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Diversity in Organizations: Tery Nataly Cabantac

This document provides an overview of diversity in organizations. It discusses the two major forms of workplace diversity as ethnicity and individual differences. Surface-level diversity refers to easily perceived characteristics like gender or age, while deep-level diversity involves differences in values and personality. The document also describes how discrimination undermines organizational effectiveness by lowering job performance and increasing turnover. It examines various biographical characteristics relevant to organizational behavior such as age, sex, race, disabilities, and their implications in the workplace.

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46 views12 pages

Diversity in Organizations: Tery Nataly Cabantac

This document provides an overview of diversity in organizations. It discusses the two major forms of workplace diversity as ethnicity and individual differences. Surface-level diversity refers to easily perceived characteristics like gender or age, while deep-level diversity involves differences in values and personality. The document also describes how discrimination undermines organizational effectiveness by lowering job performance and increasing turnover. It examines various biographical characteristics relevant to organizational behavior such as age, sex, race, disabilities, and their implications in the workplace.

Uploaded by

cy legaspi
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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CHAPTER 2:

DIVERSITY IN
ORGANIZATIONS
Reporters: MARICHU L. TY
TERY NATALY CABANTAC
Learning Objectives:
• Describe the two major forms of workplace diversity.
• Demonstrate how workplace discrimination undermines
organizational effectiveness
• Describe how the key biographical characteristics are
relevant to OB.
• Explain how other differentiating characteristics factor into
OB.
• Demonstrate the relevance of intellectual and physical
abilities to OB.
• Describe how organizations manage diversity effectively
DIVERSITY

 means equality, acceptance, respect.


Understanding each other and embracing
differences.

 means business and companies welcome people


from a range of different social and ethnic
backgrounds and of different genders, sexual
orientations, etc but also ensuring employee
participation is equal.
Demographic Characteristics
2 major forms of workplace diversity:

•Ethnicity- refers to the racial and ethnic backgrounds of


individuals.

•Individual differences- are the biological differences


such as age, gender, race, disability, and length of
service.
These differences have been studied to determine their
association with job performance, job satisfaction, turnover, and
other concerns of organizational management.
Levels of Diversity:

•Surface-level diversity- differences in easily


perceived characteristics, such as gender, race,
ethnicity, age, or disability, that do not necessarily reflect
the ways people think or feel but that may activate
certain stereotypes.

•Deep-level diversity- differences in values,


personality, and work preferences that become
progressively more important for determining similarity
as people get to know one another better.
DISCRIMINATION

 Noting of a difference between things; often


we refer to unfair discrimination, which means
making judgments about individuals based on
stereotypes regarding their demographic
group.
Stereotyping- is judging someone on the basis
of our perception of the group to which that
person belongs to.
Stereotype Threat
describes the degree to which we internally agree
with the generally negative stereotyped
perceptions of our groups.

Stereotype threat has serious implications for the


workplace. Employees who feel it may have lower
performance, lower satisfaction, negative job atti-
tudes, decreased engagement, decreased
motivation, higher absenteeism, more health
issues, and higher turnover intentions.
Discrimination in the Workplace
BIOGRAPHICAL
CHARACTERISTICS
• Age – Managers often see a number of positive qualities older
workers bring to their jobs, such as experience, judgment, a
strong work ethic, and commitment to quality. Age-diverse
workforce is a benefit to an organization.
• Sex - there are many misconceptions and contradictions about
male and female workers. However, there are many countries
now have laws against sex discrimination.
• Race and Ethnicity – discrimination—for any reason—
leads to increased turnover, which is detrimental to
organizational performance. While better representation of all
racial groups in organizations remains a goal, an individual of
minority status is much less likely to leave the organization if
there is a feeling of inclusiveness, known as a positive diversity
climate.
• Disabilities – include observable characteristics like miss-
ing limbs, illnesses that require a person to use a wheelchair,
and blindness.
• Hidden Disabilities – or invisible disabilities, fall under
the categories of sensory disabilities (for example, impaired
hearing), autoimmune disorders (like rheumatoid arthritis),
chronic illness or pain (like carpal tunnel syndrome), cognitive
or learning impairments (like ADHD), sleep disorders (like
insomnia), and psychological challenges (like PTSD).
THANK YOU !

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