One way to picture diversity is the model below, adapted from Loden and Rosener in "Workforce in America".
Primary dimensions of diversity
In the above chart, the inner circle depicts the primary dimensions of diversity. These dimensions serve as independent core elements. Together they shape our basic self-image and our fundamental world view. They form the core of our expectations of others in our personal and work life. They are filters that change and modify our life's experiences.
Secondary dimensions
The outer circle shows several of the secondary dimensions of diversity. These serve as independent influences on our self-esteem and self-definition. The influences vary with who we are, our stage of life, and changes we have experienced.
IBM acknowledges the importance of these dimensions on culture. Because IBM is a global company, we know the importance of culture. It helps define who our people are, and it influences our behaviors. Understanding and leveraging cultural differences and working effectively across the country borders helps IBM excel as a global company. To do so, we must communicate effectively, recognizing and respecting the diverse language proficiencies of our population. This includes overcoming barriers of translations and ensuring that the meanings of our messages are understood.
IBM values these differences in people. We don't view welcoming a diverse workforce as assimilation. Instead, we value it. Diversity is about understanding, respecting, valuing, and accommodating human and cultural differences. It recognizes uniqueness without requiring assimilation. It is intended to maximize the potential contribution of all of us. Together we can do more than any one of us can do alone to reach our ultimate goal of satisfying our diverse customers and building a world without boundaries.
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