Organizational Behavior: Individual Dynamics in Organization
Module 2: Diversity and inclusion in organization
Lecture 1
Diverse workforce, inclusive mindset- 1
Dr. Abraham Cyril Issac
Assistant Professor
School of Business
Indian Institute of Technology Guwahati
Diversity defined
• Workforce diversity means similarities and differences among employees in
terms of age, cultural background, physical abilities and disabilities, race,
religion, gender, and sexual orientation (Saxena, 2014)
• Gender, culture, race, social and psychological characteristics are not the only
way in which people are different, but also in their perspectives and
prejudices. (As discussed in previous sessions)
• “Diversity makes the work force heterogeneous”
Reference: Saxena, A. (2014). Workforce Diversity: a key to improve productivity. Procedia. Economics and Finance, 11, 76–85.
https://doi.org/10.1016/s2212-5671(14)00178-6
Diversity in the workplace
Past view of diversity
• legal issue; that is, it has been directly against the law to
discriminate against anyone, on any basis
Present view
• Now organizations are beginning to realize that diversity is not
just something to deal with, but instead a reality to build on
to make a stronger, more competitive enterprise.
“Diversity must be recognized and nurtured as the organization’s greatest asset, and the ability
to attract and work with diverse talent must be seen as a critical competitive advantage"
Reference: Luthans, F., Organizational behavior: An evidence-based approach twelfth edition. IAP.
The head of the Society of Human Resource Management (SHRM)
diversity initiatives has noted,
“Organizational diversity initiatives should not simply focus on getting
people of color and women in the door, but embracing an inclusive
culture to maintain these employees.”
Effective diversity management
1. Creating a work environment or culture that allows everyone
to contribute all that they can to the organization.
2. Leveraging differences and similarities in the workforce for the
strategic advantage of the organization; and
3. Enhancing the ability of people from different backgrounds to
work effectively together.
Major reasons for increasing diversity
Changing Workforce
The Recognition
Demographics (age,
and Desire for
gender, ethnicity,
Diverse Viewpoints
and education)
Increasing diversity
Competitive Legislation
in today’s
Pressures and Lawsuits
organization
Rapidly Growing
Increase in
International
Business
Developing the Multicultural Organization
A multicultural organization has been described as one that:
• Reflects the contributions and interests of diverse cultural and social
groups in its mission, operations, and product or service
• Acts on a commitment to eradicate social oppression in all forms
within the organization
• Includes the members of diverse cultural and social groups as full
participants, especially in decisions that shape the organization
• Follows through on broader external social responsibilities, including
support of other institutional efforts to eliminate all forms of social
oppression
Stages leading up to a multicultural organization
1. Exclusionary organization
2. Club organization
3. Compliance organization
4. Redefining organization
5. Multicultural organization
Individual Approaches to Managing Diversity
Learning Empathy
• Those who may not think they • the ability to put oneself in
need to learn about diversity another’s place and see things
must work especially hard to from that person’s point of view.
learn an experience as much as • members of diverse groups
they can about developing often feel that only they can
appropriate behavior truly understand the challenges
• At the heart of this learning or problems they are facing
process is communication
Organizational Approaches to Managing Diversity
Work/Family
Testing Training Mentoring
programs
• Avoiding • diverse group can • mentor is a trusted • work-family
culturally biased be trained for an counselor, coach, or issues have recently
selection and entry-level skill or advisor who provides received considerable
advice and assistance
evaluation tests how to more attention in research
effectively do their • help support members and practice
• Using job-specfic existing or future job of a diverse group in • alternative work
tests rather than their jobs, socialize schedule
general aptitude • provide training to them in the cultural arrangements are
or knowledge managers and values of the flextime, the
tests other employees organization, and compressed
pragmatically help their
who work with workweek, job
chances for development
diverse employees and advancement sharing,
and telecommuting
