TOPIC 5: ETHICS IN THE WORKPLACE

LESSON 1: Challenges of Ethical Diversity in the Workplace

Learning Objectives:
1. Define diversity in the workplace and diversity in Philippine Human Resources
2. Know the benefits and challenges of Ethical Diversity in the Workplace

I. WHAT DO WE MEAN BY DIVERSITY IN THE WORKPLACE?

Diversity in the workplace refers to an organization that intentionally employs a workforce

comprised of individuals with a range of characteristics, such as gender, religion, race, age,
ethnicity, sexual orientation, education, and other attributes. 

Diversity in the workplace leads to an overabundance of benefits - both from an internal and
external perspective. However, that doesn’t mean implementing diversity initiatives at work
isn’t without its unique set of challenges. We’ll review both sides of the equation in the sections
below. 

II. WHAT YOU NEED TO KNOW ABOUT DIVERSITY IN PHILIPPINE HUMAN RESOURCES
(HR)

The Philippines is a country of great diversity. It’s a country known to have over a hundred
dialects and many ethnic groups. Not only those, but the culture is also very varied because of
its archipelagic nature and rich history. So while the Philippine office scene may not seem too
diverse, it actually is. To help you, here are some things you ought to know about diversity in
Philippine HR.

III. THE DIFFERENT TYPES OF DIVERSITY IN PHILIPPINE HR

It’s normal to have strong bonds between colleagues in the Filipino workplace culture. Still, you
can’t dismiss the fact that despite getting along, these employees are still unique from each
other. Here are the different types of diversity you may encounter (and strive for) in Philippine
HR.

A. Religious Diversity

A lot of Filipinos have strong faith. Over 80% of the people are Catholic.  Other than Catholics,
there are also Muslims, Christians, Evangelists, and more. When it comes to their values and
sometimes even with how they act, their religious beliefs can have an influence on them. You
also have to understand that due to their respective religions, they will have some activities that
they may prioritize or they can’t do. For example, Muslims have their fasting during the month
of Ramadan and they can’t eat pork. Members of Iglesia ni Cristo don’t celebrate Christmas, so
they may not participate during your company’s Christmas parties. It’s important that in your
organization, you respect each of your employees’ faith.

 
B. Gender and SOGIE Diversity

A study by Mckinsey Global Institute (MGI) actually found that in terms of gender equality in
work, the Philippines leads the Asia Pacific region. But, there’s still room for improvement.
Especially when you go beyond the “male” and “female” category and explore the treatment
with persons of diverse SOGIE (Sexual Orientation and Gender Identity and Expression).
Regarding this issue, you could say that society is still fairly conservative. They’re open with
members of the LGBT+ community, but there are still heated debates regarding same-sex
marriage and with the SOGIE Equality Bill. In your organization, it’s always a good move to
avoid discrimination, eliminate biases, and challenge stereotypes, especially with your gender-
and SOGIE-diverse workforce.

C. Age Diversity

Having a multi-generational workforce can be a great strength for your company. After all,
having people from different age groups will give you access to the wisdom of multiple
generations. If you want age diversity in your organization, remember that just like with gender
and SOGIE diversity, you have to avoid discrimination, eliminate biases, and challenge
stereotypes. After all, ageism is a very real problem in the workplace.

 D. Socioeconomic Diversity

Socioeconomic diversity is based on a worker’s education and financial status. While
educational attainment is usually a criterion when screening candidates, a person’s amount of
money should not be a factor in the hiring process. Individuals from different walks of life
contribute unique views and opinions to your business.
 
E. Racial Diversity

Workforces in the Philippines are getting more globalized. It’s not uncommon these days to see
people from different races walking alongside Filipino employees to get to their respective
offices. And with the talent shortage, this can be another market for you to tap.
 
Hiring for diversity is not just a fad. And the Philippines is not short of diversity. You just have,
at all times, remember that the best way to manage these people is to respect them, and they
can be your business’ competitive advantage.

IV. THE BENEFITS OF DIVERSITY IN THE WORKPLACE

1. New perspectives

When you hire people from diverse backgrounds, nationalities, and cultures, you’re bringing a
fresh array of perspectives to the table. This can lead to benefits like better problem solving and
increased productivity. Think of it as a scavenger hunt: will you find more success by sending
everyone on the team in the same direction? Or will you gather information more quickly by
having a team that splits up strategically?

The idea of bringing new perspectives into the company can feel intimidating for some hiring
managers. People may fear potential awkwardness or the introduction of unpopular opinions.
But rest assured: research has shown that diverse teams see a 60% improvement in decision-
making abilities. 

2. Wider talent pool

Employees are no longer simply seeking a 9-to-5 job that pays well. They’re looking for space
where they can grow, feel accepted, and be challenged. That’s why a company that embraces
diversity will attract a wider range of candidates who are looking for a progressive place to
work. Moreover, the millennial and Gen Z generations are the most diverse in history - only
56% of the 87 million millennials in the country are white, as compared to 72% of the 76
million members of the baby boomer generation. Similarly, a 2020 Glassdoor study found that
76% of employees and job seekers report a diverse workforce is an important factor when
evaluating companies and job offers. As a result, diverse companies are more likely to attract
the best talent.

