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Aps Module 4

The document discusses the various dimensions of diversity in India including demographic dimensions like gender, age, physical disability, and region of origin. It also discusses socio-cultural dimensions like caste, religion, language, and sexual orientation. It notes that caste has historically been a major source of diversity in India and outlines some of the challenges that various diversity dimensions can pose in the workplace like generating in-groups and out-groups, discrimination, and conflicts between groups.

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0% found this document useful (0 votes)
27 views66 pages

Aps Module 4

The document discusses the various dimensions of diversity in India including demographic dimensions like gender, age, physical disability, and region of origin. It also discusses socio-cultural dimensions like caste, religion, language, and sexual orientation. It notes that caste has historically been a major source of diversity in India and outlines some of the challenges that various diversity dimensions can pose in the workplace like generating in-groups and out-groups, discrimination, and conflicts between groups.

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macpsecb2022
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MODULE IV

PREJUDICE, DISCRIMINATION AND STEREOTYPES


STEREOTYPES, PREJUDICE, AND
DISCRIMINATION
That is, stereotypes are considered the cognitive component of attitudes toward a social
group—specifically, beliefs about what a particular group is like.
Prejudice is considered the affective component, or the feelings we have about a particular
group.
Discrimination concerns the behavioural component, or differential actions taken toward
members of specific social groups.
“Discrimination is the behavioural manifestation of prejudice. In case of discrimination, members
of particular group are treated either positively or negatively because of their membership in a
particular.” (Feldman, 1985).
CHARACTERISTICS OF STEREOTYPE

1. Stereotype is a mental picture or image


2. Stereotype contains a widely agreed belief
3. Stereotype involves gross and exaggerated generalization
4. Generally no change take place in Stereotype
5. Stereotype can be either positive or negative
FUNCTION AND IMPORTANCE OF STEREOTYPE
IN SOCIAL LIFE
• To make social behaviour meaningful
• Stereotype help in prediction
• To control social behaviour
• Stereotype help us in commercial advertisement
CAUSES OF DEVELOPMENT AND MAINTENANCE
OF STEREOTYPE
1. Partial experience and knowledge
2. Socialization
3. Social and cultural distance
4. Imitation
5. Traditions and folkways
PREJUDICE: FEELINGS TOWARD SOCIAL
GROUPS
Prejudice has been traditionally considered the feeling component of attitudes toward social groups. It
reflects a negative response to another person based solely on that person’s membership in a particular
group—which Gordon Allport, in his 1954 book The Nature of Prejudice, referred to as “antipathy” that is
generalized to the group as a whole. In that sense, prejudice is not personal—it is an affective reaction
toward the category (Turner, Hogg, Oakes, Reicher, & Wetherell, 1987). In other words, a person who is
prejudiced toward some social group is predisposed to evaluate its members negatively because they
belong to that group. Discrimination has been traditionally defined as less favorable treatment or negative
actions directed toward members of disliked groups (Pettigrew, 2007). Whether prejudice will be expressed
in overt discrimination or not will depend on the perceived norms or acceptability of doing so (Crandall et
al., 2002; Jetten, Spears, & Manstead, 1997). Indeed, changing the perceived norms for treatment of a
particular group is sufficient to alter prejudice expression.
PREJUDICE: FEELINGS TOWARD SOCIAL
GROUPS
Research has illustrated that individuals who score higher on measures of prejudice toward a particular group
do tend to process information about that group differently than individuals who score lower on measures of
prejudice. For example, information relating to the targets of the prejudice is given more attention than
information not relating to them (Hugenberg & Bodenhausen, 2003). Indeed, those who are high in prejudice
toward a particular social group are very concerned with learning the group membership of a person (when that
is ambiguous). This is because they believe the groups have underlying essences—often some biologically based
feature that distinguishes that group from other groups, which can serve as justification for their differential
treatment (Yzerbyt, Corneille, & Estrada, 2001). As a result of consistently categorizing people in terms of their
group membership, one’s feelings about that group are legitimized, which results in discrimination (Talaska,
Fiske, & Chaiken, 2008).
CHARACTERISTICS OF PREJUDICE

