Primary and Secondary Dimensions
A fundamental error that some people make is thinking diversity is synonymous with the word culture. They think diversity focuses on “what Hispanics do in their culture” or “what women want.” This approach is inherently flawed because it reinforces stereotypes, which those who truly value diversity are trying to eliminate.
People come in a variety of shapes, sizes, and colors. This variety is what differentiates us from one another. While we share the important dimensions of humanness with all members of our species, there are biological and environmental differences that separate and distinguish us as individuals and groups. It is this vast array of physical and cultural differences that constitutes the spectrum of human diversity.
Since people are different, the definition of diversity must include important human characteristics that impact an individual’s values, opportunities, and perceptions of themselves and others at work and that highlight how individuals aggregate into larger subgroups based on shared characteristics. Using these criteria, a workplace definition would, at bare minimum, include
Age
Ethnicity
Gender
Mental/physical abilities and characteristics
Race
Sexual orientation
These six differences are called core or primary dimensions of diversity because they exert an important impact on our early socialization and a powerful, sustained impact throughout every stage of life. These six dimensions represent properties and characteristics that constitute the core of our diverse identities. All individuals have a variety of dimensions of diversity through which they experience the world and by which they are defined. At the core of each of us, there is at least a minimum of these six dimensions.
Beyond the six primary dimensions, there are several secondary dimensions that play an important role in shaping our values, expectations, and experiences as well. These include
Communication style
Education
Family status
Military experience
Organizational role and level
First language
Geographic location
Income
Work experience
Work style
Like the core dimensions, these secondary dimensions share certain characteristics. Generally, they are more variable in nature, less visible to others around us, and more variable in the degree of influence they exert on our individual lives. Many secondary dimensions contain an element of control or choice. Because we acquire, discard, and modify these dimensions, their power is less constant and more individualized than is true for the core dimensions. Yet despite the fact that these dimensions have less life-long influence, most individuals are more conscious of their impact at a given point in time than they are regarding primary dimensions. Usually, it is easier to see the connection of these secondary dimensions and events in someone’s life (e.g., their first language might influence their communication style, their education level might influence their organizational role and level, etc.).
Often people refer to primary dimensions as those they are able to see. They include things people know about us before we open our mouths, because they are physically visible (except sexual orientation). When people feel they are being stereotyped based on primary dimensions, they can become sensitive about it. People are usually less sensitive about secondary dimensions, because they are elements we have made a choice on or have the power to change. We also have the choice of whether or not to disclose information about secondary dimensions; we can conceal it if we like.
Think about which dimensions have the most impact on you as a person. The primary dimensions are important; nonetheless, we are greatly influenced by where we live, whether we are married or not, and our financial status. The primary and secondary dimensions help us perceive each other’s uniqueness far beyond our culture or communication style. They help us begin to define who we really are as unique individuals.
An example of these primary and secondary dimensions of diversity is shown in Figure 2-1.
Figure 2-1. Primary and Secondary Dimensions of Diversity
One of the major areas of difficulty in dealing with diversity is how people react to difference. In most cases, peoples’ responses have already been imprinted since early childhood, based on a wide range of influences. When individuals start to realize the extent to which these influences have shaped their perceptions, awareness begins. Awareness then leads to greater understanding and, ultimately, the potential to build a positive environment. Awareness also opens a window of opportunity for you and the organization to focus on a new, more effective path. The challenge for you as a manager of today’s workplace is to harness the strength of this diversity, nurture it, and use it to mold a productive workplace that the organization needs and desires.
A diverse workplace is inevitable, but the benefits of diversity are not inevitable unless that diversity is used in a way that adds a measurable difference to organizational performance. The environment within the organization will determine if the benefits of diversity are realized. Specific steps must be taken to create an environment where all employees feel welcome, feel valued for what they bring to the organization, and feel that their talents are being utilized. While each diversity dimension adds a layer of complexity, it is the dynamic interaction among all dimensions of diversity that influences a person’s self-image, values, opportunities, and expectations—and, from an organizational standpoint, offers a tremendous opportunity for improved performance and competitive advantage.