Diversity-The differences

CASELET
• Shell is a global group of energy and petrochemicals companies. Shell reports promoting
diversity and inclusion to give all its employees the opportunity to develop their skills
and talents in line with corporate values and objectives. Shell General Business Principles
identify one of the corporate aims as creating an inclusive work environment with equal
opportunities.
• An interview with the vice president of finance showed that the finance function, with
the assistance of a global steering committee, focuses closely on diversity management.
Global finance leaders of the company have a strong commitment to diversity and they
actively promote diversity in the finance functions. This senior leadership support has
helped inculcate a positive cultural shift in the finance function towards recognising the
value of diversity.
• The diversity leaders in the finance function believe that ‘winning hearts and minds’ is
not enough alone; structures, targets and processes are needed to produce significant
improvements in outcomes and to initiate a culture change. Currently, the function has a
global emphasis on gender diversity. In addition, the need to go beyond gender is
recognised and there is a significant effort to increase ethnic diversity, with a particular
attention to Asian talent, given Shell’s customer base and capital investment.
REASONS FOR GROWING DIVERSITY
• Changing Demographics: Older workers, women and ethnic minorities
have entered the workforce that is quite different from a traditional
workforce of young, male employees.
• Legislation : Several laws have been passed in different countries to
prevent discrimination between employees, and to provide equal
opportunities to all without differentiating on the basis of age, gender
or ethnicity.
• Desire for Diverse Viewpoints: Companies that actively try to develop
a diverse work force gain a competitive advantage in terms of being
able to develop better products and services for the market.
REASONS FOR GROWING DIVERSITY
• Growth of International Business: More and more organisations are
entering the international business arena. This results in greater
cultural diversity because as companies expand, they have to become
accustomed to working with different cultures, customs and social
norms.
• Competitive Pressures: Diversity places an important role in giving
companies competitive advantage in the market. Companies that hire
and work with a diverse workforce have a greater chance of
understanding their Changing markets better
BASIS OF DIVERSITY
• AGE: Several generations are employed in the workforce. Each has its
own distinct differences defined by the time people were born and
the unique social, political and economic changes that occurred
during their upbringing.
• For example Baby Boomers are seen as workaholics, Generation X are
risk takers, Millennials care about meaningful work and Generation Z
ghost employers and seek job security.
A lot of companies consider lifestyles, personality
characteristics, perspectives, opinions, family
composition, education level or tenure elements
of diversity, too.
BASIS OF DIVERSITY
• Gender Identity
Gender roles are social
constructs that vary by
different cultures and
are assigned to
individuals at birth based
on their biological sex.
Once a child is assigned
their gender, they are
more or less segregated
into either the male or
female gender binaries.
• Education
• The workforce in an organisation
consists of people of different
qualities and qualifications. On
one side are the employees who
are highly educated and on the
other are the lower rung or blue
collared workers. But regardless
of the level of education, it is
responsibility of
organisations to keep all their
workers abreast of the latest
technology and knowledge
requirements.
 BASIS OF DIVERSITY
• Ethnodiversity:
• Everyone has their own unique
mannerisms and behavior patterns
they develop throughout their lives.
Such behaviors are a result of an
individual’s upbringing, family,
friends, culture, and they can be
interpreted in different ways. It’s
important to remember that
behavior is a result of a person’s
unique experiences.
BASIS OF DIVERSITY
• Cognitive Disability
• Different functioning may affect an
individual’s memory, problem-
solving abilities, attention,
communication, linguistics, as well
as verbal, reading, math and
visual comprehension.
• Intellectual functioning can be difficult
to notice, understand and
communicate for both employees and
employers, so it’s important to provide
employees with a variety of tools and
resources that can help them function
optimally at their job.
BASIS OF DIVERSITY
• Socioeconomic Status
• Socioeconomic status is the
measurement and
categorization of people
based on their education,
income and occupation. It is
also a strong indicator of
privilege, as well as the
opportunities and resources
an individual has access to in
order to excel.
BASIS OF DIVERSITY
• Physical disabilities
• Hiring individuals with varying disabilities and experiences will help
your team build a more diverse and inclusive environment and bring
unique perspectives and ideas to help your company reach a wider
market of customers and clients.
MEANING OF IDENTITY
• Identity implies continuity and sameness in
situations, and it is also observable and
recognized by others. It is a conscious process.
“Identities are the traits and characteristics,
social relations, roles,
and social group memberships that define
who one is.
TYPES OF IDENTITY

1)Self-concept
2) National identity
3) Social identity
4) Gender identity
 Self-concept
• This can be described as
the attitude, behaviour or
the habits and beliefs of
an individual that are
determined by social,
cultural, physical and
physiological conditions.
This is highly self-reflexive
and is often developed
when one is reflective and
insightful. Self-identity is
also related to history and
historical processes. This
leads to man becoming
conscious of it.
 National identity

