1. Diversity in Organization
Prepared By:
 Ali Soltani
Diversity in Organization

2. Diversity is differences in racial and ethnic, socioeconomic, geographic, and academic/professional backgrounds. People with different opinions, backgrounds (degrees and social experience), religious beliefs, political beliefs, sexual orientations, heritage, and life experience.
Workforce diversity means similarities and differences among employees in terms of age, cultural background, physical abilities and disabilities, race, religion, gender, and sexual orientation. No two humans are alike. ... Diversity makes the work force heterogeneous.
Diversity 

3. Levels of Diversity
Surface-level diversity represents characteristics of individuals that are readily visible, including, but not limited to, age, body size, visible disabilities, race, or sex.
Deep-level diversity includes traits which are not observable such as attitudes, values, and beliefs.
The dimensions of diversity can broadly be divided into two levels; surface and deep levels. As its name suggests, surface level of diversity can be distinguished by appearance. Examples include sex, age, race, ethnicity, etc. Deep level of diversity in contrast is difficult to judge from appearance.

4. Treatment or consideration of, or making a distinction in favor of or against, a person or thing based on the group, class, or category to which that person or thing belongs rather than on individual merit: racial and religious intolerance and discrimination.
Unfair discrimination refers to making judgement about individuals based on stereotypes regarding their demographic group.
Discrimination

6. Biographic Characteristic
Personal characteristics that are objective and easily obtained from personnel records. These characteristics are representative of surface-level diversity.
Age
Sex
Race & Ethnicity
Disability
Biographic Characteristic

7. Other Biographical Characteristics
Tenure
Religion
Sexual orientation and gender identity

8. An individual’s capacity to perform the various tasks in a job.
Intellectual Ability
The capacity to do mental activities such thinking, reasoning, and problem solving.
Physical Ability
The capacity to do tasks that demand stamina, dexterity, strength and similar characteristics
Ability

9. Dimensions of Intellectual Ability
Number of aptitude
Verbal comprehension
Perceptual speed
Inductive reasoning
Deductive reasoning
Spatial visualization
Memory
Dimensions of Intellectual Ability

10. Basic Physical Abilities
Strength factors
         Dynamic
         Trunk
         Static
         Explosive
Flexibility factors
          Extent
          Dynamic  
Other factors,
           Body coordination
           Balance
          Stamina
Basic Physical Abilities

11. 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.
The Role of Disability

12. Implementing Diversity Management Strategies
Diversity management is a process intended to create and maintain a positive work environment where the similarities and differences of individuals are valued, so that all can reach their potential and maximize their contributions to an organization's strategic goals and objectives.
Attracting, selecting, developing and retaining diverse employees
Effective diversity programs
Diversity in groups
Implementing Diversity Management Strategies

13. Attracting, Selecting, Developing and Retaining Diverse Employees
Target recruiting messages to underrepresented groups
Value fairness & objectivity in selecting employees
Have a well defined protocol for assessing talent
Prioritize non discriminatory policies
New hires: demographically different staff are more likely to feel low commitment + turn over
Preference for organization that value diversity
Attracting, Selecting, Developing and Retaining Diverse Employees

14. Effective Diversity Programs
Teach managers about the legal framework & encourage fair treatment
Teach managers how a diverse workforce will be better able to serve a diverse market
Foster personal development practices :
That brings out the skills & abilities to all workers .
Differences can improve performance.

15. Diversity Groups Demographic diversity deos not appear to help or hurt
Groups of individuals that are intelligent + conscientious + interested in group work= effective
To make group more effective :
Emphasize the higher level of similarities among members
Transformational leadership (higher order groups +values)

16. Effective Diversity Programs
Teach legal framework 1
Teach the market advantages 2
Foster the Skills and Abilities of All Workers 3

17. Managerial Implications and Summary
This chapter looked at diversity from many perspectives paying particular attention to three variables;
Biographical Characteristics, 
Ability
Diversity Programs. 

18. Managerial Implications and Summary
Biographical charactristics can be considered but brings no obligation in making decisions
An effective selection process will improve the fit between employees and job requirements.
Candidates abilities are reflection of promotion and transfer decisions.
Improving the fit by fine tuning the job to better match for disabled employees accomodation
Diversity management must be an ongoing commitment that crosses all levels of the organization.
Policies for regarding diversity are effective since they acknowledge all employees perspective.
Managerial Implications and Summary

19. Thank You
Thank You