Which of the following personal characteristics can be categorized as a secondary dimension of diversity in reference to culture?

Diversity encompasses both primary and secondary dimensions. The table below lists some of the diversity characteristics through which all of us process stimuli and information. The way we view these characteristics leads to the perceptions that we make about the others and their behaviors, which can affect our own behaviors in response.

Primary dimensions are also known as internal dimensions. These include aspects of diversity over which, typically, we have no control; they cannot be changed. This dimension houses the majority of divisions between and among individuals of a healthcare team. Therefore, they are the core of this course and of many diversity exercises developed for many different workplace environments. These aspects are those which we notice immediately in other individuals and from which we develop many of the perceptions and prejudices in our minds.

Secondary dimensions are also known as external dimensions. These include facets of our lives which we have some control over and may transition over time. These aspects are those which may impact the careers we choose and our workplace behaviors. This dimension also impacts who we choose to build friendships and relationships with.

What’s the relationship between dimensions of diversity and identity?

Identity is a combination of characteristics, attributes, experiences or behaviors that make us each who we are. Many of these dimensions of diversity give meaning to our identity: For example, “I am a parent, I am a doctor, I am from New York.” All of these are elements of an individual’s identity.

Identity evolves over one’s lifetime, but it always dictates how we see ourselves and how others see us. When you meet someone new or see someone for the first time, what do you notice? How does that shape your interactions?

Author Jane Elsea lists the nine most important things people in our society tend to notice in others, in order of importance:

• Skin Color
• Gender
• Age
• Appearance
• Facial expressions
• Eye contact
• Movement
• Personal space
• Touch

Dealing with diversity can be daunting. It will help to keep in mind the Seven Underlying Principles of Diversity:

1. Diversity is an inside job, meaning that diversity is not about “them.” Rather, it is about each person coming to terms with his or her attitudes, beliefs and experiences about others and gaining comfort with difference.
2. Diversity goes beyond race and gender. The diversity tent is big enough to include everyone — young and old, homeless and affluent, immigrant and native, white and black, rural and urban, gang member and corporate professional.
3. No one is the target of blame for current or past inequities. All human beings have been socialized to behave in certain ways, and all of us are at times both perpetrators and victims of discrimination and stereotypes. The idea is to move forward in creating more opportunities.
4. Human beings are ethnocentric, seeing the world through their own narrow view and judging the world by their familiar yardstick. This is not bad in itself, but it can be a source of conflict if we do not accommodate and value other ways of being.
5. The human species resists change. This makes the constant adaptation required by diversity difficult for people already overwhelmed by staggering transitions in today’s communities and organizations.
6. Human beings find comfort in likeness. We have a tendency to seek the company of those most similar to us in a variety of ways… age, gender and ethnicity being just several of many.
7. It is difficult for people to share power. History shows that we rarely do it voluntarily. Understanding this past can help clarify why there is sometimes a backlash associated with diversity efforts from people who believe they will lose in this experience.

All of these truisms about the human species do not make people mean-spirited or cruel. It just makes us human. Nevertheless, these realities make dealing with diversity a challenge.

The beauty of diversity — and the thing that makes it so powerful — is learning to appreciate it and creating an environment where it can grow and thrive. Diversity can be a great source of strength. Our aim is to create an environment where we can explore our differences in a safe and respectful way that helps each person understand their value and celebrates what diversity brings to AAUW.

Related

Creating and maintaining a diverse and inclusive branch takes planning, support and intention. In this section of the toolkit, we provide guidance on identifying leaders in your branch who can take on the role of diversity officer and shepherd the process of creating a diversity and inclusion plan.

Which of the following characteristics is a secondary dimension of diversity?

Which of the following is a secondary category of diversity?

Which of the following personal characteristic is an example of the primary dimensions of diversity?

What are the 5 dimensions of diversity?