Summary of book chapter 6 Valuing diversity
There are 2 levels of diversity:
Surface-level diversity: Demographic characteristics that are easily observed such as gender,
race, ethnicity, age of disability. This don’t necessarily reflect how people think of feel.
Deep-level diversity: Deeper characteristics of a person that become clear when you get to
know someone better. Such as values, personality and work preference.
Discrimination: Noticing a difference between things/ people.
Unfair discrimination: Making judgements on individuals based on stereotypes regarding to their
demographic group. It assumes everyone in a group is the same.
Stereotype threat: A situation where people agree to the stereotypes of their group and start acting
like it.
Types of discrimination in the workplace:
Sexual harassment: Unwanted sexual behavior.
Intimidation: Threats of bulling a member of a specific group.
Exclusion: Excluding certain people out.
Incivility: treating someone with disrespect.
Biographical characteristics: Personal characteristics that are easily obtained. Surface level of
diversity. For example age, gender, race, length, disabilities.
Age: How older you get how better you perform. Wisdom increases as you get older. Creativity gets
less as you get older. Older workers are more satisfied with their work. The pros of older workers
They have more experience, strong work ethic, quality. Cons less adaptable (aanpasbaar) and less
motivated to learn new technologies.
Sex: Woman and men are equally effective leaders. Although man have more chance of getting a
leadership role. Men are better at math’s but woman are better in verbal communication.
Race and ethnicity: Race what is you biologic origin? Ethnicity cultural characteristics. Racial and
ethic minorities report a higher level of discrimination. For example African Americans receive lover
ratings in interviews, lower job performance ratings, less pay and fewer promotions.
Deeper-level of characteristics such as religion, sexual orientation, gender identity, cultural identity.
Religion: non-religious and religious people conflict with each other and different religious people.
The Islam gets discriminated in the workplace a lot.
, Ability: An individual capacity to perform the various tasks in a job. You have intellectual and physical
abilities.
Intellectual abilities: The capacity to do metal activities such as thinking, reasoning and problem
solving. Companies value high intelligence. Dimensions of intellectual abilities:
- Number aptitude: The ability to do speedy and accurate math.
- Verbal comprehension: The ability to understand what is read of said.
- Perceptual speed: The ability to identify similarities and differences quickly and accurate.
- Inductive reasoning: the ability to find the problem and then solve it.
- Spatial visualization: The ability to imagine how an object would look if the space was
changed.
- Memory: The ability to memorize past experiences.
Intelligent people don’t have a higher job satisfaction because they expect more and are more
critical.
Physical abilities: The ability to do tasks that demand physical qualities such as power and strength.
Positive diversity climate: An environment in an organization that includes everyone and accepts
diversity.
Too great a positive diversity climate people need to understand each other’s differences and work
together to mutual goals.
Diversity management: The process and programs managers use to make everyone more aware and
sensitive to the needs and differences of others.
Diversity is important within a company. Different perspectives, different qualities, attracts more
diverse customers, more creativity and it decreases employee turnovers.
Attracting, selecting, developing and retaining diverse employees:
1. Try to recruit underrepresented groups by advertising education or work opportunities for
them.
2. Make sure that hiring and promoting people goes bias (vooroordeel) free.
3. Develop a positive diversity climate.
Notes:
Organization: a group of people with a goal, depending on their environment, some kind of of
structure
There are 2 levels of diversity:
Surface-level diversity: Demographic characteristics that are easily observed such as gender,
race, ethnicity, age of disability. This don’t necessarily reflect how people think of feel.
Deep-level diversity: Deeper characteristics of a person that become clear when you get to
know someone better. Such as values, personality and work preference.
Discrimination: Noticing a difference between things/ people.
Unfair discrimination: Making judgements on individuals based on stereotypes regarding to their
demographic group. It assumes everyone in a group is the same.
Stereotype threat: A situation where people agree to the stereotypes of their group and start acting
like it.
Types of discrimination in the workplace:
Sexual harassment: Unwanted sexual behavior.
Intimidation: Threats of bulling a member of a specific group.
Exclusion: Excluding certain people out.
Incivility: treating someone with disrespect.
Biographical characteristics: Personal characteristics that are easily obtained. Surface level of
diversity. For example age, gender, race, length, disabilities.
Age: How older you get how better you perform. Wisdom increases as you get older. Creativity gets
less as you get older. Older workers are more satisfied with their work. The pros of older workers
They have more experience, strong work ethic, quality. Cons less adaptable (aanpasbaar) and less
motivated to learn new technologies.
Sex: Woman and men are equally effective leaders. Although man have more chance of getting a
leadership role. Men are better at math’s but woman are better in verbal communication.
Race and ethnicity: Race what is you biologic origin? Ethnicity cultural characteristics. Racial and
ethic minorities report a higher level of discrimination. For example African Americans receive lover
ratings in interviews, lower job performance ratings, less pay and fewer promotions.
Deeper-level of characteristics such as religion, sexual orientation, gender identity, cultural identity.
Religion: non-religious and religious people conflict with each other and different religious people.
The Islam gets discriminated in the workplace a lot.
, Ability: An individual capacity to perform the various tasks in a job. You have intellectual and physical
abilities.
Intellectual abilities: The capacity to do metal activities such as thinking, reasoning and problem
solving. Companies value high intelligence. Dimensions of intellectual abilities:
- Number aptitude: The ability to do speedy and accurate math.
- Verbal comprehension: The ability to understand what is read of said.
- Perceptual speed: The ability to identify similarities and differences quickly and accurate.
- Inductive reasoning: the ability to find the problem and then solve it.
- Spatial visualization: The ability to imagine how an object would look if the space was
changed.
- Memory: The ability to memorize past experiences.
Intelligent people don’t have a higher job satisfaction because they expect more and are more
critical.
Physical abilities: The ability to do tasks that demand physical qualities such as power and strength.
Positive diversity climate: An environment in an organization that includes everyone and accepts
diversity.
Too great a positive diversity climate people need to understand each other’s differences and work
together to mutual goals.
Diversity management: The process and programs managers use to make everyone more aware and
sensitive to the needs and differences of others.
Diversity is important within a company. Different perspectives, different qualities, attracts more
diverse customers, more creativity and it decreases employee turnovers.
Attracting, selecting, developing and retaining diverse employees:
1. Try to recruit underrepresented groups by advertising education or work opportunities for
them.
2. Make sure that hiring and promoting people goes bias (vooroordeel) free.
3. Develop a positive diversity climate.
Notes:
Organization: a group of people with a goal, depending on their environment, some kind of of
structure
