Dimensions of Diversity Discussion

Diversity, the ways in which humans are similar and different, is and always has been a reality in the work- place as well as on campuses. Inclusion, on the other hand, is a choice. How an organization defines diversity forms the basis of its diversity and inclusion process and frames the conversations of leaders and employees, administrators and students. The dimensions of diversity depict those categories of similarity and difference around which there is inclusion and exclusion. Developed by Lee Gardenswartz and Anita Rowe, the model depicting the Four Layers of Diversity illustrates a wide range of differences that affect interactions and orga- nizational operations.

This entry illustrates the dimensions of diversity from a widely used model of various aspects of the diversity construct. With personality at the core, the model includes elements of diversity that are generally outside the individual’s control, including age, gender, ethnicity, physical/mental ability, sexual orientation, and race. The next ring of the model identifies the external aspects of diversity that affect an individual’s identity. Finally, the last ring enumerates aspects of the organization that affect diversity within. At each level, the impact of diver- sity on domestic and global organizations, in both corporate and academic contexts, will be explored.

Personality

At the center of the model is personality, the unique style of interacting that each individual has. Some people are introverted, while others are outgoing; some confront in conflict, and others seek harmony; some are more reflective and introspective, others more active and outspoken. Organizations often have preferred styles: for example, “We like self-starters and go-getters here” or “If you’re not analytical, no one will listen to your ideas.”

Internal Dimensions of Diversity

Beyond the central core of personality, the six internal dimensions of diversity, referred to in the early days of diversity work as primary dimensionsby Marilyn Loden and Judy Rosener, have a profound influence on perceptions, expectations, and opportunities. In addition, these dimensions are, for the most part, beyond an individual’s control. The six primary dimensions are age, gender, ethnicity, physical/mental ability, sexual ori- entation, and race. Dimensions of Diversity Discussion

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Figure 1 Four Layers of Diversity

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Source: Originally published in Gardenswartz, L., & Rowe, A. (1994). Diverse teams at work. Burr Ridge, IL: Irwin Professional. Copyright © 1994, Society for Human Resource Management, Alexandria, Virginia. All rights reserved. Reproduced by permission. Portions adapted from Loden and Rosener (1991, pp. 18–19).

Age

Age is currently one of the most talked about dimensions of diversity, particularly in the workplace. The era in which one grows up puts an indelible imprint on values and expectations. Consider the differences between a postwar baby boomer, raised by Depression-era parents; a Generation X’er, growing up in the affluence of the 1980s; and a GenY’er, accustomed to the latest technology. Maturity levels and life experiences leave their mark as well. Stereotypes abound at both ends of the spectrum. Younger staff sometimes complain of not being taken seriously and of being accused of wanting too much too soon, of being entitled. Older staff often feel that they are discounted as out of date, technophobic, and resistant to change.

Gender

While it is no longer a surprise to encounter a female mechanic or a male nurse, expectations about gender roles still linger. All individuals are socialized into gender-appropriate behaviors and expectations, yet gender roles continue to evolve over time. In addition, the same behavior may be perceived differently when exhib- ited by one gender or the other. An aggressive male manager may be seen as in charge and a leader, while a female manager behaving in the same way might be viewed as pushy and arrogant. A woman asking for time off for a child’s school performance may be seen as not dedicated enough to her work, while her male

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colleague making the same request might be viewed as a model parent. Another aspect of the gender dimen- sion that is more prevalent recently concerns addressing the needs of individuals who are transgendered or who are going through the gender reassignment process.

Ethnicity

An individual’s nationality (passport culture) or ethnic background includes aspects such as native language and culture. Some people proclaim their heritage as well as their current cultural identity and define them- selves as Mexican American, Japanese Brazilian, or Chinese Canadian. Others label themselves only by their country of origin (e.g., Cuban, Russian, or South African). Some with multiple or unknown nationalities in their backgrounds identify themselves as “just plain Canadian.”

Ethnic differences can bring variations in cultural norms, holiday observances, food preferences, language proficiency, and group affiliation. Cultural patterns can also influence a person’s values, beliefs, and behav- iors, such as willingness to disagree with the boss or strategies for providing feedback. One’s first language and proficiency in an adopted one are also aspects of ethnicity. Non-native English speakers often report that others assume that they are less intelligent and competent because of their accented English. Dimensions of Diversity Discussion

Physical Ability

Approximately 57 million Americans have some kind of physical disability. Some of these impairments are visible, such as paralysis or blindness. Others, such as hearing loss, diabetes, or dyslexia, are not readily ap- parent. Those who have physical disabilities often comment on the discomfort they perceive that able-bodied individuals have in dealing with them. Many organizations have added mental/emotional ability to this catego- ry to include aspects that relate to mental health.

Sexual Orientation

Human sexual orientation can be viewed as a continuum, with some individuals being heterosexual, some bisexual, and some gay or lesbian. While those who are heterosexual generally express their orientation in casual conversations when referring to wives, husbands, and family activities, those who are gay, lesbian, or bisexual do not always have such freedom. While same-sex partner benefits and LGBT resource groups have been common in many organizations for more than a decade, judgments, inappropriate humor, and dis- comfort in dealing with sexual orientation still exist in many places. As with all dimensions of diversity, the organization’s concern is to create an environment where people can bring their whole identities to work or to campus and be free to devote energy to their tasks rather than having to be preoccupied with hiding parts of themselves.

Race

Many individuals proudly claim to be “color blind,” often mistakenly assuming that this is a compliment to a person of color. According to Janet Elsea, in her book The Four Minute Sell, in the United States, skin color is the first thing we notice about one another. Race is not a biologically accurate category since there is more genetic variation within a racial group than between groups. However, race is a sociological construct based on physical aspects such as skin color, eye shape, and hair texture. Many organizations come to recognize

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that they have less racial variation at executive levels than they do among employees, and satisfaction sur- veys often reveal disparities between racial groups. On campuses, a similar pattern often emerges.

External Dimensions

Beyond the internal layer are the external dimensions of diversity, those experiences that influence identity, although individuals have more control over these variables. Dimensions of Diversity Discussion