The Scope of Diversity
To start this unit, we need to have a clear understanding of how diversity relates to us in the:
Workplace,
Community
Industries.
The concept of diversity encompasses acceptance and respect.
It means understanding that each individual is unique, and recognising our individual differences. These can be along the dimensions of:
Race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies.
It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual.
According to the Australian Bureau of Statistics, Australia has one of the most culturally and linguistically diverse (CALD) populations in the world. It is estimated that about 40% of the Australian population is made up of immigrants and their children, and that about 15% speak a language other than English at home.
According to the 2001 census, in Queensland alone there were:
• Over 120 ethnic communities
• Over 120 languages
• 23.3% of the people born overseas
• 3.1% of the people who were Indigenous.
Further diversity is seen in the many subcultures within and across culturally and linguistically diverse (CALD) groups, for example, youth culture, religious groups and other groups formed through shared characteristics and values.
Specific needs that may need to be addressed include:
• Racial and ethnic groups • Older workers • Gender (Women in business)
• Education • Dual-career families • Religion and culture • Persons with disabilities
• Immigrants • Young persons with limited education or skills.
Diversity Experience
During the socialisation process we learn about other cultures through:
• Direct contact with these groups
• Information and perceptions from other people
• Books, news, newspapers and other forms of mass media.
These experiences may develop into assumptions about other cultures or about a particular cultural group. These assumptions may bias our perception of other cultures and so are known as cultural bias.
Culturally biased assumptions fall into two categories:
• General bias assumptions about people who are not from our own background. For example, ‘They’re not like us’.
• Bias assumptions about a particular cultural group. For example, ‘Indians only eat curry’ or ‘Today’s youth have no respect’.
Both categories affect the quality of communication and may lead to inappropriate work practices. Most importantly, the individual differences existing within any cultural group make such assumptions irrelevant.
Culturally-biased assumptions result in perceptions that impact on our objectivity when working with culturally diverse groups. The consequences are stigma, stereotyping and discrimination.
Stigmais the negative labelling of a group based on certain attributes which may eventually generate a negative image to the public. For example, thirty years ago being a single mother generated a stigma. The AIDS virus brought about a stigma to the gay community. Today, despite community education, mental health still carries a stigma.
Stereotypingis when assumptions are made about the characteristics of an individual which are based on a standard, simplistic characterisation of the culture.
People will often use stereotypes to describe a particular cultural group. These statements refer to behaviours or beliefs that may be a reaction to one particular individual rather than a whole subgroup. Stereotyping therefore only serves to limit a person’s understanding of a group of people.
Discriminationin a cultural context refers to showing prejudice towards a certain group. Most of the time, discrimination involves the unfair labelling and treatment of others and is based on both stigma and stereotyping.
These three consequences are the most common.
Self-examination of personal bias is essential in any organisation where you are trying to deliver culturally sensitive practice.
Research and Identify the Benefits of having a Diverse Workforce
In this era of economic globalisation, many organisations are making efforts to achieve workforce diversity, which aims to employ workers from different backgrounds to provide tangible and intangible benefits to the organisation.
Understanding the advantages of workforce diversity helps you establish an organisation with a competitive edge. This can include employing workers with cultural and language skills that can lead to greater reach for the business.
Diversity experts believe that heterogeneous groups can contribute more creative ideas to the mix.
• Increase in Productivity
Workforce diversity can bring about an increase in productivity and competitive advantage. Employers can offer more solu…
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