Dimensions of Workforce Diversity

-


                                                                                                                                           Image Source - (Peacock, 2018)

Many people believe that social, economic, and political issues have contributed to today's workforce's rising diversity. They assumed the population is divided into 'families' with strong intra-familial resemblance and inter-familial dissimilarity. To deal with this heterogeneity, people from various backgrounds are brought together to work on shared issues in order to improve understanding and communication. In humanities and social sciences, there are four overlapping turns in the growth of diversity management: demographic, political, economic, and critical shifts. Diversity management initiatives have been implemented in a wide range of public and private sectors in the United Kingdom, according to the authors. They have been implemented with the goal of expanding the participation of women and minorities and improving career prospects, but their success rate remains sporadic. They stated that diversity management programs can be regarded as perpetuating rather than combating workplace disparities, as well as diminishing the legacy of workplace discrimination against historically oppressed minorities(Rathore, 2019).

There are numerous dimensions to diversity. The dimensions interact and impact one another, and they arise or manifest differently in various situations, environments, and circumstances, making study and management difficult. These dimensions have three aspects, similar to the iceberg. The major dimensions are those that are visible above the water line (race, ethnicity, gender, age, disability). The secondary dimensions (religion, culture, sexual orientation, thinking style, geographic orientation, family status, lifestyle, economic condition, political orientation, work experience, education, etc.) are just beneath the surface and reveal themselves over time, while the tertiary dimensions (beliefs, assumptions, perceptions, attitudes, feelings, values, group norms) are much deeper. The iceberg of diversity has three dimensions, as seen in the diagram below(Rathore, 2019). 

Image Source  - (College, n.d.)

🔎     Primary Dimensions are Race, ethnicity, gender, age, and disability

🔎   Secondary Dimensions are Religion, culture, sexual orientation, thinking style, geographic orientation, family situation, lifestyle, political orientation, employment, experience, and education.

🔎     Tertiary Dimensions are Beliefs, assumptions, perceptions, attitudes, feelings and values.

Due to rising globalization, workplace diversity is now nearly unavoidable for any company. The workplace becomes diversified rather than homogeneous as a result of diversity. People in the job, in particular, have a different mix of variables under the three dimensions, which encourage them to think and analyze differently. Following that, these individuals have both negative and positive affects on an organization, and they can be the driving force behind the organization's success or failure(Peacock, 2018). 

References

College, B. V. (n.d) Developing Intercultural Competence [Online] Bow Valley College. Available at: https://globalaccess.bowvalleycollege.ca/ITI/intercultural-competence.php [Accessed 02nd December 2021].

Peacock, A. (2018) Diversity and Inclusion Help Drive Business Success  [Online] Carriermanagement.
Available at: https://www.carriermanagement.com/features/2018/07/02/181242.htm
[Accessed 02nd December 2021].

Rathore, B. (2019) Dimensions of Workforce Diversity. A Conceptual Study, 8 (8) 1653 - 1654.

 

Comments

  1. Anushka Jayasekara5 December 2021 at 22:08

    Dimensions of diversity refers to work diversity of a company and the employees who work there and have different traits, backgrounds and abilities.

    ReplyDelete
  2. Chinthaka Kiulgalla16 December 2021 at 09:32

    Very educative post. keep writing

    ReplyDelete
  3. H.A.Sampath18 December 2021 at 06:13

    Good article. Thanks for sharing.

    ReplyDelete

Post a Comment

Popular posts from this blog

How to Overcome Workplace Diversity Challenges

-
Image
       Image Source -  (Reynolds, 2018) All of the aforementioned issues might be substantial and have the ability to harm your organization. The correct decision, on the other hand, is not to abandon variety entirely as a result. It's devising a modern, comprehensive internal communications plan to address possible challenges head-on (Walters, 2019) . Recognize your Audience   Make an attempt to comprehend the many subgroups and undercurrents inside your organizations as well as possible. Background matters not only in terms of ethnicity or location of origin, but also in terms of education, upbringing, and other factors.  Organizational Norms Must Be Clearly Communicated Every company, like every country, has a culture. From the flatness of your org chart to the way leadership communicates, you've most certainly developed norms and standards that have evolved through time. Avoiding misunderstandings in your workplace can be as simple as ensuring that...
Read more

Promote Diversity At Workplace

-
Image
                                                                                                          Image Source -  (Liston, 2021) Diversity management is, for all intents and purposes, HR's responsibility. That does not, however, imply that they can carry out the process on their own. HR managers require the assistance of key partners to properly build a diversity-conscious approach, much as the topic itself is characterized by integration and team spirit( Personio, n.d) . Here are some things that teams and organizations can do to prepare for and support diversity in the workplace. 1. Ensure Operational Readiness Management, in particular, has a big say in whether or not diversity and inclusion are genuinely imple...
Read more

Benefits of Diversity in the Workplace

-
Image
  Image source -  (Yankovsky, 2021)   Let's start with the good news. For decades, business thought leaders have preached the value of workplace diversity. This tendency has a logical explanation. In fact, a lot of studies have demonstrated how critical it is to have a diverse workforce for your company's overall performance (Walters, 2019).  1. Revenue is boosted by diversity In fact, according to a recent study, diverse organizations generate 19 percent more income than their non-diverse rivals. Many of the benefits listed below contribute to that high number, including invention, creativity, and the avoidance of groupthink. 2. The talent pool expands as a result of diversity This one is straightforward. A company's talent pool automatically expands when it is able to recruit people from various origins and cultures. Applicants from traditionally underprivileged cultures, in particular, are likely to feel empowered, bringing a diverse mix of skills and experience t...
Read more