1. Prejudice is irrational
2. Prejudice is acquired
3. Prejudice has emotional tone
4. Prejudice is directed towards a group as a whole
5. Prejudice is based upon rigid and flexible generalization
6. Prejudice has functional nature
7. Prejudice is not related to reality
TYPES OF PREJUDICE

1. Racial Prejudice
2. Sex Prejudice
3. Age Prejudice
4. Caste Prejudice
5. Language Prejudice
TYPES OF PREJUDICE

6. Communal Prejudice
7. Prejudice related to religion
8. Regional Prejudice
9.. Prejudice related politics
MEASUREMENT OF PREJUDICE

• The direct way to assess prejudice world is to measure attitude. However, attitude towards the
target of prejudice are sometimes tricky to tap because there is high degree of social desirability
in professing unprejudiced attitude. Even when the people, who hold prejudice towards the
target group, may not be willing to express it because of fear of sanction against them. In view of
this, social psychologist have decided some specific methods for assessing prejudice.
DISCRIMINATION: PREJUDICE IN ACTION

Attitudes, are not always reflected in overt actions, and prejudice is no exception to this. In many
cases, people with negative attitudes toward various groups cannot express their views directly.
Laws, social pressure, fear of retaliation—all serve to deter them from putting their prejudiced views
into practice. For these reasons, blatant forms of discrimination—negative actions toward the
objects of racial, ethnic, and gender prejudice—have decreased in recent years in the United States
and many other countries (Devine, Plant, & Blair, 2001; Swim & Campbell, 2001).
DISCRIMINATION: PREJUDICE IN ACTION

Thus, actions such as restricting members of various groups to certain seats on buses or in
movie theaters, barring them from public schools—all common in the past—have vanished.
This is not to suggest that extreme expressions of prejudice do not occur. On the
contrary, dramatic instances of “hate crimes”—crimes based on racial, ethnic, and other
types of prejudice—do occur. For instance, Matthew Shepard, a college student, was
murdered in Wyoming in 1998 because of his sexual preference (he was homosexual), and
in 2010 several gay students committed suicide in response to the bullying they
experienced because of their sexual orientation. Despite these extreme incidents,
prejudice, in general, often finds expression in much more subtle forms of behavior. We
turn now to these subtle or disguised forms of discrimination.
DISCRIMINATION

• Discrimination based on religion


• Discrimination based on caste
• Discrimination based on gender
CAUSE OF DEVELOPMENT AND MAINTENANCE OF
PREJUDICE AND DISCRIMINATION
• Psychodynamic approach
• Cognitive approach
• Historical approach and Socio-cultural approach
• Situational approach
PSYCHODYNAMIC APPROACH

• Frustration and aggression scapegoat theory


• Authoritarian personality
• Personality Needs
• Threats to self esteem
COGNITIVE APPROACH

• Categorization in-group versus out-group


• Feeling superior to other-social identity theories
• Distinctiveness
• Attribution
HISTORICAL APPROACH AND SOCIO-CULTURAL
APPROACH
• Social inequalities
• Socialization
• Religion
• Conformity to norm of prejudice
• Miscellaneous factors
REDUCTION OF STEREOTYPE, PREJUDICE AND
DISCRIMINATION
• Social psychologist have shown interest in reducing the prejudice and its effect. They pointed out some
following means which can help to reduce prejudice, stereotype and discrimination.
1. Contact- interacting directly with the target of prejudice
2. Social influence
3. Education
4. Social legislation
5. Re-categorisation
6. Guilt as prejudice reduction technique
7. Saying no to stereotypes
8. Formation of superordinate goals
THANK YOU
DIVERSITY DIMENSIONS OF INDIA

