics: “(1) job analysis, (2) same questions, (3) limited prompting, (4) better questions, (5) longer interviews, (6) control of ancillary information, (7) limited questions from candidates, (8) multiple rating scales, (9) anchored rating scales, (10) detailed notes, (11) multiple interviewers, (12) consistent interviewers, (13) no discussion between interviews, (14) training, and (15) statistical prediction.” Similarity bias can occur when interviewers prefer interviewees with whom they share similar traits. Organizations can mitigate this challenge if all 15 characteristics of a structured interview are used consistently with each job applicant.
Diversified Mentoring Relationships
Thanks to the rapid growth of international travel and globalization, managers are often called upon to manage a workforce that is increasingly diverse. Research has shown that racially and ethnically diverse firms have better financial performance than more homogeneous firms, because, as mentioned, employees from different backgrounds and with different experiences can give the firm a competitive advantage in various ways. It is necessary, however, that managers and those in positions of power are adequately equipped to manage diverse workforces in ways that are beneficial to all.
Diversified mentoring relationships
are relationships in which the mentor and the mentee differ in terms of their status within the company and within larger society. The differences could be in terms of race, gender, class, disability, sexual orientation, or other status. Research has found that these types of relationships are mutually beneficial and that the mentor and the mentee both have positive outcomes in terms of knowledge, empathy, and skills related to interactions with people from different power groups.
MANAGERI.
Similar to Lecture # 06 (diversity at workplace) (20)
This lecture is specifically design for MBA students of Institute of Health Management, Dow University of Health Sciences, Karachi. This lecture is all about the concept of Marketing in Corporate Sector.
1. 1
Role of diversity in Human
Resources Management
Dr. Akhlas Ahmed
Greenwich University
Lecture # 06
26th
Sept 2014
2. 2
What is diversity?
How to evaluate people
Who is a high performers and who needs help? Let's find out!
In simple terms, diversity is "otherness," or those human qualities
that are different from our own and outside the groups in which
we belong. There are various qualities that differentiate one
individual from the next.
4. 4
What Is the role of diversity in human
resource management?
The role of diversity in human resource management is to create an enriched
workplace environment where differences are respected rather than discriminated
against.
Diversity is connected to ethics principles as well as compliance management laws
and corporate social responsibility (CSR) policies in many parts of the world.
A workforce in which employees are hired based on their skills and qualifications
without discrimination as to gender, sexual orientation, race, religion, ethnicity,
disability or other factor supports a human resource management system that values
diversity.
Diversity in human resource management encourages respect among people
of different backgrounds and genders in the workplace.
5. 5
Corporate purpose statement on diversity:-
Many companies express diversity values in their operating or
"purpose" statements. These types of statements communicate the
company's commitment to creating and maintaining a diverse
employee base.
These companies then must commit to following through with their
stated policies on diversity or risk becoming singled out by advocacy
or legal groups.
People of color, different sexual orientations and physical or mental
abilities are expected to work together in many workplaces.
In some countries without laws that relate to diversity in human
resource management, though, unfair hiring practices can occur.
6. 6
Elements of Diversity:-
Age
Gender
Ethnicity
Race
Physical Ability
Physical Characteristics
Ability
Income
Education
Marital Status
Religious Beliefs
Geographic Location
Parental Status
Personality Type
• Organization that view diversity as an asset and leverage the power of
forming diverse teams to meet daily challenges can realize long-las.
• In USA every business organisation believes on diversity & employs a work
force that is diverse in terms of age, gender, abilities and ethic origin.
7. 7
Principles of Diversity Management
Establish a business strategy for effectively
managing a diverse workforce
Create a positive work environment
Promote personal and professional development
Empower all people to reach their full potential
Remove barriers that hinder progress
Ensure equal opportunities and prevent
discrimination
8. 8
Creating an Organization That Can Manage Diversity
Organizational vision
Top management commitment
Auditing and assessment of needs
Clarity of objectives
Clear accountability
Effective communication
Coordination of activity
Evaluation
9. 9
Techniques for Managing Diversity
Managing diversity training programs
Core groups
Multicultural teams
Senior managers of diversity
Targeted recruitment and selection programs
10. 10
Techniques for Managing Diversity
Compensation and reward programs tied to
achieving diversity goals
Language training
Mentoring programs
Cultural advisory groups
Corporate social activities that celebrate
diversity
11. 11
Managing diversity effectively
Greater range of perspectives, ideas, and
creativity.
Better problem definition, generation of
alternatives, and decisions.
Greater potential of developing a high
performance team.
Greater resilience in dealing with escalating
demands.
12. 12
Mismanaging diversity
Disrupts development of trust, constructive
working relationships, arriving at consensus &
agreement.
Stereotyping of other members and sub grouping
along cultural lines.
Misunderstanding and disruptive communication.
