LEARNING ACTIVITY 2: DIVERSITY

Ateneo de Davao University

Jacinto St., Davao City

Human Resource Development and Management Department

Human Behavior in Organization 2131

Class Code: 2-157

Second Semester

Submitted by:
Kent Israel Lopez
Student

Submitted to:
Mr. Caesar Billones
Professor

DECEMBER 2022
Workplace Diversity

The word "diversity" encompasses a wide range of concepts; hence, "diversity in the workplace"
might be taken to mean a wide variety of individual differences (Robbins & Judge, 2019). Employees of
various sexes, genders, races, ethnicities, sexual orientations, and other traits are said to have a diverse
workplace. A diverse workplace is one in which people bring different perspectives, skillsets, and life
experiences to the table. Because of the diversity in personality and expertise that workers bring to the
table, the team as a whole will be more capable of handling a wide range of challenges. This is beneficial
from a learning standpoint as well, as students will be exposed to new ways of thinking and will be able
to expand their horizons as a result. Because your teams won't be uniform, your staff will be more
motivated to work together and share their unique perspectives, which should lead to more original and
fresh ideas (Peeps HR, 2019).

According to Reynolds (2018), when fostering a diverse workforce as a primary concern,
managers and HR professionals may widen the scope when it comes to who they consider for open
positions. There are fewer limits based on factors like geography, level of education, or employment
history. When making a recruitment, it's important to consider not just the candidate's qualifications but
also how they'd mesh with the existing team. Having a more diverse workforce pushes hiring managers to
discover the greatest individual for the position, rather than selecting the best application from a pool of
potential employees. In addition, Cross-cultural awareness, along with local market expertise, allows for
the development of more successful marketing strategies and materials.

Despite the obvious advantages, fostering a more diverse workplace is not without its share of
obstacles. It's possible that resistance, tension, and conflict may arise as a result of outdated beliefs and
long-held biases. As two or more cultures collide, there is also the possibility of misunderstandings.
Different views offer distinct thoughts and ways to life that might cause major disputes in the workplace.
It is not rare for every person to feel that their own viewpoints are the proper one, thus they will share that
knowledge with others. If someone happens to disagree, then some individuals will interpret it as a
personal assault upon their character, morality, or even their faith (Kokemuller, 2018). Even though it
might be challenging, businesses all around the world are taking steps to diversify their staff. They're
discovering that the work and investment are worthwhile, and that the outcomes are both ethically and
financially beneficial.
Levels of Diversity

Organizational leaders that value diversity make it a priority to embed it across the whole
enterprise, making acceptance of differences the norm. The executives here understand that diversity can
be a valuable factor, driving innovation, dynamism, and quality, reinventing and modernizing the
organization, and ultimately benefiting the bottom line (Young, 2020). There are many types of diversity
in the workplace, but it is essentially divided into two categories: surface-level diversity and deep-level
diversity. Knowing the distinctions between the two is crucial.

Surface-level diversity

According to Robbins and Judge (2019), diversity at the surface level is characterized by easily
perceivable and tangible differences. Several factors may contribute to this, including but not limited to
age, race/ethnicity, gender, sexual orientation, gender balance, observable health conditions, and body
type/size. These physical qualities may at times have nothing to do with how a person thinks, but they
may impact how they conduct based on their individual experiences and how they may be perceived by
others (stereotypes).

Surface-level activities, whether well-intentioned or not, have the effect of making people feel
"outcast" and undermining their sense of belonging which is a definite way to get them to flee the
organization. These behaviors may promote distrust in the workplace, making it more difficult to create a
genuinely diverse and inclusive environment (Campbell, 2021).

