I.
LODEN’S DIVERSITY
WHEEL
1.
The Diversity Wheel pointed to the significance of
our social characters and the ways in which people develop
their identity when they are able to establish a connection
with a specific group of people. Ability refers to the
possession of the qualities required to do something;
necessary skill or competence, or power. The wheel
consists of primary or core and secondary dimensions of
diversity. The categories put forward the effect of these
differences on a person's beliefs, expectations, and life
experiences. The dimensions are the components that
comprise the whole person.
FOUR (4) TYPES OF DIVERSITY
1.Internal Diversity –
types that are related to a person that they are born
into, they are things that none of us can change.
“relating or belonging to or existing
within the person”.
• Race • Ethnicity • Age • National origin • Sexual
Orientation • Cultural Identity
FOUR (4) TYPES OF DIVERSITY
2. External Diversity -
It means things that are related to a person but
the characteristics are not born with to the
person but can be heavily influenced and
controlled by us. “situated outside, apart, or
beyond”.
• Interest • Education • Experiences •
Citizenship • Religion • Relationship Status •
Geographic Location
FOUR (4) TYPES OF DIVERSITY
3.Organizational Diversity - relates to the
differences between people that are assigned to them by
an organization essentially, these are the characteristics
within a workplace that distinguish one employee from
another. Also called functional diversity
•Job function
• Employment status
• Management status
• Pay type • Place of work
FOUR (4) TYPES OF DIVERSITY
4.Worldview Diversity-
The last type of diversity is usually factors that we
observe, we feel, we experience that shape our world
views.
• Cultural events
• History knowledge
• Politics
Figure 1. Loden and Rosener's Diversity Wheel (Loden
1991).
Marilyn Loden
American writer
Judy Rosener
, a professor at the graduate school in the University of California
● In 1991 Loden and Rosener
published the book “Workforce
America”! Managing Employee
Diversity as a Vital Resource. In
this book, the original version of
the diversity wheel was
introduced.
● Loden recognized the demand for
an instrument that would help
people understand better how
group based differences influence
people’s Identity.
“I wanted to identify the differences that make
a major difference.” She explains, “to show
which dimensions of diversity are important in
people’s lives, acknowledge their power so that
people who wanted to talk about them would
be supported by the model.”
● In the last 20 years, the global
context for business and the
workplace has become much more
clear, and diversity right along
with it. To help make diversity
discussion more relevant in this
global context, Marilyn Loden
decided the model needed an
update.
“I think diversity discussions are really
understanding our social identities,
acknowledging what is important and learning
to integrate into society so that no sub group
feels excluded or down.
Loden’s Diversity Wheel:
● Loden's Diversity Wheel:•The Primary/carm is the
miast powerful and sustaining differences in the
original model, Loden's presented six primary
dimensions age, ethnicity, physical abilities/qualities,
race, and sexual orientationSecondary dimension
defined the other important differences that
acquired later in life The Secondary dimension
included educatione background come, mantal
status work experienen, millery neperinnce, nilginn
und geographic location
ITERATIONS OF THE MODEL
● Lee Gardenswartz and Anita Rowe (Diversity
Consultant), changed the original language of core
and secondary diversity dimensions to ‘’internal and
external dimension’’, they also added two additional
concentric circles, personality and organizational
dimensions.
● Adding factors like ‘’personal habits’’ as an external
dimension of a person’s social identity.
● Renamed the model called ‘’the four layers of
Diversity’’.
LODEN’S ADVICE FOR USING THE MODEL
• Loden’s piece of advice to people using the model
is to open up the diversity conversation so that
everyone at the table can identify with some
dimension.
• “The Diversity Wheel is useful in explaining how
group-based differences contribute to individual
identities’’.
• Loden’s defines the four principles: respect,
inclusion, cooperation, and responsibility- or RICR.
Core to a
person
How Diverse
Is Your
Class?
Respect
Inclusion
Cooperation
Responsibility
The four principles are respect, inclusion,
cooperation, and responsibility or RICR" (Loden
1996).
respect
Treating others the way
they wish to be treated
The four principles are respect, inclusion,
cooperation, and responsibility or RICR" (Loden
1996).
inclusion
Making certain everyone on the
team is truly a part of the team's
decision-making process
The four principles are respect, inclusion,
cooperation, and responsibility or RICR" (Loden
1996).
cooperatio
n
Actively helping others succeed
rather than competing
attempting to one-up someone
The four principles are respect, inclusion,
cooperation, and responsibility or RICR" (Loden
1996).
responsibili
ty
Managing personal behavior to maintain a
diversity-positive environment and
questioning inappropriate behavior when
it occurs
II. ABILITY AND
DISABILITY AS A
DIMENSION OF
DIVERSITY
Ability- Refers to the
possession of the qualities
required to do something;
necessary skill or
competence, or power.
-Collins English Dictionary
Disability- the umbrella term
for impairments, activity
limitations, and participation
restrictions, referring to the
negative aspects of the interaction
between an individual (with a
health condition) and that
individual's contextual factors
(environmental and personal
factors).
The American Disabilities Act of 1990 (ADA)
“a person with a disability is a person
who has a physical or mental
impairment that substantially limits one
or more major life activity”
“Disabilities may affect one's
senses or one's mobility; they
may be static or progressive,
congenital or acquired, formal
(affecting the shape of the
body) or functional, visible or
invisible"
(Couser 2005).
A person’s disability makes him or her a
unique individual who is at times,
shunned from places and activities. They
have to be acknowledged as a part of
spectrum of diversity.
They have to be recognized as human beings who
should not be discriminated against, but rather
understood and tolerated. They have to be accorded
to their rights
III. THE DILEMMA
OF
DIVERSITY
In this age of fast paced
development where diversity
plays a unique role, there are
still challenges that confront a
lot of people who have been
identified as "different.
Problems encounter on Diersity
In some workplaces, women and people of color are still discriminated
against and not given positions in management or administration.
People of a certain race are stereotyped to be of a specific character.
Children from indigenous groups have to go through an educational
system that does not consider their ethnic background, needs, and values.
COMMUNICATION
ISSUE
CULTURAL
MISUNDERSTANDING
GENERATION
GAP
Diversity is an issue we have to face and conquer. As our
communities become more diverse, it is imperative that we make an effort
to understand the different dimensions of diversity, which is not just all
about accepting, understanding, and tolerating one's uniqueness.
Accepting and celebrating the uniqueness of each individual will allow for
respecting different experiences and qualities of individuals that will open
up more avenues to solve problems and innovate. Collaboration and
communication are skills that are needed to develop and succeed. It is,
therefore, important that we understand our differences and master how
these could be used to harness tolerance, cooperation, and unity that will
THANK YOU!
Who said that “Disabilities may
affect one's senses or one's
mobility; they may be static or
progressive, congenital or
acquired, formal (affecting the
shape of the body) or functional,
visible or invisible“?
a. COUSER b. CESORE c. SOUCER
These are the factors that make
society unequal, except one:
a. b. c.
stereotypes exclusivity prejudices
MAIN CHALLENGE IN
DIVERSITY
a.
Communication
Issue
b. Generation
Gap
c. Cultural
Misunderstanding
Managing personal behavior to maintain a
diversity-positive environment and questioning
inappropriate behavior when it occurs
a. Respect
b. Inclusion
c. Cooperation
reating others the way they wish to be treate
a. Respect
b. Inclusion
c. Cooperation
Making certain everyone on the team
is truly a part of the team's decision-
making process
a. Respect
b. Inclusion
c. Cooperation