Low levels of efficiency, effectiveness &
productivity
13. 13
Unintended Results of Managing Diversity
Programs that focus on encouraging certain groups
may create feelings of unfairness or exclusion in
others
Giving preferential treatment to certain groups may
stigmatize their members
Increasing diversity without recognition and
rewards for the new members can create
organizational tension
14. 15
Implications for Managers
Managing a diverse workforce is an important
part of an international manager’s job
Must understand the impact of diversity and
know how to utilize
Realize different cultures view diversity
differently and consider impact on manager
15. 16
Potential Benefits of an Effective Diversity
Management Program
Improve organizational performance
Help prevent unlawful discrimination or harassment incidents
Improve workplace relations
Build more effective work teams
Improve organizational problem solving
Improve customer service
Enhanced recruitment efforts
17. 18
Possible barriers in the organization that
prevent a more balanced workforce?
Limiting area of consideration
Lack of diversity at the senior ranks
Categorizing people into certain positions
Always recruiting from same source
Grooming/developing only one person
19. 20
The Value of Mentoring
Without regard to race, gender, religion,
national origin ….
Inconvenience yourself to show someone
else the way
Unleash someone else’s potential
20. 21
Professional Development
Identify training and development needs for all
employees
Utilize Individual Development Plans
Rotational & Developmental Assignments
Rotate “acting” supervisor
27. 28
Diversity is an issue for every organisation.
It refers to racial diversity, but also to age,
gender, disability, sexual orientation & socio-
economic background – to name but a few!
28. 29
Diversity management in multicultural
workforce is increasingly becoming an
important issue for the business in the
era of globalization.
It affects the productivity and
efficiency of the workforce in
general.
Cultural diversity is a major issue
in diversity management.
Ely and Roberts (2008) define
cultural diversity as differences
among team members in race,
ethnicity, gender, religion,
nationality, or other dimensions
of social identity that are marked
by a history of inter group
prejudice, discrimination or
oppression.
Diversity dimentions:-
1. Primary dimensions:
• Race
• Ethnicity
• Gender
• Age
• Disability
2. Secondary dimensions
• Religion • Lifestyle
• Economic status • Culture
• Family status
• Thinking style • Geographic origin
• Political orientation • Nationality
• Work experience • Language
3. Tertiary dimensions
• Beliefs
• Assumptions
• Perceptions
• Attitudes
• Feelings
• Values
• Group norms
29. 30
Diversity Management
Diversity management is about full utilization of
people with different backgrounds and
experiences.
Effective diversity management strategy has a
positive effect on cost reduction, creativity,
problem solving, and organizational flexibility
30. 31
Measure
Diversity management is about full utilization of
people with different backgrounds and
experiences.
Effective diversity management strategy has a
positive effect on cost reduction, creativity,
problem solving, and organizational flexibility
31. How to measure diversified performances?
Measure employees contribution in a fair way.
A team is much more than the sum of its individuals. A good
team can accomplish far more than the sum of its
individuals. We should stimulate 'team thinking' and reward
people if they place their team goal above their own goals.
Team members know best.
We want team members to give the input for individual
performance reviews. The people that work closest to you,
know best how much you contribute to your team.
Feedback is an easy tool for fast, reliable evaluation.
Collects feedback from each and every employee to create a
culture in which team performance is important. People
should be stimulated to progress themselves and above all
their team.
Create teams culture in your organization.
Teams are the core of a company, therefore regularly
evaluate them.
- Primary elements-- things we cannot control
- Secondary elements -- things we have some control
EVERYONE IS INCLUDED IN THESE ELEMENTS/DEFINITION
Elements of Diversity
There are various qualities that differentiate one individual from the next.
1. Primary Dimensions Race/ethnicity, gender, social class and culture are some examples of major elements of diversity. Race is often used as a biological concept of differentiating humans mostly based on skin color while ethnicity is more socially defined term often based on language or culture. It is not simple to differentiate race and ethnicity because those two terms are often overlapped and interchangeably used in census, research and field practice setting.
The term ethnic diversity refers to the differences between people due to ethnicity. Differences in skin color, facial structure, and belief systems are likely to have roots in ethnic diversity.
Sex and gender are also interchangeably used terms in daily lives. Sex is more biological concept while gender is more socially oriented term. Thus, when we say gender, it implies socially given roles and norms embedded in gender. Whether a person is man or woman, that is an element of diversity, which leads to further differences
Social class Is it a biological construct or social construct? Are poor people genetically born as being ended up with being poor? Or is that simply socially constructed? Researchers now started opening their eyes to examine how these diversity elements are mutually related; not worrying about whether they are strictly biological or social construct, but much more interested in how they are related.