• National identity is highly influenced by the concept

of self-determination.
This can be seen in the individual’s identification with
a nation, an ideological movement, a political party, a
social class, a racial or ethnic group, a labour group or
a religious association.
Man is a social animal and he has the affiliates and
emotional ties which gets manifest in strong national
identities
Social identity
• Society is a universal condition of human
life. As fellow human beings we totally
depend on fellow creatures and the
conditions of human life cannot be
met on its own. Social identity is also
altered or changed due to social
mobility. This is the movement of
individuals, families and groups
from one social position to another. An
individual’s life chances of occupation,
prestige, income etc is closely
linked to the social circumstances.
 Gender identity
• The identification of any person as male or
female is called gender identity. Gender is
not biologically determined but rather
sociologically and psychologically
determined. Gender carries along with its
interpretations a large body of behaviours,
roles and
expectations that are considered as being
“appropriate or correct”
only for members of one biological sex. Men
and women are considered to be different.
The roles are specified not only in work but
also in family, religion , government,
recreation and performance.
PREJUDICE AT WORKPLACE
 MEANING

• It is defined as preconceived opinions not based on

reason or actual experience, prejudice can manifest
in various forms such as racism, sexism, ageism, and
more. These biases not only harm individuals but
also undermine the productivity, creativity, and
overall success of organizations.
REASONS FOR PREJUDICE

• Unconscious Bias: Unconscious biases are automatic and

unintentional preferences that individuals hold towards certain
groups.
• Lack of Diversity Training: Many workplaces neglect comprehensive
diversity and inclusion training programs. Without education on the
value of diversity and strategies to combat prejudice, employees may
inadvertently perpetuate discriminatory behaviors.
• Ineffective Leadership: Leadership plays a crucial role in shaping
organizational culture. If leaders do not actively promote and embody
inclusive values, prejudice may go unchecked and become embedded
in the workplace culture.
IMPACT OF PREJUDICE
• Diminished Employee Morale and Productivity: Prejudice creates a hostile
work environment, leading to decreased employee morale and productivity
resulting in a negative impact on overall team performance.
• Reduced Innovation and Creativity: In an environment where diverse
perspectives are not valued, innovation and creativity suffer. Prejudice
stifles the free flow of ideas and collaboration, limiting the potential for
groundbreaking solutions that arise from diverse experiences and
backgrounds.
• High Turnover Rates: Workplace prejudice often leads to high turnover
rates as employees seek more inclusive and accepting environments.
Organizations that fail to address prejudice risk losing talented individuals,
which can be detrimental to long-term success.
MEASURES TO REDUCE PREJUDICE

• Diversity and Inclusion Training: Implementing regular,

comprehensive diversity and inclusion training programs can raise
awareness of unconscious biases, educate employees on the
importance of diversity, and provide tools to foster an inclusive
environment.

• Promoting Inclusive Leadership: Leadership should actively

promote and model inclusive behaviors. This includes
acknowledging and addressing prejudice, creating policies that
promote diversity, and fostering an environment where all voices
are heard and valued.
MEASURES TO REDUCE PREJUDICE
• Establishing Clear Anti-Discrimination Policies: Organizations
must have robust anti-discrimination policies in place, with clear
consequences for violating these policies. Communicating a
commitment to a discrimination-free workplace sends a strong
message that prejudiced behavior will not be tolerated.

• Encouraging Open Dialogue: Create spaces for open dialogue

where employees feel comfortable discussing their experiences and
concerns related to prejudice. Encouraging communication fosters a
culture of transparency and trust.
 Discrimination in the workplace is a pervasive and complex issue that
continues to be a significant challenge in societies worldwide. Despite
advancements in diversity and inclusion initiatives, various forms of
discrimination persist, negatively impacting individuals and
organizations. Discrimination within a multicultural team can have far-
reaching consequences, negatively affecting both individuals and the
overall team dynamics. In a multicultural setting, where individuals
from diverse backgrounds collaborate, discrimination can manifest in
various forms, including but not limited to racial, ethnic, gender, or
linguistic bias.
 FORMS OF DISCRIMINATION
Racial and Ethnic Discrimination:
Discrimination based on race and ethnicity
remains a prevalent issue in many
workplaces. Individuals may face unequal
treatment, biased decision-making, and
exclusion based on their racial or ethnic
background.
Gender Discrimination:
Gender-based discrimination is another widespread problem, with
women often facing unequal pay, limited career advancement
opportunities, and stereotypes that reinforce traditional gender roles.

Age Discrimination:
Discrimination based on age, often referred to as ageism, affects both younger and
older employees. Younger individuals may face stereotypes about their experience
and competence, while older workers may encounter biases related to their age
and perceived inability to adapt to new technologies.
Sexual Orientation and Gender Identity Discrimination:
LGBTQ+ employees may encounter discrimination based on their sexual
orientation or gender identity. This discrimination can manifest in various forms,
including harassment, exclusion, or the denial of job opportunities.

