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IOP1504
Notes
IOP1504 Notes
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WORKFORCE DIVERSITY
CHAPTER 1
Diversity entails much more than just the differences that exist among people of different
cultural backgrounds. Diversity implies a multidimensional mixture and includes a variety of
dimensions in often complex combinations. Other differences also constitute diversity such
as age, experience, marital status, family status, national heritage and skills. Also part of
diversity is a variety of aspects like, religion, health, culture, parental status, income and
physical ability.
There are two categories of differences between people. There are the primary and
secondary categories. Primary dimensions are those personal characteristics that are inborn
and which have an important and sustained effect on our whole life. These characteristics
cannot be changed and are also directly observable by other people. Examples include race,
gender, age, physical abilities and sexual orientation. Primary dimensions of diversity also
comprise those differences that are likely to evoke responses such as bias, prejudice and
stereotypes amongst people.
Secondary dimensions comprise those differences that people have control over and that
can be changed by choice. This includes differences that people acquire, discard and modify
throughout their lives and they are less visible. Examples include educational background,
geographic location, income, marital status, military experience, parental status, religious
beliefs and work experience.
Clements and Jones highlight that to embrace diversity is to come to a position of believe
that the ways in which we all differ:
Are realities that should not and must not be ignored
Do not equal difficult or problem
Mean that we can accept that people see the world differently and that those world-
views have equal validity
Are not threatening
Are positive things rather than negative
Are to be inclusive rather than exclusive
Are likely to involve some personal change
Diversity in the workplace suggests that people should be managed differently. To motivate
people, one should manage their needs and expectations on both the personal and career-
related levels. Companies that want to diversify their employees and manage their diverse
workforce effectively should adapt their policies and procedures to some extent in order to
IOP1504 Notes
IOP1504
Notes
IOP1504 Notes
, 2|Page
WORKFORCE DIVERSITY
CHAPTER 1
Diversity entails much more than just the differences that exist among people of different
cultural backgrounds. Diversity implies a multidimensional mixture and includes a variety of
dimensions in often complex combinations. Other differences also constitute diversity such
as age, experience, marital status, family status, national heritage and skills. Also part of
diversity is a variety of aspects like, religion, health, culture, parental status, income and
physical ability.
There are two categories of differences between people. There are the primary and
secondary categories. Primary dimensions are those personal characteristics that are inborn
and which have an important and sustained effect on our whole life. These characteristics
cannot be changed and are also directly observable by other people. Examples include race,
gender, age, physical abilities and sexual orientation. Primary dimensions of diversity also
comprise those differences that are likely to evoke responses such as bias, prejudice and
stereotypes amongst people.
Secondary dimensions comprise those differences that people have control over and that
can be changed by choice. This includes differences that people acquire, discard and modify
throughout their lives and they are less visible. Examples include educational background,
geographic location, income, marital status, military experience, parental status, religious
beliefs and work experience.
Clements and Jones highlight that to embrace diversity is to come to a position of believe
that the ways in which we all differ:
Are realities that should not and must not be ignored
Do not equal difficult or problem
Mean that we can accept that people see the world differently and that those world-
views have equal validity
Are not threatening
Are positive things rather than negative
Are to be inclusive rather than exclusive
Are likely to involve some personal change
Diversity in the workplace suggests that people should be managed differently. To motivate
people, one should manage their needs and expectations on both the personal and career-
related levels. Companies that want to diversify their employees and manage their diverse
workforce effectively should adapt their policies and procedures to some extent in order to
IOP1504 Notes