Deep-level diversity

The term "deep-level diversity" on the other hand refers to the variety of things that cannot be
seen physically. Things like educational backgrounds, religious convictions, and philosophical stances
fall under this category (Keefer, 2020). According to the information presented on the website Impactly
(2020), when taking into account a person's life experiences, ideas, and aspirations, it is impossible to
categorize a person into a single personality trait or notion as others. Despite the fact that we share many
similarities, each person is a unique combination of experiences and prospects, qualities, talents,
objectives and challenges. Considering several identities may often make it more difficult to get work and
express one’s personal merit, personnel working in human resources and recruiting should exercise extra
caution with regard to this issue.
Perspectives of Diversity

Understanding the various contributors to diversity is essential to developing a more precise

perspective. The key to a more complete definition of variety is an appreciation of the many influences
that might shape it. Evidently, certain characteristics may be seen at first glance, while others are inherent
in every individual. These variations provide the inspiration for the four types of diversity. The four
categories of variety may be seen as dimensions or classifications, each of which has a unique collection
of relevant subsets (Hunt et al., 2021).

Internal Diversity (1) - one's upbringing may have a significant impact on one's internal variety.
One's ethnicity, culture, age, nationality, gender identity, sexual orientation, and physical ability are all
aspects of one's inherent sense of self. External Diversity (2) - are traits that greatly impact a person.
Education, personal experiences, social position, spirituality, religion, citizenship, geographic location, or
familial status are examples of demographics that a person may influence by external action.
Organizational diversity (3) - every department benefits when employees from different backgrounds are
brought together in the workplace. These aspects are essential to the jobs we perform or the businesses we
serve. Job description, management level, years of service, division, and even union membership all fall
under this category. World view diversity (4) - all of us have unique perspectives on the world because of
the unique experiences we've had. Everyday experiences shape the variety of our worldviews. cultural
events, political convictions, historical understanding, and even just one's viewpoint on life may all
contribute to one's worldview (Mondal, 2021).

There is empirical evidence that demonstrates the benefits of diversity in the workplace. 
Although, the reality is a bit more complicated than that. When managers and leaders know how to draw
out diverse perspectives, build on them, and be inclusive of all the viewpoints available on their
workgroups, they get better ideas, question assumptions, identify blind spots, develop new approaches,
and create better solutions. Consequently, diversity is good for business when the organization knows
how to truly embrace, value, and use it. As a result, they experience unprecedented levels of creativity,
productivity, and development within the organization (Campbell, 2021).
Diversity Management

Effective diversity management raises awareness of others' perspectives and needs. This concept
emphasizes that diversity programs are open to all members of society. Success in promoting diversity is
far more probable if we see it as everyone's responsibility rather than as if it simply benefits certain
sections of the workforce. Furthermore, management is the process and the programs that raise everyone's
level of awareness and sensitivity to the needs and diversity of others (Robbins and Judge, 2019).
Diversity management is a plan for creating a diverse workplace that deliberately seeks employees from
varied backgrounds and implements inclusive policies. Processes including recruiting, managing, and
training are all part of this implementation phase. Fairness and equity, as well as making use of the
opportunities that come with a varied workforce, are at the heart of diversity management's aims (Reiners,
2022).

According to the website Mint HR (n.d.), it is not enough for a company to make a few symbolic
gestures or execute a few fast solutions; an inclusion strategy must influence the culture of every
individuals in the business. Only then will firms be able to fully appreciate the benefits of managing
personnel from diverse backgrounds. Having stated that, there are three sorts of diversity management
that must be followed. Structural Diversity Management (1) - it's the process through which a group
adjusts its structure to welcome new people. Some examples of this might include creating employee
resource networks for minority populations or revising job postings to be more inclusive. Process
Diversity Management (2) - a more inclusive business practice is one in which procedures are improved.
This might include adjusting the structure of performance evaluations or revamping the application and
interviewing phases of hiring to eliminate prejudice. Behavioural Diversity Management (3) - it's the
process through which an organization modifies its culture to be more welcoming to diverse members. As
an example, managers might improve their internal communications or launch programs aimed at
fostering a more inclusive workplace.

There are several obstacles in managing diversity in the workplace. One of the most serious
difficulties is unconscious bias when individuals assess others based on their own views and
preconceptions. This might lead to individuals feeling isolated or marginalized at work. Another difficulty
is that diversity initiatives may be time-consuming and expensive. Changing established practices and
systems may be challenging and costly. To overcome such a barrier, organizations must establish
diversity management objectives, foster open communication, give training on unconscious prejudice,
involve managers themselves, and maintain a zero-tolerance policy for discrimination (Slattery, 2022).
Discrimination in the workplace documentary film reflection
“iJuander Documentary - What is the employment status of PWDs in the Philippines?”