India is one of the diverse countries in the world. Its diversity aspects are rooted in the
socio-cultural factors and emerging trends in demography. The diversity dimensions are discussed
under two heads: socio-cultural dimensions and demographic dimension.
The contemporary Indian organizations are characterized by diverse workforce. Moreover, a
more number of Multinational corporations (MNCs) are attracted to India to explore its diverse
markets. These organizations are voluntarily making efforts towards inclusion of various groups of
society to fill the skill gap and derive the benefits of workforce diversity as business case. However
the changing demographics brings in various challenges such as generating in-groups and
out-groups ,discrimination towards few groups ,conflicts between various groups etc. reducing the
efficiency of organizations.
DEMOGRAPHIC DIMENSION OF DIVERSITY

• Gender
• Age
• Physically Disabled
• Region of origin
• Sexual orientation – An emerging dimension of diversity
CATEGORIZING THE DEMOGRAPHIC AND
SOCIO-CULTURAL DIMENSION OF INDIAN
DIVERSITY
• Grounded on the familiar typology of Harrison et al., (1998) and contextual
understanding of dimension in Indian society, the most identified demographic and
socio-cultural dimension of diversity are categorized as visible, partially visible, partially
deep and deep. They categorized different dimensions of diversity as: surface-level
diversity and deep-level diversity. Surface level diversity is defined as “differences among
group members in overt, biological characteristics that are typically reflected in physical
features” (p. 97). These dimensions are visible and easily perceived by individuals.
Whereas, deep-level diversity refers to more subtle attributes that cannot necessarily be
perceived right away.
CHALLENGES OF DIVERSITY DIMENSIONS
AT WORKPLACE
• Caste
• Religion
• Language
• Gender
• Age
• Region of Origin
• Physical disability
• Sexual orientation
CASTE

Caste has always been a major source of diversity in Indian society and therefore in Indian organizations. There are about 3,000 castes
in India and each one is a social unit in itself, its structures differing in each case (Hutton, 1980). Hindu Indian society is divided
broadly into four broad varnas based on occupation and determines access to wealth, power, and privilege. Brahmins (priests and
scholars), Kshatriyas (political rulers and soldiers), Vaishyas (merchants) and Shudras (laborers, peasants, artisans, and servants). Each
of these varnas has several sub- groups as Jatis (representing group deriving its livelihood primarily from a specific occupation). The
castes belonging to the first three varnas are known as the upper castes, and Shudras as the lower castes. Shudras are further divided
into many castes and few among them are Dalits. Historically, they have been victim of discrimination in most social matters. They
were considered untouchables and debarred from social places. Socially, Shudras had for a long time been facing utterly inhuman
treatment, which spilled over into their role as employees as well (Woodward & Saini, 2006).They are also known as the Scheduled
Castes (SCs, who make 16% of total Indian population as per 2001 census) by Indian Constitution. Further, the constitution identifies
people of tribal origin as STs (Scheduled Tribes). They are not the part of varnas; however are people who have primitive way of life
and habitation in remote and less accessible areas. Although caste is associated with Hinduism, caste division also penetrates Sikhism,
Muslims, Buddhism and even Christianity. Under the Constitutional Order 1950, as amended in 1990, the SCs can only be Hindu, Sikh
or Buddhist while the STs can be from any religion (Census of India 2001).
RELIGION

• Religion is one of the key facets of diversity, along with race, gender, disability and age. India is a secular,
multi-religious and multicultural country. It‟s a land from where important religions namely Hinduism,
Buddhism, Sikhism and Jainism have originated at the same time have flourished and survived the influence of
religions like Islam and Christianity and is home to several indigenous faiths tribal religions. Census 2001
highlights the rich social composition of India. Hinduism is professed by majority population and comprises 80.5
%, and the second major religion comprises 13.4% of Muslims (Islam), moreover India is the third largest Muslim
country in the world (Amartya Sen, 1993). 2.3% as Christians, 1.9% as Sikh, 0.80% as Buddhists, 0.4% are Jain.
Other than these six religions there are many tribal religions.
LANGUAGE

