Surface-Level Diversity: Two Forms Of Discrimination In The Workplace

Discriminatory policies or practices are “actions taken by representatives of the organization that deny equal opportunity to perform or unequal rewards for performance.” (Robbins & Judge, 2013) As human beings we discriminate towards others based on stereotypes, they are our opinions, information that we have acquired in our education and in our environment. When we look at discriminatory practices, we look two forms, surface level diversity and deep level diversity. Biological characteristics, such as race and ethnicity, age, gender, religion, disability are a form of surface level diversity. Deep level diversity, such as physical and intellectual ability are based on our strength and weaknesses and both these forms of stereotypes cause us …show more content…
One way of eradicating discriminatory practices and exclusion is to make sure you have training events for each division in the company on a bi-weekly basis. This will allow company staff to interact with one another so that there is a strong form of communication in the organization. This will result in a strong chain of command and it will allow employees no matter what sector they belong to have a supervisor. This is the only way I as a leader will be able to make sure that incivility between employees is avoided, as respect will come into play and that is very important. No matter what religion, race or ethnicity that person is, it is very important to understand the fine line of respect between a supervisor and a …show more content…
“The U.S. Equal Employment Opportunity Commission classifies a person as disabled who has any physical or mental impairment that substantially limits one or more major life activities” (Robbins & Judge, 2013). By classifying employees on their mental and physical abilities as referenced in their application fosters an environment based on prejudice and negative stereotypes, which reduces the employability and expected performance of that individual. As a leader I would implement the social security disability program and labor force participation. It was enacted in 1956 used to provide income for the totally disabled…those suffering from mental and physical impairment (Leonard, 1979). This will encourage more people with disability to work in order to gain incentive to receive the benefits of the program, allowing me to able to manage the diversity level in the workforce. A consequence of this action would be that the employees who are not disable may feel that favoritism is being shown to the disabled individuals out of neglect and guilt. However, in the organization I want there to be a merit system and no matter if you are disabled or not, you will have to prove yourself, either on your physical ability or your intellectual