Valuing Work Force Diversity

            Work force diversity, or variety, has become an important issue for organizations that want to remain competitive in a global economy. These organizations are beginning to move away from focusing on prejudice and discrimination and toward valuing diversity. Two dimensions, or characteristics, are the basis of every individual's diversity. Primary dimensions include gender, age, race,  physical and mental abilities, and sexual orientation. Secondary dimensions often include religious beliefs, ethnic customs, communication style, and parental status.

            Prejudice and discrimination are major barriers to effective human relations  Prejudice is an attitude based partly on observation of others differences and partly on ignorance, fear, and cultural conditioning. Prejudiced people tend to see others as stereotypes rather than as unique individuals. Prejudicial attitudes are formed through the effects of contamination, ethocentrisn, and economic factors. Discrimination is behavior based on prejudicial attitudes. Groups protected by law from discrimination in the workplace include women, people of color, older and younger workers, and those who have disabilities. More subtle forms of discrimination not covered by law include discrimination arising from sexual orientation, appearance, criminal convictions, and so on.

            These more subtle forms of discrimination are often difficult to prove but may be offset through assertiveness, a change in the behavior that causes the discrimination, or a move to a more tolerant organization.

           The issue of valuing diversity is an economic one for most organizations. The changing demographics of the American society mean that the work force will soon be made up of a minority of white men and a majority of diverse, talented, and well&-educated women and people of color. Companies cannot afford to ignore this change in the pool of human resources.

            Individuals can enhance diversity by letting go of their stereotypes and learning to monitor their prejudiced attitudes as they work and socialize with people who are different. They will need to develop a sensitivity to differences and use language appropriately.

           Finally, organizations must develop a culture that respects and enhances diversity. Affirmative action guidelines will help bring many different individuals into the organization, but training and education will help all men and women reach their potential.