Buiza, Bea Marie G.

Human Behavior in Organization

BSA 1-18 Prof. Ma. Aurora De Leon

CHAPTER 2 - ACTIVITIES / EXERCISES

1. Self-analysis. What is your position on diversity in the workplace? How would you
describe your attitude toward diversity? Be detailed in your analysis.

The diversity in the workplace in my opinion is more effective and in itself

diverse. I think it gives opportunity and understanding regarding the differences of
various people may it be in attitude, personality, value, race, gender, etc. It also allows
versatileness and a wider scope for more possible accomplishments. This also opens
added job opportunities and a sense of belongingness and non-discrimination to the
employment.
As to my attitude towards it, I am positive and I’m open to have it in my
workplace in the future. I accept this diversity, and I would gladly suggest this setting to
other organizational groups. I also don’t see any downsides if there is good management.
I believe that workforce in this matter, when given the priority adjustments has the upper
hand to the growth and progress of the company or organization.

2. Web Crawling. Find and present an online article on diversity in a country other than
the United States. What commonalities are exposed and what differences are shown to
exist?
DIVERSITY AND INCLUSION IN THE WORKPLACE: CANADA

As to what the Prime Minister of Canada had said, “diversity is Canada’s strength”. But
the differences in backgrounds still made many people in the past years to experience
exclusions due to their distinct qualities. Canada is particular to the employment equity,
affirmative action and diversity management, so in order to maintain a healthy work
environment, an inclusive workforce is addressed to the areas as the following:

 Racial Discrimination
- 1 out of 5 people in Canada’s population is foreign-born.
- 61.8% of the immigrants in 2018 were born in Asia
- Ethno-racial antidiscrimination was introduced in regards to the “workplace
issue” directly connected to global transnationalism.

 Gender Bias and White Masculinity

- The proportion of Canadian women who participated in the labour force is
61.4% in June 2019, compared to 70.1% among men.
- Canadian workplace environment of competing equalities manifested.
- In 2016, less than 1/5 of all leadership roles were held by women.
 - Marginalized minorities and anti-gender bias interests have attempted to use
global competition as a brokering partner for claims against the privilege of
white masculinity in the workplace.

 Sexual Diversity
- An employee subjected to harassment or denial of their beliefs due to their
sexual orientation degrades their work potential
- Increased awareness and implementing anti-discrimination and harassment
policies focusing on homophobia
- LGBTQ community has enforced complaints as to the ripple effect on their
work environment resulting from discrimination.

 Disability
- In 2017, women (24%) were more likely to have a disability than men (20%)
in Canada.
- According to statistics 411,600 people aged 15 to 64 not employed are whose
disability does not prevent them from working
- And 127,700 unemployed people with disabilities who have post-secondary
education

Therefore, Canada has imposed laws and rules about the matter and opened business
opportunities, growth, and rights to these diverse differences of possible employees. This
gave a positive outlook towards the diversity in Canadian workplace.

 Ontario Human Rights Code (OHRC) – prohibits discrimination and harassment

in employment (including recruitment, hiring, promotion, workplace conditions)
on grounds of age, color, place of origin, race, ancestry, sex, sexual orientation,
gender identity, gender expression, marital status, family status, creed,
citizenship, record of offences or disability.

 Employment Equity Act – 4 designated groups (aboriginal people, people with

disabilities, members of racial minorities and women) experience more
discrimination than others in finding & retaining employment and getting
promotion. Promoting equal opportunity and fair treatment in employment,
eliminating discrimination and barriers, increasing opportunities for individuals
from the designated groups to contribute in the workplace will benefit all people
in Ontario.

Reference:
https:// www.google.com/amp/s/diversity.social/canadian-diversity/amp/
CHAPTER 2 – ASSESSMENT
FILL IN THE BLANKS
1. Levels of Diversity
• SURFACE-LEVEL DIVERSITY
• DEEP-LEVEL DIVERSITY

2. Types of Discrimination
• DISCRIMINATORY POLICIES OR PRACTICIES
HUMAN BEHAVIOR IN ORGANIZATION 1 5
• SEXUAL HARASSMENT
• INTIMIDATION
• MOCKERY AND INSULTS
• EXCLUSION
• INCIVILITY

3. Diversity in Groups
• LEVERAGE DIFF, FOR SUPERIOR PERFORMANCES
• TRANSFORMATIONAL LEADERS

4. Diversity in Organization
• BIOGRAPHICAL CHARACTERISTICS
▪ AGE
▪ GENDER
▪ RACE AND ETHNICITY
▪ DISABILITY