Exploring diversity: dimensions of workplace diversity (3)

I continue the series on exploring diversity with three more dimensions of diversity – marital status, culture and sexuality.
Marital Status
Marital status differs and there can be no expectation that everybody will have the same status. In terms of classifications, people can be single, married, divorced, single parent, widowed or separated. In some countries, official forms include a co-habiting category. The recognition in certain countries of civil unions extends the boundaries of marital status. Legislation in several countries has recognised same-sex marriages as having the same legal pedestal as heterosexual marriages. I will return to this in the section on sexuality.

Whatever status one bears, there are possibilities of change. The differences in status also reflect the diverse needs, challenges and aspirations of the people in each category. Marital status determines how environments are assessed and responded to. A single person’s world view and lifestyle are usually divergent from that of a married person. When a single person gets married, the change in status transforms lifestyle and daily conduct.

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The effect of marital status in organisational choices is more often subtle than obvious. Still, companies can and do institute written and unwritten policies linked to marital status. For instance, many years ago, one multinational oil company had a policy not to promote single men into a particular managerial level. The single person will be called aside and told that having a spouse was a necessity to move upwards in the hierarchy. I do not know if this policy is still operative in that company but it most likely will be viewed as discriminatory today.
Research conducted into naval officers by S.L Mehay and W. R. Bowman as far back as 2005 associated higher productivity with being married. Other studies have suggested that married men earn more than single men and are more likely to earn promotions at work.
Companies have valid reasons to consider marital status in their decision-making processes.

Culture
Cultures are divergent across and within national borders. There is ample evidence that local culture affects the way business is conducted. Elements of culture such as communication, punctuality, greeting, hospitality and hierarchy all flow into business settings. National cultures migrate across borders to affect other environments especially through the activities of multinationals and global trade. Cities and localities with large populations of certain racial groups have their cultures altered or influenced over time. The effect of culture on human behaviour has been copiously documented. Human cultural backgrounds inevitably affect how people behave and this is transmitted to the workplace.

Let us consider communication – one aspect of culture. INSEAD Professor Erin Meyer in her book, “The Culture Map” distinguishes between low-context and high-context communication. In low- context communication, good communication is viewed as precise and clear and messages which are expressed at face value. Countries such as the US, Netherlands, Australia and Germany have low-context communication cultures. In contrast, high-context communication is layered and messages are spoken, for reading between the lines and may not be plainly expressed. India, China, Saudi Arabia and Korea are among countries with high-context communication. Organisations are compelled to respond to the reality of high and low context communication if they are doing business in countries outside their original base or partnering with people from other countries.
Culture affects a wide variety of things and constitutes an important form of diversity which organisations cannot possibly ignore.

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Sexuality
Regardless of your perspective, sexuality in the modern world is a sensitive issue. Legislation in several countries has given sexuality new meanings which can be disputed but no longer ignored. In writing this section, I will exclude my personal views and focus on sexuality from its evolving standpoint as a form of diversity.
Last week, Australia became the 26th country to vote in favour of same-sex marriages. Plans are underway to pass full legislation before the end of 2017. Other countries with similar legislation include the US, Germany, France, UK and the Netherlands (where the first same-sex marriage was conducted in 2001). Apart from South Africa, African countries including Nigeria have resisted such legislation but are unable to stop the laws being passed in other countries.

Sexuality and sexual orientation are no longer only about male and female or traditional heterosexual. The laws of many countries are also expanding and altering the meaning of sexuality and indeed gender. The labels include gay, homosexual, bisexual, lesbian, heterosexual and transgender. Public figures, national leaders and corporate leaders express support for the changes. Some CEOs of global corporations have announced sexual orientations which they could not previously disclose.

Based on unfolding events, a conversation about diversity especially in a global village has to acknowledge the new definitions of sexuality.
Thought Activator: If you are conducting business from a country without same-sex marriage and you visit a country with same-sex marriage for business purposes, will you be able to discern who shares your views of marriage, whatever they might be? If the views differ, will you reach a philosophical or business decision?

 

The exploration continues next week…

 

Weyinmi Jemide