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Chapter 2
Diversity
Chapter two explores the definition of diversity and outlines various examples of diversity typically encountered within the workplace. Each section details the importance of how diversity directly impacts individuals, companies, and the work environment. The chapter incorporates real-world scenarios and examples for reflection. Key learning objectives should include the readerās understanding of the following:. - Definition of key terms: diversity, physical appearance and attributes, physical and mental abilities, sex and gender, age, race, ethnicity and nationality, status, language and communication, spirituality and religion, socioeconomic background, learning style, working style, talents, skills and attitude, EQ and IQ
- Comparison of sex and gender
- Comparison of race, ethnicity, and nationality
- Different learning styles
- The importance of each example of diversity within the workplace
- How to address challenges and leverage each element of diversity within the workplace
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Diversity is everything about the human race that makes one individual or group different from another individual or group. People are diverse in many ways, and there is no perfect indicator to quantify every factor of diversity. When most people hear the word diversity, they may only think about race, gender, age, or sexual orientation. However, diversity can encompass beliefs, physical abilities, religious affiliation, values, national origin, class, gender identity, ethnicity, experiences, and many other elements making up a person or groupās identity.
Diversity is prominent throughout society, as individuals display variety in their preferences related to fashion, music, food, entertainment, etc. Think about how people utilize dating apps. The premise is to put in all of the information that makes a person uniquely different from others on the app, yet, hoping to find someone who shares their similar interests or preferences. The app relies on diversity to distinguish potential matches from non-matches and focuses on preferences to make the final connection. Some individuals seek a match with diverse experiences from their own, while others seek matches based on similar experiences and commonalities.
In the workplace, companies behave similarly. When they determine a need for an individual to fill a position, they have to identify all of the unique characteristics that the person should have to fulfill the position and company needs adequately. Sometimes a company seeks out an individual who can speak multiple languages. Other times, they may look for someone who has similar skills or attributes to a person who is in an identical role already. Diversity is what allows companies to make more perfect matches for their needs.
The workplace tends to focus on specific types of diversity, such as educational background, certain competencies or skills, and even physical abilities for specific positions. However, to expand the concept and benefit of diversity, it is critical to broaden the scope of the value diversity brings to an organization. It is essential to learn different aspects of diversity that may have traditionally been overlooked, disregarded, or unknown. Doing so will substantially increase a companyās ability to create more dynamic and diverse cultures.
2.1 Physical Appearance and Attributes
Physical appearance is an outward display of a personās attributes that are visible to others. An individualās physical appearance is the most common way other people identify them. A state driverās license customarily includes a photograph of the licensee so that distinctive physical features are evident enough to help identify the person.
Some examples of attributes that describe a personās physical appearance include:
- eye color
- hair color
- weight
- height
- body style or shape or size (such as lanky or muscular)
- a description of body parts (such as a small nose or almond-shaped eyes)
Typically, a personās physical appearance is also the first way a person will attempt to identify someone else. Crimes involving persons, accidents, celebrity sightings, and other situations that rely on a descriptive narrative to identify a person are based on physical appearance or attributes.
Sometimes, a personās physical appearance is devised by choice. People can choose to color their hair, wear contact lenses that change or mask a natural eye color, alter fashion options, and even augment their body features to promote a specific physical appearance. Wearing high-heeled shoes helps to augment a personās height. Waist trainers are designed to give a physical appearance that minimizes the circumference of a personās waistline, torso, or mid-region. These are all appearance alterations that are made by choice. Other physical characteristics are not as easily altered, if able to be changed at all. They can include a personās skin color or physical disabilities that are not altered or modified with aids or other devices.
A personās physical appearance is a part of their identity and subsequently an element of their diversity. Physical attributes are a consistent theme in discrimination, harassment, bias, and racism. As you continue reading, you will learn more about ways in which the diversity of physical characteristics affects how individuals are perceived in the workplace.
2.2 Physical and Mental Abilities
Physical ability is not the same as physical appearance. Physical ability refers to a personās ability to perform some type of physical activity. Strength, coordination, balance, dexterity, flexibility, and stamina are all examples of physical ability.
Think about jobs that require a specific physical ability. For example, most athletes must have the physical ability to perform their job successfully. Although there are professional and other sports teams that inclusively embrace individuals with physical disabilities, in general, a sports athlete must still possess particular physical abilities. Other jobs that require some level of physical ability for performance include dancers, warehouse workers, sanitation workers, waiters, construction workers, and many others.
A personās characteristics or identifying traits that cause an inability to perform physical actions, such as the examples listed above, are often referred to as a disability. A physical disability is a condition that negatively affects a personās stamina, dexterity, mobility, or physical capacity. There is a wide range of physical disabilities, and each can vary in intensity, severity or lasting effect over time. Physical disabilities can range from conditions like hearing impairment, blindness, and cerebral palsy, to paralysis.
A mental disability is not the same as a mental disorder. It is also separate and distinct from a physical disability. Mental disability is when a person does not or cannot develop cognitively at the same rate as most other people. A mentally disabled individual may feel challenged by their ability or capacity to complete tasks, learn or retain information, comprehend simple to complex concepts, or take action based on cognitive function.
Employees at all levels may have physical or mental disabilities that inhibit their capacity to perform in certain positions. Ability level is an example of diversity among individuals in general and at work. Several laws and policies have been put into place to address work-related discrimination, biases, and unfair treatment of individuals with disabilities. The Americans with Disabilities Act (ADA) was enacted to protect individuals with physical or mental disabilities from discrimination. As you cover other sections of this book, additional information about ADA and other laws will be introduced and explained further.
Diversity, including consideration of individuals with disabilities, helps strengthen an organizationās talent pool. Simply having a physical or mental disability does not imply that individuals do not have a myriad of other talents, skills, or abilities. Remember the examples about the iceberg, Superman, and unseen elements of a personās identity? It is much more beneficial to seek employees who may have different mental or physical traits that are diverse from the majority of others to access far-reaching potential.
2.3 Sex and Gender
Earlier, you learned that a doctor most often assigns a personās sex at birth. It is important to understand the difference between sex and gender so that individuals in the workplace can express their concerns and needs appropriately. Employees and others may experience adverse effects of specific policies, rules, or expectations in the workplace based on their gender, sex, or the assumptions thereof.
In the workplace, employees will encounter diverse genders and/or sexes. Certain areas within the work environment, such as restrooms, lactation or feeding rooms, and locker rooms are often designated according to oneās sex. Male-Female or Man-Woman signs are prevalent throughout many organizations and often can become a point of conflict when policies related to sex and gender, including gender identity, are not addressed appropriately. A personās gender identity helps them express an element of their identity. What are the potential effects of not being aware or understanding the difference between an individualās sex, gender, or gender identity?
Set of Restroom vector sign By olando ā Adobe Stock File #:264893251
An individualās sex is usually categorized as male or female and most often based on specific biological features like reproductive organs, hormones, genes, and chromosomes. However, biological attributes that determine a specific sex are not binary and can vary.
Initially, scientists and physicians determined that the X and Y chromosomes c...
