Three Levels of Diversity: An Examination of the Complex Relationship Between Diversity, Group Cohesiveness, Sexual Harassment, Group Performance, and Time

摘要

This paper puts forth a typology for classifying different types of diversity variables. Using the dimensions of 'observability' and 'measurability,' a four cell classification scheme is created, and three levels of diversity variables are identified: surface, working, and deep level diversity. The author explains the nature of the relationship between the three levels of diversity and posits a general model of organizational behavior including diversity, group cohesiveness, group performance, sexual harassment, and time. Workforce 2000 (Johnston & Packer, 1987) put the spotlight on the changing demographic character of the American workforce. This report popularized the slowly emerging idea that the basic character of the labor pool in the United States is changing from the white male dominated resource that it had always been, to a more feminine and more variegated well spring. It was predicted that by the year 2000 the workforce would be 47 percent women (Johnston & Packer, 1987). Further, it was stated that between 1985 and 2000 non-whites would comprise 29 percent of the net additions to the workforce (Johnston & Packer, 1987). Workforce 2020 (Richard & D'Amico, 1997), the sequel to Workforce 2000, projects the continued diversification of America. The authors report that, according to Census Bureau projections, for year 2020: white non-Hispanics will comprise only 68 percent of the American labor force; Hispanics will increase their representation in the workforce from 9 percent in 1995 to 14 percent in 2020; and, Asians will be the most rapidly growing minority group increasing their representation in the labor force to 6.5 percent in 2020 from 1.6 percent in the 1980s (Richard & D'Amico, 1997).