TOPIC 2: THE DIVERSITY MODELS

“Who is wise? One who learns from all people.” – Anonymous

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One might say that there are just too many pieces or
differences in each of us to make it possible to obtain peace or
unity. There are just too many variables, or too many things that
have to change. Do you agree or disagree?
This lesson on the diversity models, you will learn about
the two major sections of diversity and the different
dimensions under each of the sections. This will help you
understand better the different scopes of diversity within
individuals and communities.

LEARNING OBJECTIVES

At the end of this lesson, you will be able to:

1. explore the different models of diversity; and

2. apply the different dimensions used in the models in understanding diversity.

LODEN DIVERSITY WHEEL

It will be such a daunting task to understand everything about each culture, each person,
each spiritual belief, etc. Marilyn Loden presents four principles for managing our own behavior
in a global context and interacting successfully with people globally. “The four principles are:
respect, inclusion, cooperation, and responsibility or RICR” (Loden, 1996). She defines each
principle as: “respect-treating others the way they wish to be treated; inclusion- making certain
that everyone on the team is truly a part of the team’s decision-making process; cooperation-
actively helping other succeed rather than competing or attempting to one-up someone;
responsibility- managing personal behavior to maintain a diversity-positive environment and
questioning inappropriate behavior when it occurs.”
 Look closely at
the Diversity Wheel.
Note that there are
two sections: Primary
dimensions of
diversity and
Secondary dimensions
of diversity. The nine
primary dimensions
are considered to be
particularly influential
in determining your
values, self-image and
identity, your
opportunities and
thoughts and
perceptions about others. These dimensions or characteristics are the ones that are most fixed;
you are least likely to make changes in these areas.
The eleven secondary dimensions are in the outer circle. These characteristics are also
part of your social identity, but they can change as your life experiences affect you. What can
you conclude from looking at these twenty dimensions?

By using Loden’s Diversity Wheel, we can consider how different aspects, for example,
spiritual belief and cultural differences, may form other people’s identities and perspectives in
the world. Knowing all these should give you and each one an open and more accepting stance
on a variety of opinions and differences in behavior. The attitude a person, therefore, take is one
of tolerance and cooperation in coming together to work for a common goal or objective. The
kind of world we live in will be determined by the efforts we all make to bridge diversity and
come together and to contribute what each can for the betterment of the world.
FOUR LAYERS OF DIVERSITY

The 'Four
Layers of Diversity'
wheel by
Gardenswartz and
Rowe shows the
complexity of the
diversity filters
through which we all
process stimuli and
information. This
leads to our
assumptions, drives
our own behaviors
and ultimately
impacts others.
Lee Gardenswartz and Anita Rowe have been doing work in diversity arena for more
than 50 years now (since 1977). The model, in its most recent incarnation, was developed in
2003 with older versions tracing back to 1991. It is the most comprehensive model seen to date
which defines the various dimensions of diversity, dividing them into 4 layers:

Level 1: Personality.
Openness, conscientiousness, extraversion, agreeableness, neuroticism

Level 2: Internal Dimensions.

Age, gender, sexual orientation, physical ability, ethnicity, race

Level 3: External Dimensions.

Geographic location, income, personal habits, recreational habits, religion, educational
background, work experience, appearance, parental status, marital status.

Level 4: Organizational Dimensions.

Functional level, work content field, division/department/unit/group, seniority, work location,
union affiliation, management status.
 The breadth of this model makes it easier to see that the current dialogue around diversity
is mostly focused on most of the internal dimensions and a handful of the external dimensions.
And intersectionality is viewed as pertaining only to this subset of attributes.

Hey, that was a bit serious. Breathe some air and relax.