Diversity and biological characteristics

Diversity and biological characteristics in organizational behavior.

1. Diversity & Biological Characteristics

2. Effective diversity management increases an organization’s access to widest possible pool of skills, abilities and ideas. 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 : Difference in values, personality, and work preferences that become progressively more important for determining similarity as people get to know one another better. Diversity 2- 2

3. Noting of differences between things; often we refer to unfair discrimination, which means making judgments about individuals based on stereotypes regarding their demographic group. Discriminatory policies or practices Intimidation Mockery & insults Exclusion Incivility Harassments Discrimination 2- 4

4. Objective and easily obtained personal characteristics. Age Older workers bring experience, judgment, a strong work ethic, and commitment to quality. Gender Few differences between men and women that affect job performance. Race (the biological heritage used to identify oneself) Contentious issue: differences exist, but could be more culture-based than race-based. 2- 6 Biographical Characteristics

5. Tenure People with job tenure (seniority at a job) are more productive, absent less frequently, have lower turnover, and are more satisfied. Religion Islam is especially problematic in the workplace in this post-9/11 world. Sexual Orientation Federal law does not protect against discrimination (but state or local laws may). Domestic partner benefits are important considerations. Gender Identity Relatively new issue – transgendered employees. 2- 7 Other Biographical Characteristics

6. The process and programs by which managers make everyone more aware of and sensitive to the needs and differences of others. Attracting, Selecting, Developing and Retaining Diverse Employees . Diversity Management Strategies 2- 8

7. When people work in groups they need to establish a common way of looking at and accomplishing the major tasks, and they need to communicate with one another often. Regardless of the composition of group, differences can be leveraged to achieve superior performance. Groups of diverse individuals will be much more effective if leaders can show how members have a common interest in the group’s success. Diversity in Groups 2- 9

8. Some examples

9. Effective, comprehensive workforce programs encouraging diversity have three distinct components: First they teach managers about the legal framework for equal employment opportunity and encourage fair treatment of all employees. Second , they teach managers how a diverse workforce will be better able to serve a diverse market of customers and clients. Third, they foster personal development practices that bring out the skills and abilities of all workers. Effective Diversity Programs 2- 11

10. Thanks for your attention