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The Four Layers of Diversity in a Workplace

Increased demographic diversity in the workplace should increase comfort levels among employees, customers and suppliers from different cultures and ethnicities. This comfortable atmosphere can only be created if organizations are able to successfully manage the many problems of diversity. Organizations should consider certain aspects and factors in order to achieve a successful diverse work environment.

It will be easier if employees of a similar nature work together, which can prove to be more efficient. Employees who differ from others based on certain distinguishing characteristics—race, gender category, lifestyle, age, or religion—can be victims of dominant groups. This typically damages the former employee’s self-confidence, productivity, client relationships, income streams, etc.

Diversity applied in an organization is necessary to attract and retain diverse customers. The main role of diversity applications is to enhance decision-making power and increase stakeholder goodwill. Therefore, its importance cannot be ignored. In order to understand the nature of diversity, it is first necessary to understand the skills required to manage it.

There are four main levels of diversity:

1. The inner personality dimension.

2. Constant external dimensions.

3. Evolving external dimensions.

4. Organizational level.

1. Inner personality dimension:

One category of employees is selected on the basis of their psychological condition. This is simply inner personality. The most respected personality assessment tool is the Myers-Briggs Type Indicator (MBTI).

The MBTI tool is based on four dimensions, each with a pair of ranges:

· Introversion and extroversion

· Feeling and intuition,

· Thinking and feeling

· Perception and judgment

Each MBTI profile has different strengths and weaknesses in terms of management style, mutual cooperation, and conflict resolution.

2. Unchanged dimensions:

Employees can be classified based on external characteristics. These traits are those that remain constant throughout life, eg; Caucasian, African American, female, sexual orientation of employees, etc.

3. Evolving external dimensions:

Employees can be classified according to changing external characteristics and constant external characteristics. External characteristics that evolved over time included age, height, weight, religion, education, physical fitness, marital status, income level, and geographic location.

Evolving external characteristics and invariant characteristics may be responsible for employee classification. These time-varying characteristics include age, height, weight, religion, education, physical fitness, marriage, income level, and geographic location.

A young person is categorized in an organization and treated accordingly, while the same person in old age is categorized in a different category and treated accordingly.

4. Organizational dimensions:

Another reason for classification is due to differences in organizational status. These specific characteristics can be constant or evolving. It may include hierarchy status, work content, organizational units, and experience-based priorities. Some employees are classified as non-managerial, while others are classified as managerial.

One actual observation was seen “within the group”. Enron is made up of new Gas Bank Division employees with degrees in Economics or Finance. Other branches of various populations are expected to succumb to them.

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