1. Session 5:
Caring theory of Diversity:
I have selected caring theory of diversity for my analysis because I have many times
observed this theory of diversity into action in many organizations myself. This theory
basically based on the belief of Pope John Paul that “the evil of our times consists in the first
place in a kind of degradation, indeed in a pulverization, of the fundamental uniqueness of
each person.” He further claims that “fundamental error of socialism is anthropological.” It is
to try to devaluate the characteristics which an individual contains in his personality. The
concept of this devaluation is that to make the people realize that they are even less than,
about which they claim that they are. Or they doesn’t possess the qualities which they think
that they have in their personality. Such an attitude was of Nazis which put emphasis on
“racial makeup” and Marxist who were the believers of class status. Apart from such
behaviour the arguments of Pope John Paul were based on care. David Brook is of the
opinion that in the addresses of Pop in Cuba and Poland when he told the audience “You are
not what they say you are,” this message resulted in a revolution and the emergence of caring
theory in the literature of diversity.
The theory is based on the belief that every person is entirely unique in him/herself to others
and this diversity is good (Harvey, Allard and Harvey, 2002). It suggests that the type of care
based on diversity should be a part of organization culture because it offers many benefits.
One of the most important benefit is that emotional connection among the people can be
created. Although it is not mostly found on an articulated level because it is obvious that a
CEO cannot take personal care of more that thousands of employees. But in an unarticulated
way it is definitely in the mind of the members of organization beyond our realization.
2. The appreciation of diversity in these words “we value diversity in our organization because
we up value every individual and his/her dignity and right to contribute and be a part of our
organization.” These words matters a lot because it is a common phenomenon that people
like their own personality, their own name, their own culture, their own language etc.
(Edberg, 2013). If an organization appreciate these characteristics and make them realize that
the organization cares for them it definitely results in better return from them. Caring
employees in a way that they feel themselves important is a high level of ethics which is
beneficial for every organization. So the theory contributes a lot in ethics and diversity of
organization.
3. References:
Harvey, C., Allard, M. and Harvey, C. (2002). Understanding and managing diversity. Upper
Saddle River, NJ: Prentice Hall.
Edberg, M. (2013). Essentials of health, culture, and diversity. Burlington, MA: Jones &
Bartlett Learning.
