Due to legality, is often viewed in terms of surface-level social categorizations, commonly known as visual diversity, such as race, age, ethnicity, sexual orientation, and gender. Visual diversity is also commonly referred to as the colorblind approach.
Published in Chapter:
A History of How U.S. Academics, Laws, and Business Have Created the Current Approach to Organizational Diversity: Visual, Innovative, and All-Inclusive Multiculturalism
Ben Tran (Alliant International University, USA)
Copyright: © 2016
|Pages: 18
DOI: 10.4018/978-1-5225-0047-6.ch017
Abstract
While the legal motive focuses on legal compliance and the branding motive emphasizes making the workplace representative of the consumer market to gain a bigger share, the value-in-diversity motive focuses exclusively on the value that is attributed to the workplace as a result of increased diversity. The value of diversity purported by this motive transcends the visible aspects of diversity, which organizations might obtain when motivated by legal compliance or branding, and features both the detectable aspects of diversity as well as those not as easily detectable. Hence, the purpose of this chapter is to clearly define and address the original intended usage of terms among academicians, the law, and businesses regarding diversity: modern diversity (visual diversity vs. innovative diversity). Upon having a clearly defined understanding of visual diversity and innovative diversity, implementation of knowledge, skills, abilities, and other characteristics (KSAOs) within diversity will be addressed.