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What is Diversity?
Different definitions ranging from primary dimensions to secondary dimensions.
Primary Dimensions:
We are distinguished and united by differences and similarities according to
gender, age, language, culture, race and income level.
Diversity is otherness or those human qualities that are different from our own
and outside the groups, to which we belong, yet are present in other individuals
and groups".
Secondary Dimensions:
Features: education, place of residence, class, martial status, religious beliefs,
occupational status and life experiences.
More comprehensive definition by UN.
Diversity takes many forms. It is usually thought of in terms of obvious
attributes-age, differences, race, gender, physical ability, sexual orientation,
religion and language. Diversity in terms of background professional experiences,
skills and specialization, values and culture as well as social class, is a prevailing
pattern.
Government initiated
Legally driven
Quantitative
Problem focused
Assumes assimilation
Internally focused
Reactive
Diversity
Voluntary
Productivity driven
Qualitative
Opportunity focused
Assumes integration
Internally and externally
focused
Proactive
1. Demographic Diversity
Education level, race, age, sex, etc. changes in demographics are slow and can be
estimated in advance
Evolution of Diversity
Work in this area started in mid 1980s and focus was very much on community
and race relation trainings. Started with the name of equal opportunities, then
fairness for all and now diversity.
Using the equal opportunities and diversity continuum, next table will explain the
terms and developmental framework.
Organizational Strategies
Organizations were compelled to adopt diversity policy due to the factors
explained earlier. But to ensure that diversity is central part of organizational
structures and processes, Commission for Racial Equality (CRE) proposed 10
points plan:
1. Developing policies to cover recruitment, training and promotion;
2. Action plans with specific and measurable targets;
3. Promote organizational awareness training, and additional training for
those staff involved in recruitment, selection and training;
4. An organizational diversity audit to establish the current position and
enable progress to be monitored
5. A review of all recruitment, selection, promotion, and training processes;