Name
PRESENTERS
Roll no
Sawera Saif
03
Rimsha Bilal
06
Noor Fatima
12
Areeba Kahkashan
22
 Diversity is any dimension that can be used to differentiate groups
and people from one another.
 In a nutshell, it's about empowering people by respecting and
appreciating what makes them different, in terms of age, gender,
ethnicity, religion, disability, sexual orientation, education, and
national origin.
ORGANIZATIONAL DIVERSITY
“Organizational diversity is a
catch-all term that implies that
employees are different in ways that
impact their interaction with, and their
experience of, working in the
organization.”
There are two levels of Diversity
 Surface Level:
Diversity is any dimension that can be used to differentiate groups and
people from one another. In a nutshell, it's about empowering people by respecting
and appreciating what makes them different, in terms of age, gender, ethnicity,
religion, disability, sexual orientation, education, and national origin.
 Deep Level:
Deep-level diversity includes non-observing characteristics — that is, traits
that are not visible.
In deep level we consider:
• Value
• Ability
• Personality
• Attitude
 Basic principles and factors that guide persons ,believe , attitude and behaviors .
 Values can influence belief about money , social interactions , importance of work.
 Example:
peoples who demonstrate work ethics believes that they should “do a good
day’s work for a good day’s pay ” and live a simple life.
“An individual capacity to perform a task in a job is said to be its ability.”
There are two types of ability .
 Intellectual ability:
The capacity to do mental activities-thinking , reasoning ,and solving
problems.
 General ability:
An overall factor of intelligence , as suggested by a positive
correlations among specific intelligence ability dimensions.
“Set of distinctive personal characteristics including motives, emotions, values,
interests, attitudes and competencies.”
 "Big Five” personality dimensions.
Extraversion
 Being outgoing, sociable, assertive.
 Agreeableness.
 Being good-natured, trusting, cooperative.
 Conscientiousness.
 Being responsible, dependable, persistent.
 Emotional stability.
 Being unworried, secure, relaxed.

Evaluative statements or judgment concerning objects, people or situation. It is
person statements about their beliefs and feelings, what they say, what they do, and
how they react.
Example:
Situation: promotion to less deserve employee. Supervisor is unfair.
Attitude: I dislike my supervisor; I am quitting my job. I am complaining to anyone
who would listen.
Diverse Experience
• Co-workers with diverse cultural backgrounds brings unique
experiences and perceptions in group, strengthening teams'
productivity and responsiveness to changing conditions.
Learning And Growth
• Being exposed to new ideas, cultures and perspectives can
help individuals to be intellectual and gain a clearer view of
future providing opportunity for employees' personal growth.
Conflicts:
• People often feel confused or even annoyed by individuals with views
and backgrounds from different from their own.
Bureaucracy:
• Decision-making can be delayed due to diverging views and opinions;
thus, corporate decisions and actions take time.
Un-productivity:
• Dis-similar cultural identities, values lacks things in common and could
negatively affect the overall team spirit hindering productivity.
 Different language
 Different level of fluency in dominant language
 Excluding those who don’t speak the language.
 Costs time, money and efficiency
 Include unhealthy tensions
 Loss of productivity because of increased conflict
 Inability to attract and retain talented people of all kinds.
"Planning and implementing organizational systems
and practices to manage people so that the potential
advantages of diversity are maximized while its
potential disadvantages are minimized." - Taylor Cox
Golden Rule:
“Treat others the way you want to be
treated.”
Respect for individual as well as cultural differences.
Measure performance based on value added, not hours worked
Meet business objectives by helping employees
 Each employee in a diverse workplace
CONCLUSION
possesses unique strengths and
weaknesses derived from their culture in
addition to their individuality.
 When managed properly, diversity in the
workplace can influence the strengths
and complement the weaknesses of each
worker to make the impact of the
workforce greater than the sum of its
parts.