The Importance of Gender Diversity in the Workplace, it's usage and Perceived Success

by

TABLE OF CONTENTS

CHAPTER 1: INTRODUCTION1

Background of the Problem1

Research Aims and Objectives2

Purpose of the Study2

Research Approach3

Research Questions3

Organization of Dissertation3

Scope and Limitations of the Dissertation4

Major Contributions of the Research5

CHAPTER 2: LITERATURE REVIEW6

The Concept of Workplace Diversity6

The Scholarly Discourse of Workplace Diversity7

Purposes of Diversity and Inclusion Initiatives8

Current Practices in Workplace Diversity9

Importance of Workforce Diveristy10

Theories and Model11

Typology of Organizational Diversity11

Social Identity Theory13

The Trait Model14

CHAPTER 3: RESEARCH HYPOTHESES16

Research Hypothesis16

CHAPTER 4: RESEARCH METHODOLOGY17

Proposed Method17

Rationale for Quantitative Method17

Data CollectionTools18

Questionnaire Survey18

Literature Search18

Design of Questionnaire19

Data Analysis20

Personal Biases20

Time Allocation21

BIBLIOGRAPHY22

APPENDIX28

CHAPTER 1: INTRODUCTION

Background of the Problem

Diversity can be defined as, "a mix of people of different socially relevant group identities working or living together in a defined social system" (Cox & Beale, 1997, p.13). The arguments for creating healthy diverse workplaces have their origins in both pragmatic and ethical frameworks. Because of the dramatic demographic changes within the American population, there has been a shift in the public market as well as in the workforce (Cox & Blake, 2001, 56). It is becoming increasingly crucial for organizations to adjust practices and policies in order to ensure that employee staffing remains stable and that the services offered meet the needs of the public. As more work is done across national boundaries the needs of whole communities have become more complicated, thus calling for cultural competency within the organizations that provide services to the community in order to understand and meet the needs of a diverse population.

The European society, and especially the workplace is becoming increasingly diverse in terms of gender, race/ethnicity, culture, national origin, sexual orientation, familial status, age, religion, attitudes, and beliefs. Workforce diversity has been defined by Hazard (2004) as differences in the workforce based on race, colour, religion, sex, national origin, age, and disability as well as lifestyle differences based on sexual orientation, marital status, education, appearance, and anything else that distinguishes one person from the other (Hazard, 2004, 28). Other researchers also agree with this notion that diversity should extend beyond race/ethnicity and gender to include dimensions that influence work-related outcomes such as age, background, work role, and personality as well as religion, caste, regional affiliation (birth region), and education. Business owners have a more diverse workforce than ever before. The diversity consists of males and females, multiple generations, and among other things, race, ethnicity, sexual orientation, and political affiliation (Baugh & Graen, 2006, 367). The cost of living in the 21st century requires two breadwinners of the family instead of just one. Studies by Dreachslin, Hunt & Sprainer, (2000) indicated that although women have entered the accounting industry, they show a higher turnover rate than do men.

Research Aims and Objectives

The main aim of the research is to highlight the importance of gender diversity at workplace. This aim will be achieved through following objectives:

To highlight the challenges of workplace diversity in the 21st century

To highlight the significance of managing workplace diversity

To examine the impact of gender diversity on work environment and productivity of the organisation

To examine how ...