Diversity in the Banking Sector: Impacts on Women's Leadership Styles

Definitions Of Diversity, Equity, And Inclusion

Kinicki & Williams (2020), Vaughn in Relias (2022), Moorhead and Griffin (2011) and Rizwan et al. (2016) define diversity in term of sexual orientation, special needs groups, religion, ethnicity, gender, age and race. Diversity affects individuals’ behaviours and in turn their interactions, perceptions and performances. Moorhead and Griffin add that diverse work force was attempting to integrate with the the cultures and norms of the majority. This was hard to accomplish. Melting different cultures in one unified is realised to be un realistic goal . Now days, according to Moorhead & Griffin, organizations cherish differences and welcome various perceptions, ideas and views. Kinicki and Williams (2020) explain that different affirmative acts related to diversity issues have instigated changes in organisations and institutions. Factors related to diversity, according to Kinicki and Williams, can be classified as external or internal to organizations. Internal factors related to diverse work force are said to be primary such as race, age, gender and physical abilities. These are beyond being controlled. The external factors are secondary reflecting the acquired nature for work force. These are related to family situations, work experiences, educational levels, religion and other factors. They discuss as well obstacles to the achievement of diversity and their related negative consequences. Obstacles are resultants from resistance to change. The first obstacle is concerned with prejudice and stereotypes. This jeopardizes the need for various qualities and ideas required for innovation. The second then is the resistance of the majority groups to diversity programs. This resistance reflects the fear of creating reversed discrimination. The third obstacle is employees’ resistance due to their focus on their present work. The fourth reflects the feeling of the existence of negative diversity climate as results of perceptions of organizational fairness to all groups of in the organization. The fifth is the absence of support from family especially to women . The last obstacle then is related to the hostile work environment. Such environment is against diversity. Equity for Moorhead & Griffin and Kinicki & Williams is to provide equal treatment, opportunities and responsibilities to all employees. This assists to enhance organizational performance and productivity. Despite of elaboration on the issue of diversity and equity, Moorhead & Griffin (2011) and Kinicki & Williams (2020) provide no definitions for the issue of inclusion. This, according to Siri, Leone and Bencivenga (2022), is due to the supposition that the definitions of diversity, equity and inclusion do overlap . This can be ascribed as well to the contemporary nature of the issues of diversity, equity and inclusion. Vaughan however (2022) provides definitions for equity and inclusion. Equity assures treating stakeholders in fair manner to satisfy their requirements. Inclusion states that stakeholders have voices to improve their own and Organizational situations . She adds, based on her findings on health care institutions research in 2021, that 90% of organizations examined provide training for enhancing initiatives for diversity, equity and inclusion. However, only 40% of those organisations require managers to participate in such training. She clarifies that such training are meant to develop cultures leading to improve communication, commitment, employees’ retention and loyalty and promoting customers’ orientation.