2 Chap Diversity

Organizational
Behavior
15th Global Edition
Robbins, Judge, & Vohra
Book Chap 2: Diversity in Organizations

Syllabus Chap: 1
2-1
Chapter 2 Learning Objectives
After studying this chapter you should be able to:

• Describe the two major forms of workforce diversity
• Identify the key biographical characteristics and describe how they are
relevant to OB
• Recognize stereotypes and understand how they function in
organizational settings
• Define intellectual ability and demonstrate its relevance to OB
• Contrast intellectual from physical ability
• Describe how organizations manage diversity effectively
2-2
Describe the Two Major Forms
LO 1
of Workforce Diversity
Diversity Management
Surface-Level Diversity
Deep-Level Diversity
2-3
Diversity Management
• Surface-level diversity represents the
characteristics that are easily observed such as
race, gender, age etc.
• Deep-level diversity represents the aspects that
are more difficult to see at first glance such as
values, personality, and work preferences.
Describe the Two Major Forms of
LO 1 Workforce Diversity
Insert Exhibit
2.1
2-5
Biographical Characteristics
LO 2
and How Are They Relevant to OB
Those readily available in a personnel

file
– Age
– Belief is widespread that job performance
declines with increasing age.
– The workforce is aging.
– U.S. legislation that, for all intents and purposes,
outlaws mandatory retirement.
2-6
LO 2
–file
Sex/Gender
• Few issues initiate more debates, misconceptions, and
unsupported opinions than whether women perform as well on
jobs as men do.
• Few, if any, important differences between men and women
affect job performance.
• Psychological studies have found women are more agreeable
and willing to conform to authority, whereas men are more
aggressive and more likely to have expectations of success, but
those differences are minor.
2-7
LO 2
file
–Race and Ethnicity
– Employees tend to favor colleagues for their own race in
performance evaluations, promotion decisions, pay raises.
– Different attitudes on affirmative action with African-
Americans preferring such programs than do whites.
– African-Americans generally do worse than whites in
employment decisions.
– No statistical difference between Whites and African-
Americans in observed absence rates, applied social skills at
work, or accident rates.
2-8
LO 2
file
– Disability
• A person is disabled who has any physical or mental
impairment that substantially limits one or more
major life activities.
• The “reasonable accommodation” is problematic for
employers.
• Strong biases exist against those with mental
impairment.
2-9
LO 2

file
– Tenure
• The issue of the impact of job seniority on job
performance has been subject to misconceptions and
speculations.
– Religion
• Although employees are protected by U.S. federal law
regarding their religion, it is still an issue in the workplace.
2-10
LO 2
Those not readily available in a

personnel file…
– Sexual/Gender orientation
• Federal law does not protect employees against
discrimination based on sexual/gender orientation.
– Gender identity
• Often referred to as transgender employees, this topic
encompasses those individuals who change genders.
2-11
Stereotypes and How They
LO 3
Function in Organizational Settings
• “Discrimination” is to note a difference between

things.
• Unfair discrimination is assuming stereotypes
about groups and refusing to recognize
differences.
2-12
Define Intellectual Abilityand
LO 4
Demonstrate Its Relevance to OB
Ability is an individual’s current

capacity to perform various tasks in
a job
• Two types
– Intellectual abilities
– Physical abilities
2-13
LO 4
• Intellectual abilities are abilities needed to

perform mental activities—thinking, reasoning,
and problem solving.
• Most societies place a high value on intelligence,
and for good reason.
2-14
LO 4
Number
Aptitude
Verbal
Memory Comprehension
Intellectual
Spatial Ability Perceptual
Visualization Speed
Deductive Inductive
Reasoning Reasoning
Exhibit 2.2
2-15
Contrast Intellectual
LO 5
from Physical Ability
• Physical Abilities
– The capacity to do tasks demanding stamina,
dexterity, strength, and similar characteristics.
– The three main categories of physical ability are…

• Strength
• Flexibility
• And Other characteristics
2-16
LO 5
Insert Exhibit 2.3
2-17
LO 5
• Importance of ability at work increases difficulty in

formulating workplace policies that recognize
disabilities.
• Recognizing that individuals have different abilities
that can be taken into account when making hiring
decisions is not problematic.
• It is also possible to make accommodations for
disabilities.
2-18
Describe How Organizations
LO 6
Manage Diversity Effectively
Attracting, Selecting,
Developing, and
Retaining Diverse
Employees
Diversity in Effective Diversity

Groups Programs
2-19
Describe How Organizations
LO 6
Manage Diversity Effectively
Effective Diversity
Programs
Teach Legal
Framework
Teach the
Market
Foster the Advantages
Skills and
Abilities of All
Workers
2-20
Managerial Implications and Summary
This chapter looked at diversity from

many perspectives paying particular
attention to three variables—
biographical characteristics,
ability, and
diversity programs.
2-21
Managerial Implications and Summary
Diversity programs
Selection
An effective selection process will
improve the fit between employees and
job requirements.
Diversity Management
Diversity management must be an
ongoing commitment that crosses all
levels of the organization.
2-22

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Organizational

Book Chap 2: Diversity in Organizations

After studying this chapter you should be able to:

Those readily available in a personnel

Those readily available in a personnel

Those not readily available in a

• “Discrimination” is to note a difference between

Ability is an individual’s current

• Intellectual abilities are abilities needed to

– The three main categories of physical ability are…

Insert Exhibit 2.3

• Importance of ability at work increases difficulty in

Diversity in Effective Diversity

This chapter looked at diversity from

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