Dimension

Internal Dimensions

The Internal Dimension of Diversity consists of a set of internal dimensions that are referred to as surface-level dimensions. These dimensions, for the most part, are not within our control, but they strongly influence our attitudes and expectations and assumptions about others, which, in turn, influence our behavior (Kreitner, 2006). Age, Gender, Sexual orientation, physical ability, ethnicity, and race, are all a part of internal dimension layer. Stereotypes are often derived from these surface level dimensions; the stereotypes are often carried from one generation to the next and can create great divisions between people. This section will focus on three of the internal dimensions, age, gender, and race, what it means today, and speculation on the future.

Age

As lifespan increase and medical technology advances, age diversity in the workplace is a more common feature of the average working environment. While there are incidences of age discrimination to be found, despite laws against such practices, many employers are beginning to see the advantages of mixed-age work forces (Seniors, 2009). There are three generational groups considered they are the Matures, the Baby Boomers, Generation X and Generation Y.

Researchers have found that those tending to fall into the Matures category tend to display attitudes that reflect the work values that were common during their formative years and those that were essential to being successful during those difficult years of economic difficulty and world war. Among these are sacrifice, duty, delayed gratification, loyalty, hard work, respect for authority, and conformity (Seniors, 2009). This generation usually had on career or worked for one company their entire life. Their dedication for that company was rewarded with retirement packages, which became the goal of most of this population.

Baby Boomers, while sharing a certain degree of their parents’ value of hard work,...