• India is a multilingual country and the constitution accords to protect the multilingual nature of India. In terms of
linguistic diversity, it has a variety of languages and dialects. Most languages in India belong to one of the four
language families: Indo-Aryan (spoken by 75% of population, of which Hindi is the most widely spoken language in
India), Dravidian (spoken by 20%) , Tibeto-Burmese and Austro-Asiatic.
• Out of 22 scheduled languages: 15 are official languages of different states Hindi, Urdu, Punjabi, Gujarati, Marathi,
Bengali, Assamese, Oriya, Konkani, Kannada, Malayalam, Nepali, Tamil, Telugu & Manipuri; 1of them, i.e., Bodo-is an
official languages in parts of the Assam state 6 of these 8th schedule languages have no official status-Sanskrit,
Sindhi, Maithili, Kashmiri, Dogri, Santhali but are taught in schools but 4 non-scheduled languages are associate
official languages of Northeastern states-Mizo in Mizoram, Khasi & Garo in Meghalaya, Kok Borok in Tripura.
LANGUAGE

• According to the 2001 Indian Census there are a total of 122 major languages and 234 identifiable mother
tongues. Of these, 29 languages have more than a million native speakers, 60 have more than 100,000 and 122
have more than 10,000 native speakers. However, many languages which are spoken by less than 10,000
speakers are not reported in Census. Many among the unreported languages are spoken by tribal communities.
Out of the 122 major languages 22 languages are listed under 8thSchedule (this was included in the Constitution
in order to provide official status to many Indian languages). The Constitution of India does not give any language
the status of national language. Hindi is the official language and English the associate official language of the
Indian Union. English is not included in the 8th schedule but is the official language or associate official language in
several states like Nagaland, Arunachal Pradesh, and Meghalaya. India has one of the largest English speaking
populations in the Asia-Pacific region (Budhwar, 2003).
DEMOGRAPHIC DIMENSION OF DIVERSITY

Women, constitutes nearly 50% of India‟s population. According to the provisional population
totals of Census 2011, women make 48.46% (586.5 Million) of Indian population. The sex ratio has
increased by 7 points to 940. The women constitute an important segment of the work force in
India and their participation in the workforce is gradually increasing in the market. The literacy rate
of women in India has increased from 53.67% in 2001 to 65.64 % in 2011, which has outnumbered
males. The total job seekers registered with employment exchanges has increased from 26.95 % (as
in 2005) to33.3 per cent in 2010 of the total number of applicants on live register. Moreover,
percentage of placement to registration of women job-seekers has increased from 2.7 per cent in
2009 to 5.3 per cent in 2010 (Statistical Profile on Women Labor, 2009-2011). With increasing
literacy rates women in India is developing a potential talent pool to be explored.
AGE

• According to Census 2011, the proportion of economically active population (15-59 years) has
increased from 53.4 to 56.3 percent during 1971 to 1981 and 57.7 to 62.5 per cent during 1991 to
2011. Of which 19.2% of population is in the age group of 15- 24 years. And India‟s median age has
risen from around 22 years in 2001 to over 24 years in 2011. However the proportion of those in
the 15-19 and 20-24 age groups has risen over 2001. There is a raise in young population, which in
turn leading to more number of youngsters joining organization and making a significant proportion
of the workforce. Employees born between 1980-2001 (Gen Y) making this young workforce.
PHYSICALLY DISABLED