2. Secondary Dimensions What are some secondary dimensions of diversity? For example, personality. It looks like an individual construct. But personality is also socially constructed. How about cohort differences? Are those who grew up in 1930s experiencing the Great Depression likely to have the same aging experiences from you who are getting more education and better nutrition? Maybe not. Geographic locations, marital status, living arrangements, sexual orientation, functional ability, religious beliefs are only a few examples of secondary dimensions of diversity.
These dimensions of diversity affect an individual's perception and reaction to life, their interactions with others, and their view of society and the world.
- Primary elements-- things we cannot control
- Secondary elements -- things we have some control
EVERYONE IS INCLUDED IN THESE ELEMENTS/DEFINITION
Elements of Diversity
There are various qualities that differentiate one individual from the next.
1. Primary Dimensions Race/ethnicity, gender, social class and culture are some examples of major elements of diversity. Race is often used as a biological concept of differentiating humans mostly based on skin color while ethnicity is more socially defined term often based on language or culture. It is not simple to differentiate race and ethnicity because those two terms are often overlapped and interchangeably used in census, research and field practice setting.
The term ethnic diversity refers to the differences between people due to ethnicity. Differences in skin color, facial structure, and belief systems are likely to have roots in ethnic diversity.
Sex and gender are also interchangeably used terms in daily lives. Sex is more biological concept while gender is more socially oriented term. Thus, when we say gender, it implies socially given roles and norms embedded in gender. Whether a person is man or woman, that is an element of diversity, which leads to further differences
Social class Is it a biological construct or social construct? Are poor people genetically born as being ended up with being poor? Or is that simply socially constructed? Researchers now started opening their eyes to examine how these diversity elements are mutually related; not worrying about whether they are strictly biological or social construct, but much more interested in how they are related.
2. Secondary Dimensions What are some secondary dimensions of diversity? For example, personality. It looks like an individual construct. But personality is also socially constructed. How about cohort differences? Are those who grew up in 1930s experiencing the Great Depression likely to have the same aging experiences from you who are getting more education and better nutrition? Maybe not. Geographic locations, marital status, living arrangements, sexual orientation, functional ability, religious beliefs are only a few examples of secondary dimensions of diversity.
These dimensions of diversity affect an individual's perception and reaction to life, their interactions with others, and their view of society and the world.
- Primary elements-- things we cannot control
- Secondary elements -- things we have some control
EVERYONE IS INCLUDED IN THESE ELEMENTS/DEFINITION
Elements of Diversity
There are various qualities that differentiate one individual from the next.
1. Primary Dimensions Race/ethnicity, gender, social class and culture are some examples of major elements of diversity. Race is often used as a biological concept of differentiating humans mostly based on skin color while ethnicity is more socially defined term often based on language or culture. It is not simple to differentiate race and ethnicity because those two terms are often overlapped and interchangeably used in census, research and field practice setting.
The term ethnic diversity refers to the differences between people due to ethnicity. Differences in skin color, facial structure, and belief systems are likely to have roots in ethnic diversity.
Sex and gender are also interchangeably used terms in daily lives. Sex is more biological concept while gender is more socially oriented term. Thus, when we say gender, it implies socially given roles and norms embedded in gender. Whether a person is man or woman, that is an element of diversity, which leads to further differences
Social class Is it a biological construct or social construct? Are poor people genetically born as being ended up with being poor? Or is that simply socially constructed? Researchers now started opening their eyes to examine how these diversity elements are mutually related; not worrying about whether they are strictly biological or social construct, but much more interested in how they are related.
2. Secondary Dimensions What are some secondary dimensions of diversity? For example, personality. It looks like an individual construct. But personality is also socially constructed. How about cohort differences? Are those who grew up in 1930s experiencing the Great Depression likely to have the same aging experiences from you who are getting more education and better nutrition? Maybe not. Geographic locations, marital status, living arrangements, sexual orientation, functional ability, religious beliefs are only a few examples of secondary dimensions of diversity.
These dimensions of diversity affect an individual's perception and reaction to life, their interactions with others, and their view of society and the world.
Ensure equal opportunities and prevent discrimination
The worst poison to diversity is discrimination and inequality. To harvest the fruits from diversity we must secure that discrimination and harassment is extinct from the working place. Discrimination is many times an invisible problem. It often takes place hidden, and one should not count on the victims to fend for themselves. It may well take place even though one hears nothing about the problems and it is part of management responsibility to prevent it. For it is illegal to discriminate on grounds of gender, ethnicity, religion, age, disability and sexual orientation. If one will ensure everybody’s full contribution, it is sometimes even necessary to "reach out" and act particularly favorably towards groups which traditionally meets barriers and resistance at the labor market.
Improved understanding of those you work for, with, and around CUSTOMERS
Cohesive Atmosphere / Enhanced Teamwork / Higher Morale
Increased Efficiency / Quality / Productivity
Removal of barriers keeping you from achieving your goals.