Thus it is important that diversity initiatives focus on these differences and help individuals understand one another's perspectives in order to maximize understanding and facilitate positive interactions in the workplace.
There are also many stereotypes that exist with regard to gender. There are those for example that believe that men are 'natural leaders' because they are more likely to exhibit traits including aggression and assertiveness. However most of these traits may be attributed more to gender stereotyping rather than the actual ability of a man or a woman to be an effective leader (Essed & Gircour, 1996).
It is vital that a diversity program incorporate a wide range of training mechanisms that help individuals overcome the gender roles that they might feel they are 'assigned' so that there true 'colors' may come out and they can excel as much as possible on a personal and a professional level.
Value and Attitude Differences
That gender and diversity are inextricably linked one cannot argue; likewise value and attitude difference among individuals are linked to diversity as well (James & Murrell, 2001). Researchers have long acknowledged that gender may also be linked to value and attitude differences, and these factors may ultimately influence work related outcomes for women and men (James & Murrell, 2001).
Values and attitudinal beliefs may impact individual's perceptions of the overall corporate climate. It is vital that a diverse organization acknowledge that individuals will be coming from very different and diverse backgrounds, and tied to this will be the knowledge that each individual person might have varying morals, practices and beliefs.
Conclusions/Analysis
In today's modern and dynamic workplace it is vital that organizations take appropriate measures to ensure that diversity is recognized and embraced. The workforce that makes up most modern organizations is not homogenous in nature, but rather comprised of individuals from varying backgrounds, sexual orientations, belief systems, gender orientations and of people with varying personality traits. A truly diverse environment is one that acknowledges all of these differences and teaches individuals to learn to respect one another for their differences, and the unique insights they might bring into the environment.
References
Barrick, M.R., Higgins, C.A., Judge, T.A. & Thoresen, C.J. (1999). "The big five personality traits, general mental ability and career success across the life span." Personnel Psychology, 52(3): 621
Essed, P. & Gircour, R. (1996). "Diversity: Gender, color and culture." Amherst:
James, E.H. & Murrell, a.J. (2001). "Gender and diversity in organizations: Past, present and future directions." Sex Roles: A Journal of Research
Klimely, a. (1997). "Diversity programs: Coming of age." Black Enterprise, 27(12):115
Sanders, D. (2002). "Human rights and sexual orientation in International Law." Journal of Public Administration, 25(1): 13
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