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The demographic diversity of members of a team describes differences in observable attributes like gender, age or ethnicity. Several studies show that individuals who are different from their work team in demographic characteristics are less psychologically committed to their organizations, less satisfied and are therefore more absent from work. [2]
Functional background diversity the degree to which team members differ in their functional background. It is calculated by measuring, for each team member, the amount of time spent in each functional area, and the calculating the average Euclidean distance between pairs of team members in the amount of time spent in each function.
Diversity of abilities within a team offers the advantage of allowing members to learn from each other and to generate new ideas by combining or merging their qualifications. [35] Stevens and Campion identified two broad skill areas: interpersonal KSAs and self-management KSAs, consisting of 14 specific KSA requirements for effective team work.
Diversity, in a business context, is hiring and promoting employees from a variety of different backgrounds and identities.Those characteristics may include various legally protected groups, such as people of different religions or races, or backgrounds that are not legally protected, such as people from different social classes or educational levels.
A diversity charter, within the context of a workplace or a group of people, is a document that recognizes diverse attributes within a collective of individuals and is founded on six key pillars: race, age, gender (gender diversity), religion, sexual orientation (sexual diversity), and cultural background (cultural diversity). [19] [20] [21] [22]
Workplace diversity – Aspects of a multicultural organization; Presenteeism – Pressure to work while sick; Occupational safety and health – Field concerned with the safety, health and welfare of people at work