• According to the Census 2011, there are 2.21 % (i.e. 26,810,557 Crores) persons with
disabilities in India. In India, government departments and public sector undertakings
(PSUs) have taken the lead and had been important employers of disabled people. The
Govt. of India has reserved 3% reservation of jobs for persons with disability in 1977; the
reservation was only in the lower ranking jobs (C &D categories). However, with India
adopting the Persons with Disability Act of 1995, the reservation was extended to higher
ranking (A & B) categories. The categories of persons with disability benefited by this
scheme are the visual impaired, the hearing impaired and the orthopedically impaired on
1% reservation for each category in the Central Govt. services, Public Sector Banks and
Govt. Undertakings.
REGION OF ORIGIN

• India is a large country having continental dimensions and comprising 29 States/regions and 7 Union
Territories. Regionalism in India has roots pre independence when it was used as tool to keep India divided.
After independence the provinces were reorganized on the basis on language recommended by States
Reorganization Committee (SRC) of 1953, headed by Fazal Ali.
• These regions vary by languages, topographic and climatic variations along with differences in the settlement
pattern. Each of these regions is a distinct cultural region with distinct cultural heritage, folklore, myths,
symbolism and historical traditions. These are the areas with distinct geographical boundaries and have
common cultural elements. Moreover, the other dimensions of identity such as religion and caste are also
regionally specific, plural in beliefs and practices. Followers of similar religion vary in their practices in
different regions (Bhattacharya, 2005) due to cultural differences.
SEXUAL ORIENTATION – AN EMERGING
DIMENSION OF DIVERSITY
• LGBT were not on the list related to diversity issues in India, but in the recent years, Indian Inc. esp.
MNCs and IT companies with global representation are moving forward at the policy level and
cultural engagement level to consider this section of society as part of their workplace diversity.
Though LGBT has always been observed as stigma in Indian society, but post decriminalization of
homosexuality and efforts of NGOs and media, the acceptance of this group is increasing. Moreover,
the Supreme Court of India, in April 2014, recognized the transgender as “third gender “and said
that they would be allowed admission in educational institutions and given employment. They would
be considered as OBCs. LGBT is the new dimension of diversity of emerging India and its acceptance
by Indian government is evident from inclusion of transgender on Aadhar cards and “others” in
election ID card.
CATEGORIZING THE DEMOGRAPHIC AND
SOCIO-CULTURAL DIMENSION OF INDIAN
DIVERSITY
• Grounded on the familiar typology of Harrison et al., (1998) and contextual understanding of dimension in
Indian society, the most identified demographic and socio-cultural dimension of diversity are categorized as
visible, partially visible, partially deep and deep. They categorized different dimensions of diversity as:
surface-level diversity and deep-level diversity.
• Surface level diversity is defined as “differences among group members in overt, biological characteristics that
are typically reflected in physical features” (p. 97). These dimensions are visible and easily perceived by
individuals.
• Whereas, deep-level diversity refers to more subtle attributes that cannot necessarily be perceived right away.
CHALLENGES OF DIVERSITY DIMENSIONS
AT WORKPLACE
The Socio-cultural and demographic diversity dimensions would lead to informal processes and
activities, and if they bear negative connotation, may impede individual and organization
effectiveness (Sia & Bhardwaj, 2003). Moreover, the negative impacts would be wavering by the
nature of each dimension. This would demand understanding challenges of each dimension, to
develop appropriate strategies.
CASTE

The last name in Indian society often represents the caste or jati of an individual. Based on the stereotypes
associated with few castes, a candidate may be discriminated, without actually evaluating their performance, based
on the inferences derived from their last names. Throat & Aatewell ( 2007) observed that there was a statistically
significant pattern by which, on average ,college educated lower caste applicants fare less well than equivalently
–qualified applicants with high caste names.
Although, the private companies, have the main criteria as merit for selection and evaluation, due to the
competition, and are convinced that there is no problem of caste or religious prejudice in modern India (Thorat &
Knewman, 2007). But caste-based stereotypes are so endemic in Indian society and can lead to incidences of
discrimination. As, Jodhka and Newman (2007), presents the results of their qualitative interview based study of
human resource managers, focusing on hiring practices. Their research suggests that managers bring to the hiring
process a set of stereotypes that make it difficult for very low caste and very high caste applicants to succeed in the
competition for positions, while advantage falls to the middle.
RELIGION