On the flip side, a company that also actively seeks diversity in candidates will have access to a
wider talent pool. While you should always be selective about who you hire, being overly picky
about traits that don’t matter will significantly decrease the number of people you can even
consider. That’s why embracing diversity in background, thought, ethnicity, and other factors
are key to finding good hires.

3. More innovation

Workplace diversity leads to innovation. If you think about it, the correlation makes sense. If
you have a homogenous group of people, chances are that everything - from their thought
patterns to life experiences to problem-solving skills - are likely to be similar as well. And
sameness doesn’t lead to creative solutions. On the other hand, a heterogeneous group of
employees will contribute unique perspectives that can lead to breakthroughs in thought.

It’s the same reason why companies go offsite for important strategy meetings, or why a change
in pace can help you solve that problem you’ve been stuck on for days. New circumstances and
environments are known to spark fresh ideas. A recent study also found that companies that
score well on indicators of diversity tend to be demonstrably more innovative.

4. Better employee performance

Diversity and inclusion go hand-in-hand. When you create a work environment where
employees see a representation of a variety of cultures, backgrounds, and ways of thinking,
they’re more likely to feel comfortable being themselves. This, in turn, leads to happier, more
productive employees. 

On the other hand, research has found that a strong, homogeneous culture can stifle natural
cognitive diversity due to the pressure to conform. If employees don’t feel like they can be
themselves at work, they’re more likely to fear rejection and not produce their best work. 

5. Increased profits

There are many studies that show diverse teams simply perform better and, as a result, bring in
more profits.

V. THE CHALLENGES OF DIVERSITY IN THE WORKPLACE

1. Aligning diversity practices with unique organizational goals

Implementing diversity in the workplace is a huge commitment, and there’s no handbook you
can just “borrow” from another organization. Every company has a unique set of goals, and your
diversity practices must align with them to be successful. This means taking into account the
specific culture you have in place and figuring out where you want to go.

Don’t feel pressured to just copy and paste the initiatives that organizations around you are
pursuing. For instance, if you already have a racially diverse workforce, does it make sense to
create an entire objective around improving those numbers, simply because that’s what other
companies are focused on? Perhaps you should focus on intersectionality next so that your
existing strengths can drive other aspects of diversity?

Solution: Consider conducting a diversity-focused survey to identify your organization’s specific

gaps so you know where to focus your resources. Otherwise, you may make false assumptions
and spend your time on initiatives that ultimately don’t have a significant impact.
2. Moving from design to implementation

You can design the most thoughtful and detail-oriented diversity program. But if there’s nobody
to carry them out, then it serves no purpose. That’s why you need to make sure you have the
team, support, and resources in place to move your diversity initiatives from design to
implementation. Secure leadership buy-in so you have support moving forward, and make sure
your team is on board and ready to take action.

Solution: Having a dedicated resource, like a Head of Diversity and Inclusion, is a solid way to
hold the business accountable for results. The latest statistics from Indeed show that diversity
and inclusion jobs are up 35% over the past two years. You can also consider a creative
solution, like a rotation program if that fits with the structure of your organization.

3. Training management

Diversity doesn’t happen in silos - it requires the cooperation of everyone at the organization in
order to be successful. In particular, managers are hugely influential in how these initiatives are
carried out. That’s why it’s important to invest in management training to help them
understand what the company’s diversity goals are, why they’re important, and what’s
expected of them when they interact with employees. It only takes one person to commit
microaggressions or display insensitive or non-inclusive behavior to taint the company’s
culture and an employee’s experience.

Solution: There are many companies out there that can help you navigate diversity training. For
instance, Forshay uses a combination of data, relationship building, and a network of diversity
and inclusion experts to design custom solutions for your organization. This can be a great
resource if you feel like you need more support!

4. Overcoming bias

Humans are biased. The research of psychologist Daniel Kahneman has shown that the vast
majority of human decisions are based on biases, beliefs, and intuition - not facts or logic.

That’s why, even with the best intentions, people have the tendency to bring bias into their
everyday interactions, including in the workplace. 

Solution: Organizations need to invest in additional training dedicated specifically to

overcoming bias. While it’s inevitable that some bias will creep into the workplace, it makes a
huge difference to at least be aware of common biases and have a foundational understanding
of how to avoid or address them. 

5. Internal resistance 

Unfortunately, not everyone is on board with the idea of diversity in the workplace. Some
people are just uncomfortable with the unfamiliar and will eventually adjust. But others may be
actively opposed to the idea of intentionally building diversity in the workplace. No matter the
reason for the internal resistance, it’s important that you - as a leader at your organization -
make an effort to constantly educate your employees about the why behind your diversity
efforts.

Solution: While there’s no tried-and-true solution to internal resistance, it’s important to

remind yourself that effective D&I is about moving people towards understanding. This means
focusing on people who don’t understand why it's important - not only those who do. If you
make it clear what your culture stands for, some employees may eventually realize that it’s not
the right place for them and choose to leave. This isn't meant in the sense that they’re excluded,
but rather that people recognize when they don’t share the same beliefs as the rest of the
organization.