Disability Discrimination:
Individuals with disabilities may face barriers to employment and advancement,
as well as biases regarding their capabilities. This form of discrimination
extends beyond physical disabilities to include mental health conditions.
 CONSEQUENCES OF WORKPLACE
DISCRIMINATION

Impact on Individuals:
Discrimination in the workplace can have profound effects
on the mental health and well-being of individuals. It may
lead to stress, anxiety, depression, and a decreased sense of
self-worth.
Decreased Organizational Performance:
Workplace discrimination hampers teamwork, collaboration, and
employee morale. A toxic work environment can result in increased
absenteeism, high turnover rates, and a decline in overall
organizational performance. A multicultural team that experiences
discrimination may suffer from decreased productivity. Team
members may be less motivated to contribute their best work, leading
to a decline in overall team performance.
Legal Consequences:
Discrimination can lead to legal action against organizations, resulting
in financial penalties, damage to reputation, and a loss of public trust.

D) Reduced Team Cohesion:

Discrimination undermines the sense of unity and collaboration within

a team. When individuals feel targeted or marginalized based on their
background, it erodes the trust and solidarity necessary for effective
teamwork.
Impaired Communication:
Discrimination can create barriers to open and effective
communication. Team members may feel hesitant to express their
ideas, concerns, or opinions, fearing further discrimination or
misunderstandings based on their identity.
Increased Conflict:
Discrimination often breeds resentment and hostility among team
members. This can escalate into conflicts that not only disrupt the
work environment but also hinder the team's ability to collaborate
effectively.

G) Negative Impact on Innovation:

Multicultural teams are valued for their potential to bring diverse

perspectives and ideas. However, discrimination stifles creativity and
innovation as individuals may feel discouraged from sharing unique
insights or challenging the status quo.
Higher Turnover Rates:
Individuals subjected to discrimination within a multicultural team are
more likely to leave the organization. High turnover rates can disrupt
team stability, impact institutional knowledge, and increase
recruitment and training costs.

I) Diminished Employee Well-being:

Discrimination can have severe psychological effects on individuals,

leading to stress, anxiety, and a sense of isolation. This, in turn,
adversely affects employee well-being, contributing to absenteeism
and decreased job satisfaction.
Negative Organizational Image:
If instances of discrimination become known, it can damage the
organization's reputation. A negative public image may deter potential
employees, clients, and business partners from associating with the
company.
ADDRESSING DISCRIMINATION IN MULTICULTURAL
TEAMS
Promoting Inclusive Leadership

Diversity Training and Education

Establishing Clear Anti-

Discrimination Policies
Celebrating Diversity
Encouraging Open
Communication:
DEHUMANIZATION AND OPPRESSION
 Dehumanization occurs when individuals or groups are treated as
less than human, often stripping them of their inherent worth,
dignity, and basic human rights. In a corporate setting,
dehumanization can take several forms

Discrimination and Bias: Treating employees unfairly based on their race, gender,
ethnicity, religion, or other characteristics devalues their humanity.

b) Exploitative Practices: Subjecting employees to harsh working conditions,

inadequate compensation, or disregarding their physical and mental well-being can
dehumanize them.
c) Isolation and Exclusion: Marginalizing individuals within the workplace,
intentionally or unintentionally, isolates them from the broader community and
denies them a sense of belonging.
Oppression in corporate settings can manifest in various ways, often stemming
from systemic inequalities, discriminatory practices, and power imbalances. While
not exhaustive, here are some examples of oppression that individuals or groups
may experience within corporate environments:
• Unequal Pay
• Lack of Diversity in Leadership
• Discrimination in Hiring and Promotion
• Hostile Work Environment
• Unjust Policies and Practices
• Micro aggression
• Retaliation Against Whistleblowers
• Limited Access to Professional Development
• Limited Access to Professional Development
Addressing Dehumanization and Oppression in
Companies
1.Promoting Inclusive Policies:Establish and enforce policies that
promote diversity, equity, and inclusion. Ensure that these policies
address various forms of discrimination and oppression.

2. Training and Education:Conduct regular training sessions to raise

awareness about unconscious biases, discrimination, and the
importance of creating an inclusive workplace. Equip employees with
the knowledge and skills to foster a respectful environment.
Leadership Commitment:Leadership plays a crucial role in setting the
tone for the organizational culture. Leaders should demonstrate a
commitment to diversity, equity, and inclusion through their actions,
policies, and decision-making.

4. Whistleblower Protection:Implement mechanisms to protect

employees who report instances of discrimination, harassment, or
oppressive practices. Encourage a culture of transparency and
accountability.

5. Employee Resource Groups:Establish employee resource groups

that provide a platform for underrepresented groups to share
experiences, offer support, and contribute to positive change within
the organization.
6. Regular Assessments and Audits:Conduct regular assessments and audits to
identify and rectify any discriminatory practices or oppressive structures
within the organization.

7. Encouraging Open Dialogue:Foster an environment where employees feel

comfortable expressing concerns about dehumanization or oppression.
Encourage open dialogue and actively listen to the experiences and
perspectives of all employees.