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CHAPTER 11: DEVELOPING LEADERSHIP DIVERSITY 333
Definition of Diversity
Workforce diversity means a workforce made up of people with different human Workforce diversity
Workforce diversity
a workforce made up of people
qualities or who belong to various cultural groups. From the perspective of indi- a workforce made up of people
with different human qualities
viduals, diversity refers to differences among people in terms of dimensions such with different human qualities
or who belong to various cultural
or who belong to various cultural
as age, ethnicity, gender, race, or physical ability. It is important to remember that groups
groups
diversity includes everyone, not just racial or ethnic minorities. Generational di-
Diversity
versity, for example is a key concern for managers in many of today’s companies, Diversity
differences among people in
differences among people in
with four generations working side-by-side, each with a different mindset and terms of age, ethnicity, gender,
terms of age, ethnicity, gender,
race, or other dimensions
different expectations. 40 race, or other dimensions
Exhibit 11.2 illustrates several important dimensions of diversity. This diver-
sity wheel shows the myriad combinations of traits that make up diversity. The
inside wheel represents primary dimensions of diversity, which include inborn
differences or differences that have an impact throughout one’s life. Primary
41
dimensions are core elements through which people shape their self-image and
world view. These dimensions are age, race, ethnicity, gender, mental or physical
abilities, and sexual orientation. Turn the wheel and these primary characteristics
match up with various secondary dimensions of diversity.
Secondary dimensions can be acquired or changed throughout one’s lifetime.
These dimensions tend to have less impact than those of the core but nevertheless

affect a person’s self-definition and world view and have an impact on how the
person is viewed by others. For example, veterans of the war in Iraq may have
been profoundly affected by their military experience and may be perceived dif-
ferently from other people. An employee living in a public housing project will
be perceived differently from one who lives in an affluent part of town. Women

with children are perceived differently in the work environment than those with-
out children. Secondary dimensions such as work style, communication style, and
educational or skill level are particularly relevant in the organizational setting.
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One challenge for organizational leaders is to recognize that each person can
bring value and strengths to the workplace based on his or her own combination
of diversity characteristics. Organizations establish workforce diversity programs
to promote the hiring, inclusion, and promotion of diverse employees and to en-
sure that differences are accepted and respected in the workplace.

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