R C

E E
K
R F
K FOO R C
OWR
O
W
Workforce diversity
- similarities and differences among employees in terms of age, cultural
background, physical abilities and disabilities, race, religion, gender, and
sexual orientation. No two humans are alike. Diversity makes the work
force heterogeneous. In current scenario, employing diversified
workforce is a necessity for every organization but to manage such
diversified workforce is also a big challenge for management.
 The Concept of Diversity
Diversity in the workplace is growing faster than we can address its
concomitant issues. Constant changes in a firm’s culture and in
people’s personal beliefs force the workplace to deal with the concept
and issue of diversity. Managing employee heterogeneity is more
important and more difficult than managing homogeneity in fully
utilizing internal human resources.
Managing diversity
A management system which eliminate the difference found in
difference found in multi-cultural workforce in a manner which result
in the higher level of productivity for the both the organization and
individuals. In the simple words, managing diversity mean managing
people in the best interest of employees and the employers.
Managing diversity is an on-going process that unleashes
the various talents and capabilities which a diverse
population bring to an organization, community or society,
so as to create a wholesome, inclusive environment, that is
“safe for differences,” enables people to “reject rejection,”
celebrates diversity, and maximizes the full potential of all,
in a cultural context where everyone benefits.
 BENEFITS OF MANAGING DIVERSITY

• Talents, skills and experiences

Individuals from diverse backgrounds can
offer a selection of different talents, skills
and experiences, that may be of benefit to
the organisation and their work
performance. Though some crossover
of skills can be beneficial when it comes
to assisting each other, it’s important to
hire people with the appropriate skills to
fit each of the roles within the company.
• It creates innovation
By working alongside people
of different backgrounds,
experiences and working
styles, creative concepts can
be born from bouncing ideas
off of each other and offering
feedback and suggestions. 
• Improves employee
performance
Employees are more likely to feel
comfortable and happy in an
environment where inclusivity is a
priority. Equality in the workplace
is important for encouraging
workers from all backgrounds to
feel confident in their ability and
achieve their best. The higher the
team morale, the more productive
employees are.
 IMPACT OF WORKFORCE

• Talents, skills and

Organization experiences
Employees
• It creates innovation
• Improves employee
performance
 Two Major Form of Diversity
• Surface level diversity are those differences that are easily
noticeable such as age, gender, ethnicity/race, culture, language,
disability etc. Surface level diversity is easy to be measured and
managers/recruiters can fall into the wrong practice of
discrimination based on these factors.
• Deep level diversity on the other hand, are not easily
noticeable and measurable since they are communicated through
verbal and non-verbal behaviors. Deep level diversity usually
starts with identifying surface level differences and when people
gets to know each other, they starts noticing the deep level
personal differences and tend to accept or dislike it.
 1. Age
2. Race and ethnicity
3. Gender
4. Sexual Orientation
5. Religion
10 Types of Workforce Diversity
6. Disability
7. Personality
8. Socio-economic status
9. Education level
10. Life experience