Youtube source: bit.ly/3VCv1uC

Uploaded on: July 29, 2019

Even while individuals with disabilities make every effort to live each day to the fullest, some
still find that this is inadequate. Humans with disabilities are still people, individuals with hearts, and real
physical beings. Others with disabilities tend to make people generally uncomfortable, particularly in the
workplace. These people have spent a significant portion of their lives, if not their whole lives, sitting in
the shadows with their own thoughts and uncertainties. Given the unknowns of the future, they put in
extra hours as if there were no tomorrow. Disabled people are accustomed to having fewer options
available to them because most organizations are not warm and friendly enough to welcome them. After
watching the film, it gave me awareness that persons with disabilities have a more difficult life and must
cope with taunts and ridicule directed at them. I also discovered that the basic things in life that people
without disabilities take for granted are some of the most difficult issues that individuals with disabilities
face. Stepping up to a curve with no curve cuts, using a public toilet, taking a public transport, strolling,
or even putting on clothes are all examples of activities that fall under this category. Such personal and
life events shaped my perception towards them. It is very sad to think that handicapped individuals are
carelessly being mistreated by others.

Workers with disabilities have the right to a decent workplace and a profession that provides
them with the same possibilities as their ordinarily abled colleagues. Unfortunately, some businesses fail
to help their handicapped workers and instead discriminate against them. There should be no barriers to
work for those with disabilities. It is illegal for an employer to treat a qualified handicapped worker any
differently from a qualified able-bodied worker in terms of their working conditions or remuneration,
privileges, perks, etc. Unfortunately, there are just several employers who sadly don’t respect this rights.
PWD personnel aren't liabilities. Give them a chance, and with a little flexibility, compassion, and
innovation, you'll discover how effective your business can be. We need to show them that we support
them and encourage them to be proud of who they are as individuals, regardless of the fact that they have
a handicap. We have imposed social and environmental obstacles that have widened and deepened the
barrier between people with disabilities and the rest of society. However, these obstacles may be changed
into something better and more inclusive by altering seemingly little factors like a lack of communication,
compassion, respect, or willingness if we want a more psychologically safe workplace worldwide.
National/local laws on discrimination and their effectiveness based on personal
observation and recommendation.

From my research of the many laws in the Philippines, I have pondered legislation that I think are
particularly preeminent, crucial, and pertinent since they tackle the issue of discrimination in the
workplace and the wider community. They are particularly: (1) Magna Carta of Disabled Persons
(Republic Acts No. 7277 & 9442), Allocates further rights and incentives while prohibiting verbal and
nonverbal ridicule and condemnation of people with disabilities. (2) Anti-Sexual Harassment Act
(Republic Act 7877), If an employee or student reports sexual harassment to their employer or the head of
an educational or training institution, and the institution does nothing to stop the harassment, the
institution may be held accountable for the victim's losses. (3) Anti-age Discrimination in Employment
Act (Republic Act No. 10911), discrimination based on age in the areas of hiring, pay, benefits,
termination, and other workplace policies is illegal.

In my view, the anti-discrimination laws that were just described above are of enormous
assistance to both individuals and the society of the Philippines as a whole in its efforts to stop the
proliferation of prejudice. Many individuals will come to the conclusion that people of all ages, colors,
genders, and sexual orientations deserve to be treated with respect and decency regardless of their
circumstances.

Magna Carta of Disabled Persons (Republic Acts No. 7277 & 9442) does not only act as a law
but inspired a number of initiatives and advocacy groups dedicated to improving the lives of people with
disabilities. However, as I mentioned in my reflection above on prejudice against people with disabilities,
not all establishments are welcoming enough to accept them. Despite the pronouncement of these law,
sadly, I still observed ongoing prejudice against them, and a lot of people forsake this issue.

