Diversity in Organisation

Presented By Group 3:

Aditi Gupta 281003

Amol Rastogi 281005
Anmol Raina 281010
Anshika Agarwal 281011
Satyaki Ghosh 281042
Shikhir Agarwal 281044
 Forms of Workforce Diversity :

Surface Level Diversity Deep Level Diversity

Characteristics which can be perceived Characteristics which can’t be perceived
superficially through stereotypes and superficially.
assumptions.
• Personality traits
• Gender • Ethics
• Ethnicity • Values
• Age • Attitude
• Religion
• Caste
 Surface Level : Biographical characteristics
• Age
• Employees express mixed feelings about older
workers.
• Affects productivity
• Job satisfaction increases with age
• Gender
• Stereotypes against women
• Pay scale is less for women
• Glass escalator
• Race and Ethnicity
• Affect important decisions of firms
• Discrimination against minorities
 (contd..)

• Disability
• Negative employer biases
• Technological advancements have provided multitude opportunities for people with
disabilities
• Others
• Tenure
• Religion
• Sexual orientation and gender identity
• Cultural identity
 Deep Level : Abilities

• What is Ability?
• Ability is an individual’s current capacity to perform various tasks in a job.

• Abilities are mainly of two types:

• Intellectual Abilities - thinking, reasoning, and problem solving.

• Physical Abilities - strength, stamina, flexibility.

 (contd..)

Dimensions of Intellectual Ability

Dimension Description
• Number Aptitude Ability to do speedy and accurate arithmetic.
• Verbal Ability to Understand what is read or heard and the relationship of
Comprehension words to each other.
• Perceptual Speed Ability to identify visual similarities and differences quickly and
accurately.
• Inductive Ability to identify logical sequence in a problem and solve the
Reasoning problem.
• Deductive Ability to use logic and assess the implications of an argument.
Reasoning
• Spatial Reasoning Ability to imagine how an object would look if its position in space is
changed.
• Memory Ability to retain and recall past experiences.
 (contd..)

Nine Basic Physical Abilities

Strength Factors
1. Dynamic strength Ability to exert muscular force continuously over time.
2. Trunk strength Ability to exert muscular strength using the trunk muscles.
3. Static strength Ability to exert force against external objects.
4. Explosive strength Ability to expand maximum of energy in a series of explosive acts.
Flexibility Factors
5. Extent Flexibility Ability to move the trunk and back muscles as far as possible.
6. Dynamic Flexibility Ability to make rapid, repeated flexing movements.
Other Factors
7. Body coordination Ability to coordinate the stimulus actions of different parts of the
body.
8. Balance Ability to maintain equilibrium despite forces pulling of balances.
9. Stamina Ability to continue maximum effort requiring prolonged effort over
time.
 Stereotypes in Organizations

 When we allow our behavior to be influenced by stereotypes, it leads to discrimination.

 These discriminations can be based on age, gender, culture, caste, religion etc.

 Discrimination in organizations can have negative repercussions such as less productivity,

higher attrition rate, reduced organization citizenship behavior etc.
 (contd..)

Forms of Discrimination
Types Description
Discriminatory Practices that deny equal opportunities and rewards.
policies/practices
Sexual harassment Unwanted sexual advances and other verbal or physical conduct of
a sexual nature that create a hostile or offensive work
environment.
Intimidation Overt threats or bullying.
Mockery and insult Jokes or negative stereotypes; sometimes the results of jokes
taken too far.
Exclusion Exclusion of certain people from job opportunities, social events,
discussions; can occur unintentionally.
Incivility Disrespectful treatment, aggressive behavior, interrupting/ignoring
a person or his/her opinions.
 Effective diversity Management by
Organisation

• What is Diversity Management?

• Diversity management refers to organizational actions
that aim to promote greater inclusion of employees
from different backgrounds into an
organization’s structure through specific policies and
programs. [1]

• Organizations are adopting diversity management

strategies as a response to the growing diversity of
the workforce around the world.
 (contd..)

Ways to incorporate diversity

• Diverse recruitment
• Targeted recruiting messages
• Encouraging diversity in groups
• Effective policies

Hence, diversity management must be an ongoing commitment that inspires all levels of an
organisation.
 Summary & Conclusion

• Diversity and Discrimination go hand-in-hand. Organizations need to be proactive in

ensuring that negative bias doesn’t badly effect the employees.
• Diversity factors need to be studied properly in order to not let it be a disadvantage and to
turn it into an asset for the organization.
• Diversity management is important to effectively address the issue of discrimination which
is subjective in nature.
• The focus should be on maximizing the benefits and minimizing the losses due to
discrimination.
 Sources

• [1] https://corporatefinanceinstitute.com/resources/knowledge/other/diversity-
management/
• [2] Organizational Behaviour by Pearson : by Stephen P. Robbins (Author), Timothy A.
Judge (Author), Neharika Vohra (Author) : 17e