Religion as a dimension of diversity is a source of various forms of discrimination due to the rooted stereotypes
about people from different religions. Religion as a dimension of diversity can be a source of direct discrimination
which means that workers or job applicants must not be treated less favorably than others through selection
criteria, policies, employment rules for example. Not to employ someone, dismiss them, deny promotion etc. or it
can lead to indirect discrimination is when the policies of organization though applicable equally to all employees can
be disadvantage for few for example. no headwear could be a disadvantage to Sikhs and few Muslims who wear cap
or dress code stating men should not wear pony tails could be a disadvantage for Hindu pundits who wear shikha (a
small knotted tuft of hair).
The Constitution of India forbids any (negative) discrimination on grounds of religion but the observances derived
from religion such as dressing and appearance, symbols, schedules and calendars, festivals, and the concept of the
workweek can be issues for clashes.
LANGUAGE

The most spoken language Hindi has also limited usage regionally. Languages spoken in North India are basically alike
and have similarity with Hindi, due to common origin that people speaking one of them can communicate relatively
easily with those speaking the other language. Hindi is less popular in south India. Further, there are few people like
Tamilians and Bengalis who have high liking for their own mother tongues over Hindi and are very proud of their own
language (Hohenthal, 2003). In the South, whereas Tamil, Kannada and Telugu have the same roots, they are different
enough to make it impossible for people to understand others. Although there are so many languages in India, most of
the people do not know any other Indian language than their own (Spolsky, 1978). Thus, mother tongues gains
popularity instead to interact with fellow speakers of their own native language during informal contacts like at breaks,
meals, cafeterias, hallways and social events. Informal communication in organizations plays an important role in
developing new interpersonal relationships, awareness of others‟ activities, trust (Jarvenpaa & Leidner, 1999) and
information exchange (Kraut et al., 1990).
GENDER

Career oriented female professionals do face many barriers at organization which hinders their growth and makes
work-life balance still a tougher task. The socio-cultural factor of Indian society has developed stereotypes about
women such as they are suitable only to work predominantly in HR, public relations, administration, at
subordinates/junior levels, and in soft fields like fashion/clothing, beauty products; they are not good bosses or
decision makers; cannot take risk or handle challenges etc. These stereotypes adversely affect women's career
prospects. Khandelwal (2002) reports from his study that due to prejudices and stereotypes the female
respondents were not given requisite credit were, which had an adverse impact on their performance. Moreover
such stereotypes, leads their exclusion from the organization networks, proves to be a limitation for them in
handling the dynamics of organizational politics (Woodward & Saini,2006).Men are least comfortable in being
supervised by women ( Punia , 2005) ,therefore would not allow to raise up. Further, they are assigned secondary
and routine jobs and had to do better than men to get equal professional recognition despite their high education
and skill levels (Parikh and Sukhatme, 1992).
AGE

Each of these age groups has their own unique attitudes, ambitions, views, motivation tools, mind-sets, communication styles
and approach toward work and career. This makes it an important dimension of workforce diversity to give attention and a
challenge to create a harmonious workplace. The current workforce has the largest pool of young generation, which has
highly differentiating characteristics particularly in India as they are grown in the era of liberalization from 1991 and has seen
abundance options and affluence early in life due to globalization.
Further technology in India and this generation are growing together. A study conducted by NASSCOM titled “Managing a
Multigenerational Workplace” reports that more than 60% of the employees in this sector are less than 30 years of age and
the need to build skills and competencies, freedom and empowerment are the topmost priorities , followed by recognition
and appreciation. These evolving preferences of the current generation pose perplexing challenges for organizations looking at
attracting, engaging and retaining them
Age related stereotypes such as Gen Y are stereotyped as lazy, poor work ethic, little respect for authority, too self
-centered, unrealistic expectations, lack social skills, not loyal to employer etc. may result in unconscious bias and unfair
judgments based on such preconceptions may generate intergenerational tensions. Results of a study by Upadhya ( 2013)
suggests that popularly held belief about Gen Y that they have low job involvement, less committed to organization were
contradicted .Generational mix at Indian organizations is an inevitable phenomenon and need to be addressed to remain
competitive.
REGION OF ORIGIN

