Thinking of Diversity and Inclusion
Thinking About Diversity and Inclusion
Rhonda G. Allen
SOC/315
May 6, 2013
Professor Anne Tindall
Thinking About Diversity and Inclusion Cultural Diversity has many dimensions, recognizing what they are can be challenging to those of who may not be familiar with them. The first dimension of Cultural Diversity, Primary Dimensions, which are considered basic and cannot be changed by the individual. The second dimension, Secondary Dimensions, is aspects of someone that can be influenced by outside factors. Finally the last dimension of Cultural Diversity is the Visibility Dimension, the more visible the aspect the stronger the influences have a potential to be viewed. A prime example of the visibility factor in Cultural Diversity would be, you may pretend to be a Christian, but you cannot pretend to be a black person when your skin is obviously white. All three dimensions develop a part of your personal identity, affecting your environment, behavior and how others perceive you. When person characteristics are influenced by the outside views of others is called Stereotyping. Stereotypical views may vary from religious beliefs, gender, racial profiles, and ethnicity.
The specific group of Cultural Diversity of which I can identify with would be gender based. Being a female has many difficulties in the corporate world. For as long as you can refer back in time, the female gender in the workplace has more than likely held a subordinate position. Many studies have shown that when a male and a female apply for the same position it’s more than likely the male will receive the position. In trying to understand why this is so, dating back to the biblical days of Jesus Christ, females were held in submissive positions to their husbands or any other male figure. Through the generations, the concept may have taken a more low-key role, but most definitely has remained the same. Personally, the members of my social circle have always consisted of female
Rhonda G. Allen
SOC/315
May 6, 2013
Professor Anne Tindall
Thinking About Diversity and Inclusion Cultural Diversity has many dimensions, recognizing what they are can be challenging to those of who may not be familiar with them. The first dimension of Cultural Diversity, Primary Dimensions, which are considered basic and cannot be changed by the individual. The second dimension, Secondary Dimensions, is aspects of someone that can be influenced by outside factors. Finally the last dimension of Cultural Diversity is the Visibility Dimension, the more visible the aspect the stronger the influences have a potential to be viewed. A prime example of the visibility factor in Cultural Diversity would be, you may pretend to be a Christian, but you cannot pretend to be a black person when your skin is obviously white. All three dimensions develop a part of your personal identity, affecting your environment, behavior and how others perceive you. When person characteristics are influenced by the outside views of others is called Stereotyping. Stereotypical views may vary from religious beliefs, gender, racial profiles, and ethnicity.
The specific group of Cultural Diversity of which I can identify with would be gender based. Being a female has many difficulties in the corporate world. For as long as you can refer back in time, the female gender in the workplace has more than likely held a subordinate position. Many studies have shown that when a male and a female apply for the same position it’s more than likely the male will receive the position. In trying to understand why this is so, dating back to the biblical days of Jesus Christ, females were held in submissive positions to their husbands or any other male figure. Through the generations, the concept may have taken a more low-key role, but most definitely has remained the same. Personally, the members of my social circle have always consisted of female