Diversity and Demographics: Critical Factors

Diversity and Demographics: Critical Factors

There are many different factors and demographics that comprise a diverse population, the more common of which include: sexual orientation, personality traits, and gender and value/attitude differences.

Whereas in times of old diversity initiatives focused on recognizing ethnic or racial minorities exclusively, diversity today encompasses a much wider spectrum of traits, including the four mentioned above.

Embracing and nurturing various aspects of diversity are essential to a company's long-term growth and a company that "values and actively leverages diversity with customers and business partners" is more likely to remain strong and competitive in the market (Klimely, 1997). Each of the aspects or components of a diverse population is discussed below.

Sexual Orientation

Sexual orientation only recently has been recognized as an important aspect of diversity programs. Most diversity programs have a general equality provision that states that an individual cannot be discriminated against based on sexual orientation (Sanders, 2002). Individuals that have a sexual orientation that is considered 'different' from the traditional female/male sexual orientation may face prejudice and discrimination in the workplace, thus it is critical that employers address sexual orientation and incorporate diversity training that specifically addresses sexual orientation.

Employees do not have to be taught to embrace one's sexual orientation, however it is critical that they learn to accept varying orientations and learn to respect people on the basis regardless of their orientation.

Personality Traits

Personality traits may encompass a wide range of specific variables. Personality traits can be used to describe whether an individual is introverted or introspective, extraverted or outgoing, conscientious, shy, friendly, reserved, energetic, quiet and more (Barrick, Higgins, Judge & Thoresen, 1999). Personality traits may determine whether an individual pursues on type of career over another. For example, an extroverted person might be more interested in a job that puts them in the public eye, working with people or in a loud and energetic environment (Higgins, et. al, 1999).

A more introverted person may prefer to work in a more secluded and less public environment. The workforce is dynamic in nature and made up of people with many different personality types. Most people will tend to group together with individuals that exhibit personality traits similar to their own (Higgins, et. al, 1999). However, it is vital that from a diversity perspective it is also important that individuals learn to understand other personality traits and how those personality traits affect their career choices, attitudes, behaviors and relationships on and off the job. Understanding these critical factors will help facilitate better communication and a more positive team dynamic.

Gender

From a diversity perspective, gender is easily identified as the difference between man and woman. Much like personality traits can influence a person's perspectives and job preferences or demeanor, so too can gender.

Studies suggest that men and women interact on varying levels, comprehend things differently, communicate differently and may even form relationships in a manner different from one another (Essed & Gircour, 1996).

There are many issues that might arise from gender differences, including sexual harassment. Studies suggest that men and women perceive certain behaviors differently, and women generally tend to perceive more behaviors as potentially harassing than men (Essed & Gircour, 1996). Thus it is important that diversity initiatives focus on these differences and help individuals understand one another's perspectives in order to maximize understanding and facilitate positive interactions in the workplace.

There are also many stereotypes that exist with regard to gender. There are those for example that believe that men are 'natural leaders' because they are more likely to exhibit traits including aggression and assertiveness. However most of these traits may be attributed more to gender stereotyping rather than the actual ability of a man or a woman to be an effective leader (Essed & Gircour, 1996).

It is vital that a diversity program incorporate a wide range of training mechanisms that help individuals overcome the gender roles that they might feel they are 'assigned' so that there true 'colors' may come out and they can excel as much as possible on a personal and a professional level.

Value and Attitude Differences

That gender and diversity are inextricably linked one cannot argue; likewise value and attitude difference among individuals are linked to diversity as well (James & Murrell, 2001). Researchers have long acknowledged that gender may also be linked to value and attitude differences, and these factors may ultimately influence work related outcomes for women and men (James & Murrell, 2001).

Values and attitudinal beliefs may impact individual's perceptions of the overall corporate climate. It is vital that a diverse organization acknowledge that individuals will be coming from very different and diverse backgrounds, and tied to this will be the knowledge that each individual person might have varying morals, practices and beliefs.