The different regions in India are identified by different culture ranging from eating and dressing habits to values and
perception about work and work related aspects. People in minority based on region of origin in an organization
would feel as outsider as they do not have understanding of language, culture and traditions of that region. Many such
cases are reported about Indians from Northeast (Saurav & Guha, 2014). They face prejudice and have to make lot of
adjustments for social acceptance. Such prejudices may stem from ignorance, which leads to taunts and subtle
discrimination.
Moreover, each region/states in India have their own lifestyle emanating from their history, politics and topography.
Based on their life styles there are many cultural stereotypes associated with Indians from different regions such as
people hailing from Haryana would be violent and aggressive, Guajarati as money minded, Bihari as uncivilized etc.
Such preconceived notions often create labels to bully others .Further making pre-performance judgments based on
their social group than as individual would generate a feeling of being discriminated.
PHYSICAL DISABILITY

Many companies hire a few persons with disability as a part of corporate social responsibility (CSR).But unless these
companies‟ makes business or commercial sense, the initiative will not be sustainable. Companies hiring disabled
people need to address the special needs to accommodate physically disable. It‟s essential to make efforts to create a
suitable working environment for differently-enabled people. It would range from design of the building, arranging
transportation to using bathrooms. Ignoring such physical infrastructure facilities would not bring out the talents of the
disabled.
Companies are composed of individuals with their own attitudes and beliefs about people with disabilities. And
employees with stereotypes can have negative attitudes toward employees with disabilities. This negative attitude
stemming from stereotypes and misunderstandings can result in discrimination. They may be treated differently making
them uncomfortable to socialize. Low integration may make, people with disabilities often feel avoided by their
co-workers. This is a major concerned with inclusion of people with disabilities. Therefore it is critical to sensitize
other employees, supervisors and CEOs through training and workshops.
SEXUAL ORIENTATION

Today the open and inclusive approach towards is LGBT is being seen at slow pace but the increasing awareness
indicates that LGBT would be a reality at Indian organizations. But understanding the relevance of LGBT issues at
workplaces is crucial for Indian firms due the cultural factors of India.
Family values and religion are important component of India‟s culture. Indian families are conservative and do not
discuss sexuality in open and further any deviation from the two accepted sexual orientation disregarded. Indian
religions too do not support marrying same sex. The failure of Indian society to accept LGBT is evident from the
condition of Hijars; the most discussed transgender community of India .They has been discriminated from education,
jobs and housing. Family values and religion has strong roots in Indian society making it challenge for Indian firms to
make it acceptable by all their employees.
Moreover, though, homosexuality is decriminalized, there is no directly applicable anti-discrimination law to protect
LGBT employees in the workplace. Compliance with the law is therefore not a key driver for companies in India to
address the needs of LGBT employees, making it more challenging.
TO CONCLUDE THE DIVERSITY DIMENSION

Each diversity dimension is a factor of discrimination and impacts the decisions in the
organization and society level. These dimensions impact the decisions at various levels such
as recruitment, promotions, transfers, work-life balance, group communication, team
work, social acceptance by colleagues and community members etc. Further the emerging
dimension of diversity such as sexual orientation adds to complexity and calls for attention.
The challenge for strategy makers to manage diversity in Indian context is to understand
the multidimensional aspects of diversity .Research is needed to unravel which dimensions
has more impact on workplace and the cause and effect relation of each dimension in
detail.
THANK YOU
SOCIAL PSYCHOLOGY

