Understanding Diversity and Discrimination in the Workplace

A conceptual framework that recognizes the complex diversity of a society while suggesting bridges of shared concern that bind culturally different persons.

Multicultural perspective

Differences in easily perceived characteristics such as gender, race, ethnicity, age, or disability that do not necessarily reflect the ways people think or feel but may activate certain stereotypes.

Surface-level diversity

Differences in values, personality, and work preferences that become progressively more important for determining similarity as people get to know one another better.

Deep-level diversity

Involves and benefits everyone, acknowledging the role of inclusion when considering diversity to improve opportunities for all.

Managing diversity

To note a difference between things, which can be necessary for making good hiring or promotion decisions, but can also lead to unfair treatment.

Discrimination

Judging someone based on his/her perception of the group to which s/he belongs, often leading to discrimination.

Stereotype

The degree to which one internally agrees with the generally negative stereotyped perceptions of one's group, leading to fear of being judged negatively.

Stereotype threat

Can include lower performance, lower satisfaction, negative job attitudes, decreased engagement, decreased motivation, higher absenteeism, more health issues, and higher turnover intentions.

Implications of stereotype threat

Include increasing awareness of stereotypes, reducing differential treatment, banning stereotyped practices, confronting negative remarks, and adopting transparent practices.

Organizational changes to reduce stereotype threat

Actions taken by representatives of the organization that deny equal opportunity or unequal rewards for performance.

Discriminatory policies or practices

Unwanted sexual advances and other verbal or physical conduct of a sexual nature that create a hostile or offensive work environment.

Sexual harassment

Overt threat or bullying directed at members of specific groups of employees.

Intimidation

Jokes or negative stereotypes that can lead to offensive situations, such as asking Arab Americans if they are carrying bombs.

Mockery and insults

The exclusion of certain people from job opportunities, social events, or informal mentoring, which may occur unintentionally.

Exclusion

Disrespectful treatment, including aggressive behavior, interrupting others, or ignoring varying opinions.

Incivility

Personal characteristics such as age, gender, race, and length of tenure that are objective and easily obtained from personnel records.

Surface-level characteristics

Characteristics that pertain to values, personality, and work preferences that become more significant as relationships develop.

Deep-level characteristics

Personal characteristics that are objective and easily obtained from personnel records, representing surface-level diversity.

Biographical characteristics

An issue of increasing importance in the workforce, particularly as the workforce is aging worldwide in most developed countries.

Age

Older workers are increasingly valued for experience.

Aging Workforce

Philippine law promoting age equality in employment.

Republic Act No. 10911

Employment based on skills, not age.

Equal Opportunities

Department overseeing labor and employment in Philippines.

DOLE

Regulates minimum pay for workers, including seniors.

Minimum Wage Law

Preference for male candidates in traditionally male roles.

Gender Bias

Men often selected for crisis management positions.

Leadership Roles

Magna Carta of Women supporting women's rights.

Republic Act No. 9710

UN convention against discrimination towards women.

CEDAW

Factors influencing hiring and workplace evaluations.

Race and Ethnicity

Laws protecting workers with physical or mental impairments.

Disabilities

Law expanding job opportunities for PWDs.

Republic Act No. 10524

1% of positions reserved for persons with disabilities.

PWD Employment Quota

Inclusion of various backgrounds and identities.

Workplace Diversity

Prohibition against bias based on religious beliefs.

Religious Discrimination

Enduring attraction towards another person.

Sexual Orientation

Personal sense of being male, female, or other.

Gender Identity

Guidelines protecting rights of diverse sexual orientations.

SOGI Policy

Work practices reflecting a person's cultural norms.

Cultural Identity

Compensation for hours worked beyond standard limits.

Overtime Pay

Methods and criteria for selecting employees.

Hiring Practices

Adjustments made for employees with disabilities.

Workplace Accommodations

Effectiveness of an employee in their role.

Job Performance

Representation of various identities in management roles.

Diversity in Leadership

Access to jobs for all demographics.

Employment Opportunities

Inclusion of older workers in employment sectors.

Hiring Senior Citizens

Integrating diverse groups into the workforce.

Workforce Inclusion

Equal rights and opportunities regardless of gender.

Gender Equality

Unfair treatment based on personal characteristics.

Workplace Discrimination

Awareness and respect for cultural identities.

Cultural Sensitivity

Tailoring practices to meet unique employee needs.

Individualized Approach

Adjusting work conditions to accommodate individual needs.

Workplace Flexibility

Current capacity to perform job tasks.

Ability

Skills for mental activities like reasoning and problem-solving.

Intellectual Abilities

Capacity for tasks requiring stamina and strength.

Physical Abilities

Plans to promote inclusivity and reduce discrimination.

Diversity Strategies

Environment where inclusivity reduces turnover rates.

Positive Diversity Climate

Programs to raise awareness of differences among employees.

Diversity Management

Legal framework ensuring fair treatment in hiring.

Equal Employment Opportunity

Group of employees from varied backgrounds.

Diverse Workforce

Methods to enhance skills of all workers.

Personal Development Practices

Initiatives to increase minority representation in workplaces.

Affirmative Action Programs (AAP)

Building rapport among culturally diverse employees.

Employee Relationship Management

Programs to educate on managing cultural differences.

Diversity Management Training

Training to understand and appreciate cultural differences.

Cultural Diversity Training

Program providing interpreters for language assistance.

Language Bank

Methods to attract diverse candidates for employment.

Recruiting Practices

Processes for choosing candidates for positions.

Selection Systems

Obstacles preventing advancement of underrepresented groups.

Hidden Barriers

Guidelines shaped by cultural and legal factors.

Cultural Frameworks

Evaluations to measure learning and behavior change.

Assessment in Training

Various approaches used in training sessions.

Teaching Methods

Core principles guiding company policies and practices.

Organizational Values

Methods to keep employees engaged and employed.

Retention Strategies

Education on managing diverse cultural interactions.

Cross-Cultural Training

Improvements in productivity linked to diversity efforts.

Performance Gains

Oversimplified beliefs about a group of people.

Stereotypes

Preconceived opinion not based on reason or experience.

Prejudice