For my recommendation, I believe that it is vital that management enlighten all staff on the
difficulties people with disabilities encounter so that they may assist in finding solutions. Putting in a little
additional effort here will go a long way toward making the office a place where everyone feels
comfortable giving their all. Employers should think about making training mandatory for all workers,
including those with and without impairments, but particularly those in managerial and supervisory
positions. I think it is also a brilliant idea to provide specifically adapted tools to those who are
handicapped.
 In contrary, the Anti-Sexual Harassment Act (Republic Act 787) is strengthened by technical
progress in the form of mandatory CCTV cameras imposed by LGUs for safety and order. However, not
every business provides these safeguards, so workers may still be subject to sexual harassment unseen.
Fortunately, in my opinion, we already have a societal norm that helps us reduce such crime, as most
people are conscious of it and the consequences it has for offenders. Having said that, I believe this is
functionally more effective than the aforementioned legislation.

Regarding my suggestion, it is critical that management and its staff understand what sexual
harassment is. And if such a problem arises, take swift and decisive actions while putting sexual
harassment prevention training into practice. a declaration of the organization's vision outlining its
commitment to upholding a just and equal workplace free from sexual and gender-based harassment and
saying that it will not accept such behavior is also a good conduct on mitigating such matter. Last but not
least, in order to address sexual harassment, an employer should have established processes for handling
complaints when they are made.

Lastly, Anti-age Discrimination in Employment Act (Republic Act No. 10911). It is common
practice for businesses to provide age requirements and other personal preferences alongside job postings.
Those who didn't meet the required age range were excluded from work chances. Republic Act No.
10911, often known as the "Anti-Age Discrimination in Employment Act," became effective on July 21,
2016, making such discrimination against older workers unlawful (Zambrano, 2018). Apart from the fact
that this law is already effective long ago, age discrimination cannot be prevented everywhere, and there
will always be instances when certain individuals still encounter this kind of prejudice. Nevertheless, age
is no longer a prerequisite for employment as I observed, especially on fast food restaurant where I was
delighted to see numerous older staff working.

As to my recommendation, I suggest an equal employment opportunity policy be

implemented. in my view, and this is something I think is really important, there should be a defined
channel through which victims of prejudice may file complaints. I also recommend that with the help of
internal and external authorities, including the government, businesses may also develop a
psychologically safe workplace that does not tolerate age discrimination.
Reflection

Learning activity 2, which focuses on diversity, has been the very significant in enabling me to
gain a broader perspective on life, and the workplace in particular. Student and aspiring professional that I
am, I see the importance of a diverse workforce and the value in fostering an environment where people
of all backgrounds and experiences may flourish. In a perfect society, individuals of all colors and
genders would have the same access to resources and the same burden of responsibility. However, in this
chapter I have learned that in the world we really live in, we are continually subjected to various forms of
indifference depending on a wide range of characteristics. Some people everywhere show bias against
others based on the characteristics those individuals share. Due to various characteristics people possess,
some individuals across the globe treat others unfairly, which is the reality. But I firmly think that by
participating in multicultural environments where individuals from other cultural backgrounds, age, race,
etc., are present, whether at school or at my future place of employment, I can learn to get along, respect,
and learn more from them.

Even if there are laws forbidding it, prejudice still exists in the workplace, despite the fact that
offices and other professional environments should be free of bias by their very nature. As a result, it is
imperative that I acknowledge the existence of racial and cultural diversity in the workplace, act and
speak in a manner befitting a professional, do not initiate, engage, or allow prejudice or harassment to
occur, do not joke about or do anything that might be seen as insulting to other cultures, and last but not
least, take initiative by telling superiors or management if I have or others experienced discrimination or
harassment on the job so that everyone may feel comfortable and protected in the workplace without fear
of reprisal for speaking out against prejudice and abuse.

In conclusion, the presence of diverse viewpoints in the workplace ought not to be regarded as a
challenge but rather as an opportunity. Employees are better if they are able to develop new skills and
adjust to new circumstances when their workplaces are diverse. Because of this, it is essential for
managers to have a solid understanding of diverse issues, as this will result in increased productivity
among their teams. As someone who is interested in setting up in the business world, I will try my best
to oppose racism in the workplace for I am not going to keep quiet in the face of prejudice. I will keep
learning and change the perceptions of those around me one at a time. Listen to their experiences,
difficulties, and histories and recognize my shortcomings and ultimately accept my own ignorance.
Reference

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