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Diversity in Organizations
Individual Differences
Homogeneity in workforce utopia or
reality?
Heterogeneity competitive advantage
research on how firms gain sustainable
competitive advantage consistently
identifies selectivity in hiring and an
emphasis on training as two central
characteristics of successful companies.
Selective to ensure heterogeneous
workforce
Discrimination
Levels of Diversity
Surface level diversity: the observable
demographic and other overt differences in
people, such as their race, ethnicity,
gender, age, and physical capabilities
(McShane & Glinow, 2010)
Deep level diversity: Differences in the
psychological characteristics of employees,
including personalities, beliefs, values, and
attitudes.
Diversity Dimensions
Biographical
Ability
Personality We will focus on it later
Biographical Dimension
Age
Biographical Dimension
Age
Biographical Dimension
Age
Why is age becoming an issue for workforce?
Age & turnover ratio
Age & absenteeism
Age & productivity
Age & job satisfaction
Sex
Male & Female Roles
Work schedules, absence and turnover rate
Discrimination and stress
CEOs
$2,122
$1,129
$1,660
Male
$1,547
CIS Managers
Female
$1,595
$933
Financial Managers
$1,504
$1,280
HR Managers
$1,488
$0
$500
$1,000
$1,500
$2,000
$2,500
Source: Robbins, S.P. & Judge, T.A. (2015). Organizational Behavior, 16th edition,
Pearson.
Biographical Dimension
Race & ethnicity
Racial discrimination in workplace
Promotion decisions, evaluation
How can we relate it to Bangladesh context?
Disability
Physical and mental disability
What is the situation in Bangladesh?
Biographical Dimension
Tenure / Seniority
Seniority and job performance, absence,
productivity
Religion
Sexual orientation & gender identity
Ability
Physical abilities
Strength factors: Muscular strength
Flexibility factors: Movement quality
Other factors: Endurance, balance etc.
Diversity
Legal & Political Aspects
A recent study that sent out identical rsums of
hypothetical job applicants showed that those that
came from people with white-sounding names,
such as Neil, Brett, Emily, or Anne, were 50 percent
more likely to be asked for an interview relative to
those that came from people with blacksounding
names, such as Ebony, Tamika, Rasheed, or Khirese
Discrimination lawsuit
Discrimination in Bangladesh What are the
dimensions?
Diversity Management
Recruiting and selection policy
Training and development practices
Legal framework for equal employment
opportunity
Competitive advantage of diverse workforce