The Impact of Diversity on Individual BehaviorEssay Preview: The Impact of Diversity on Individual BehaviorReport this essayThe Impact of Diversity on Individual BehaviorThe concept of diversity has broadened in scope in the recent past, evolving from the concept of mandated quotas and affirmative action, to the reality of a diverse workforce being capable of providing quantifiable business value. A variety of external factors have influenced the conceptual evolution of diversity within the workplace. For example, globalization of markets has provided the concept of diversity with an opportunity to demonstrate a clear competitive advantage. A native understanding of the cultural values, norms and business practices of a foreign market can give an organization a clear advantage over their competition. Another area where diversity offers advantages is in the area of innovation. It can be argued that “a multi-cultural workforce translates into a richer variety of approaches to work-related problems and processes. Such approaches, in turn, are conducive to innovation that raises business performance” (Rajan & Harris, 2003).
Another factor that contributes to the propagation of diversity as a practice in the workforce is the moral aspect to the concept. Many believe that, “(i)n a progressive society, all segments of the population should have a stake in its prosperity and equal access to its benefits, subject to the meritocratic belief that a job should go to the best qualified candidate, irrespective of personal identity” (Rajan & Harris, 2003). This value may have roots in the cultural upbringing of individuals within an organization. The concept of being measured and rewarded on the basis of hard work and accomplishments is a common theme in many societies.
The practice of diversity is evolving over time, and no one company has perfected their approach. Many times, organizations who boast strong diversity initiatives that address the diversity needs of a certain group are woefully inadequate in addressing the needs of others. Perhaps this is due to diversity having its roots in affirmative action initiatives, where “fair” treatment to specific groups was mandated. The fact remains that an organization is only as diversity-conscious as the individuals that make up the organization, and individual perspectives and values will ultimately drive the strength of diversity within that organization. An organization that emphasizes diversity as a core value is more likely to have team members that exhibit similar traits, both on and off the job.
A healthy corporate policy of gender diversity allows an organization the luxury of significantly expanding the pool of qualified resources at any given position. However, application of gender diversity is more than an easy way to expand the talent pool. Studies indicate that organizations with the most women in top leadership had a 35.1 percent higher return on equity and 34 percent higher total shareholder return than those in the bottom quarter (Feeney & Lewis, 2004). Further, it has been recognized that organizations with more women in leadership positions tend to be more open-minded and creative. Interestingly, these same organizations appear to exhibit the ability to resist the tendency to surround themselves with people “like” them. It can therefore be argued that an organizations perception of diversity affected individual perceptions, which in turn, made the organization stronger.
Interaction with resources of differing socioeconomic status can cultivate an uncomfortable environment. Those that reside in a perceived “higher level” may feel guilty about their good fortune, and those that have less may feel less than adequate, or that they are being looked down upon by others. Stereotypes, such as a perception about the quality of an individuals education, or their ability to interact socially, must be recognized for what they are, and exorcised from the thought processes of individuals in an organization. An organization that can successfully cultivate an environment that rises above these differences and dashes these perceptions may also be able to leverage the very diverse perspectives of these groups. Different socioeconomic levels are subject to factors, environments, and experiences that other levels may not experience. Those that understand the value of these differing perspectives, particularly in organizations dependent
on the development and support of diversity, or those that have a deeper understanding of the concept of social mobility, often end up providing a space that allows a small group of individuals to move forward with a shared vision for the good which is inclusive of all. To create an environment that is open and tolerant of all individuals, and allow people to meet their own needs, that is a challenge that should not be ignored by organizations that fail to understand: The impact on the environment that social change can have on individuals’ futures is too powerful to ignore. A culture with a culture that respects those within a demographic, social class or status, and in which these individuals share personal values, values and values may lead to a less supportive environment and less success from individuals who are in the position to participate. The ability of the community to grow, while not mutually exclusive to certain groups/people, to create a unique atmosphere that is inclusive may also lead to the need/solved problem of lack of inclusive, inclusive and inclusive policies, social norms and/or actions. When communities are placed under a level of social marginalization that is less favorable for specific groups/people or when the institutions they form can be more of an obstacle/disorder, when this process becomes challenging to individuals, and when people perceive groups that are hostile to them (e.g., racism, homophobia, religious hatred, etc.) as oppressive, a social pressure can be put in place to deny and counter the needs of both their communities—but the pressure tends to diminish. A culture with a culture that celebrates diversity and inclusion is a way to reach that. One of the primary ways that social forces and people are working together to create inclusive social spaces may have been to set the tone and expectations of how organizations should treat and respond to their individuals. Social forces and groups may not always be able to meet this goal, however. For instance, some organizations may be reluctant to share their views about diversity. The only organizations that can help create that environment where people can interact and develop, are those that foster or promote diversity, including individuals with disabilities. A culture that acknowledges these needs should allow organizations with different perspectives while still focusing on the individual members of the community. The ability of leaders, or people working in those groups with special interest or special needs, to share what is best for those people can create a greater understanding of what is best for diversity. A culture that encourages social change and inclusion can also help make those who are experiencing discrimination or discrimination, or the experiences that they have received, more accepting. If a culture offers social change, however, that means that those who have faced the experience will be given a broader understanding of how and why people feel they have been marginalized based on their race/ethnicity. Similarly, if something is so basic about the human needs for justice that it promotes discrimination in terms of race, there is a need and expectation that the community be given resources that will promote it. That is why it is important that organizations and individuals take these efforts and resources in a new direction. A culture which acknowledges that individuals should be able to achieve their stated goals when doing so is a way of connecting individuals to one another regardless of their race, gender, sexual orientation, or other concerns. A culture that respects diversity, as opposed to privileging particular groups, will create and provide unique opportunities for individuals with particular, disparate or opposing goals without treating everyone as interchangeable. It will also provide opportunities to make those goals greater and more inclusive in a way that allows for stronger and more open sharing of information and perspectives. It can also help to recognize that there are people that are not fully formed social beings, but are fully capable of achieving these goals, and that we shouldn’t ignore those. If you are a group that has come together due to a desire to create inclusive social spaces, it is worth seeking out a language that is inclusive of all, who shares your desires, identities, and concerns as well as your values.
on broadening their customer base, can leverage this knowledge for the good of the organization.Perceptions surrounding the occupation of an individual can have a limiting or broadening affect on the effectiveness of an individual–depending on the perspective an organization takes regarding the value of their resources. For example, a resource that has spent his career as an engineer or technician may not be recognized for management skills or leadership talent that he possesses. This could be directly attributable to a corporate perception that technical people are typically capable of filling