Social psychologists are interested in the ways that other people affect thought, emotion,
and behavior. To explore these concepts requires special research methods. Following a
brief overview of traditional research designs, it introduces how complex experimental
designs, field experiments, naturalistic observation, experience sampling techniques, survey
research, subtle and nonconscious techniques such as priming, and archival research and
the use of big data may each be adapted to address social psychological questions.
BASIC RESEARCH METHODS

1. Laboratory Experiments
2. Field Experiments
3. Natural Experiments
4. Correlational Methods
5. Field studies and Naturalistic observation
6. Survey Method
BASIC RESEARCH METHODS

7. Archival Research
8. Content analysis or document analysis
9. Case study method
10. Meta-analysis
11. Internet Research
TYPES OF RESEARCH IN SOCIAL PSYCHOLOGY

• Descriptive research
• Correlational research
• Experimental research
• Action research
• Evolution research
• Cross-cultural research 2
DIVERSITY DIMENSIONS OF INDIA

• Socio-Cultural Dimensions
Caste
Religion
Language
THANK YOU
DIVERSITY DIMENSIONS OF INDIA

• Socio-Cultural Dimensions
Caste
Religion
Language
DEMOGRAPHIC DIMENSION OF DIVERSITY

• Gender
• Age
• Physically Disabled
• Region of origin
• Sexual orientation – An emerging dimension of diversity
CATEGORIZING THE DEMOGRAPHIC AND
SOCIO-CULTURAL DIMENSION OF INDIAN
DIVERSITY
• Grounded on the familiar typology of Harrison et al., (1998) and contextual
understanding of dimension in Indian society, the most identified demographic and
socio-cultural dimension of diversity are categorized as visible, partially visible, partially
deep and deep. They categorized different dimensions of diversity as: surface-level
diversity and deep-level diversity. Surface level diversity is defined as “differences among
group members in overt, biological characteristics that are typically reflected in physical
features” (p. 97). These dimensions are visible and easily perceived by individuals.
Whereas, deep-level diversity refers to more subtle attributes that cannot necessarily be
perceived right away.
CHALLENGES OF DIVERSITY DIMENSIONS
AT WORKPLACE
• Caste
• Religion
• Language
• Gender
• Age
• Region of Origin
• Physical disability
• Sexual orientation
Each diversity dimension is a factor of discrimination and impacts the decisions in the
organization. These dimensions impact the decisions at various levels such as recruitment,
promotions, transfers, work-life balance, group communication, team work, social
acceptance by colleagues etc. Further the emerging dimension of diversity such as sexual
orientation adds to complexity and calls for attention. The challenge for strategy makers to
manage diversity in Indian context is to understand the multidimensional aspects of
diversity .Research is needed to unravel which dimensions has more impact on workplace
and the cause and effect relation of each dimension in detail.
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SOCIAL PSYCHOLOGY

Social psychologists are interested in the ways that other people affect thought, emotion,
and behavior. To explore these concepts requires special research methods. Following a
brief overview of traditional research designs, it introduces how complex experimental
designs, field experiments, naturalistic observation, experience sampling techniques, survey
research, subtle and nonconscious techniques such as priming, and archival research and
the use of big data may each be adapted to address social psychological questions. We also
discusses the importance of obtaining a representative sample along with some ethical
considerations that social psychologists face.
BASIC RESEARCH METHODS

1. Laboratory Experiments
2. Field Experiments
3. Natural Experiments
4. Correlational Methods
5. Field studies and Naturalistic observation
6. Survey Method
BASIC RESEARCH METHODS

7. Archival Research
8. Content analysis or document analysis
9. Case study method
10. Meta-analysis
11. Internet Research
TYPES OF RESEARCH IN SOCIAL PSYCHOLOGY

• Descriptive research
• Experimental research
• Correlational research
• Action research
• Evaluation research
• Cross-cultural research
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