Psychology and Introduction Diversity

INTRODUCTION
Diversity is defined as a multi-dimensional mixture of people who vary by age, gender, race, religion, or life-style. Workplace diversity refers to variety and multiformity in the workplace. This multiformity can be driven in numerous ways; demographic composition of geographical location, an aging population, increasing presence of women in the workplace to mention a few. In this paper we examine how diversity can be manages using operant and social learning practices to reduce the incidence of workplace stereotypes.

Diversity in the workplace
With market globalization and international competition, firms have come to realise that a diverse workplace is a strong competitive advantage in today's markets. It helps to attract a diverse customer base and provides new perspectives in an organization. We see diversity initiatives being implemented to improve corporate productivity and performance.
Multiformity in the workplace introduces an element of heterogeneity in problem solving /decision-making. This leads to a larger range of perspectives and stronger critical analysis of issues2
Diversity is a reality in today's workplace. It shouldn't be merely tolerated but valued for what it brings to the organization. ‘It's not about assisting the individual to "fit into" the corporate culture by "fixing" what is different about them.1

Diversity and Perceptions
The multi gender, culture, religion elements of diversity are subject to multiple impressions in differing situational context from individuals. Their "diversity differences" are interpreted to provide order and meaning to the environment of the perceiver. More often than not, final opinions tend to generalise diverse individuals resulting in statements of hasty generalizations about diverse groups "Stereotypes". Attritions and motives are assumed to explain individual distinctiveness or performance in the workplace.
Successful workplace diversity requires the throwing out whatever mental stereotypes we have built and understanding the value in difference. Sexual, racial and ethnic stereotypes need to be discarded before an organization can successfully move from "tolerating diversity" to "valuing diversity". This requires members of the organization to "unlearn" diversity tolerance and learn the value in diversity.

Operant and Social learning
In the context of our discussion, learning refers to a relatively permanent change in behaviour to reflect the value in diversity that can occur within an organization due to practice or experience3. Personalities and behaviours can be strongly moulded by experiences and the work environment. Intrapersonal skills such as conflict resolution, teamwork and communicating are behaviours which need to be influenced to achieve a work environment that values diversity. Individual behaviours can be influenced through observations of the prevalent behaviours in the environment. This is achieved through imitation, self efficacy and self management.

Stereotyping can lead to antisocial behaviours that directly targeted at our mental stereotypes in the workplace. Sexual harassment, violence etc, are antisocial behaviours that can be found in today's workplace environment. Studies show that these behaviours might be shaped by the group context in which one works and through social learning 4(chapter 2 pg 55). This implies the presence of negative group models create a "contagion effect" on the environment. Organizational learning practices can be instituted to bring value to diversity in the workplace. These include:

Organizational Behaviour modification
This is the systematic use of learning principles to influence organizational behaviour5. BMO reduced the negative perception of females in the workplace through information bulletins emphasizing female performance over males. Positive and negative reinforcers of gender and ethnic equality can be instituted to promote positive behaviours.

Training and formal learning
This is the facilitation of knowledge and acquisition of skill in order to change behaviour and improve performance in the work environment. Training can be done to increase the awareness of stereotypes and its negative impact in the workplace. Employees should also be made aware of the positive impact of valuing diversity in the workplace.
Asset recognition training also helps to emphasize each individuals uniqueness and discourage the moulding of diversity into the corporate structure. Unique assets and potential contributions to the workforce are emphasized.