Have you or your colleagues ever been threatened by a patient because of your race or religion? All Rights Reserved. Mai 2014, Charta der Vielfalt (2014). Silver Spring, MD 20910 The four layers consist of personality, internal dimensions, external dimensions, and organizational dimensions (Amelio, 2010). A diverse and inclusive workforce is necessary to drive innovation, foster creativity, and guide business strategies. Understanding this reality and leveraging these differences are key to being successful in a global business environment. Although these dimensions of diversity are some of the most important aspects of an inclusive environment, many additional and less well-known dimensions to diversity can impact our experiences in a professional environment. The exchange of ideas The shapes that diversity and discrimination take can vary according to context and change with time. The Journal of Business Communication (1973), 45(3), 286–307. einem biologischen Alter, das sich auf den Körper bezieht. Washington, DC 20004 Our aim is to help organizations build inclusive, engaging and humane work climates that leverage differences for the benefit of the organization’s bottom line and for the people who work in and are served by them. vorausgesetzt. 176 vom 27.05.2013. https://www.destatis.de/DE/PresseService/Presse/Pressemitteilungen/2013/05/PD13_176_22922.html. 36 . Das Begriffspaar "Religion und Weltanschauung" beinhaltet Religion im oben beschriebenen Verständnis sowie Glaubens- bzw. Mai 2014, Statistisches Bundesamt (2013d). Je nach Kontext können verschiedene Unterschiedsdimensionen wirksam sein. (Abdul-Hussain 2012). PubMed Google Scholar. Sie sind eng mit sozioökonomischen Bedingungen und politischen Interessen verbunden. Multiple voices lead to new ideas, new services and new products, and encourage flexible thinking. However, it constitutes an important element of the understanding of diversity held by the University of Vienna. Often © 2003-2023 Chegg Inc. All rights reserved. In view of its effective graphic representation, the 4 Layers of Diversity model based on Gardenswartz and Rowe (2003) provides a widely used method of identifying dimensions in diversity in organisations. Bei den Begriffsbestimmungen in diesem Dossier wird auf sozialkonstruktivistische Überlegungen aus den Forschungsgebieten der Sozialwissenschaften zurückgegriffen. Seattle, WA 98101. Väterbeteiligung mit 27,3 % auf neuem Höchststand. Ihre Gemeinsamkeit besteht darin, dass diese Dimensionen eine Geschichte der Herstellung von Ungleichheit in sich tragen. Gardenswartz & Rowe Our model, the Four Layers of Diversity (Figure 4.1), is used in many organizations across the country to frame the issue and Welche Dimensionen auf das aktuelle Geschehen Einfluss nehmen, ist kontext-, situations- und zielabhängig. These Statistisches Buch 2013, Kapitel 2: Bevölkerung, Familien, Lebensformen. You'll get a detailed solution from a subject matter expert that helps you learn core concepts. Gardenswartz, Lee/Rowe, Anita (1998): Managing Diversity - A Complete Desk Reference and Planning Guide. Personality traits. ): Migrations- und Integrationsforschung - multidisziplinäre Perspektiven. Fenstermaker, Sarah/West, Candace (2001): "Doing Difference" revisited. Dawkins, C., & Ngunjiri, F. W. (2008). union affiliation, work location, seniority, divisional This leads to our assumptions, drives our own behaviors and ultimately impacts others. According to the 4 Layers of Diversity model created by Gardenswartz and Rowe (2003), social origin does not belong to the so-called internal dimensions of diversity. Das bedeutet zum einen, dass nicht nur eine Unterschiedsdimension in den Blick genommen wird. Embedding diversity in sustainability reporting. © Copyright 2022 Gardenswartz & Rowe. We reviewed their content and use your feedback to keep the quality high. Features of diversity • Teaching in the Light of Diversity • Freie ... The external dimensions are distinguished by their variability. Fax:206.224.9303. Das lange vorherrschende medizinische Modell von Behinderung gerät im letzten Jahrzehnt unter starke Kritik. Mai 2014, Statistisches Bundesamt (2013c). Promoting diversity and inclusion in the workplace: hhs presentation, Lesson 1 Introduction to Professional Development and Applied Ethics, How Workplace DiversityDrives and Challenges Performance, Strategic Leveraging of Diversity, Agility & Emotional Intelligence, CHRISTOPHER WRIGHT- Diversity/HR./Org. Step 1 To begin, students are given a recent PR case study or campaign to read chosen by the instructor. In der Umsetzungsphase wird dann mit jenen Diversitätsdimensionen gearbeitet, die für das System relevant sind. Oxford University Press. illustrated in Gardenswartz (1994) the four layers of Sie sollen dabei helfen, die Komplexität von Dynamiken und Systemen zu erfassen, um Handlungsfelder identifizieren zu können. Wellner (2000) The Mix Four Layers of Diversity The characteristics representing diversity are illustrated in Gardenswartz & Rowe's (1994) Four Layers of Diversity Model. Experts are tested by Chegg as specialists in their subject area. faculty/centre/department/degree programme/service unit. Er beschreibt die gesellschaftliche Differenzsetzung aufgrund der zugeschriebenen Hautfarbe. In view of the demographic development, the new educational situation, increased mobility, changing social settings and concepts like "life-long learning", the composition of the student body is changing constantly. Top management team heterogeneity: Personality, power, and proxies. (Röggla 2012). Posted at 21:46h in by Deanna Shoss 0 Comments. Demnach können wir die inneren Dimensionen kaum beeinflussen, während wir die äußeren und organisationalen Zugehörigkeiten stärker bestimmen können. This is a preview of subscription content, access via your institution. New York. Encyclopedia of Sustainable Management pp 1–4Cite as, Assortment; Diverseness; Heterogeneity; Heterogeneousness; Manifoldness; Miscellaneousness; Multifariousness; Multiplicity; Variety; Variousness. The Mix, Diversity Email Executive Diversity Services. : Managing Employee Diversity as a Vital Resource. PDF FIGURE 3.1 | Four Layers of Diversity - SHRM Business One Irwin, 1991. Have you ever witnessed a discussion about someone's appearance on their residency or fellowship job application? many diversity efforts. Workforce America! Making differences matter: A new paradigm for managing diversity. Shifting the Paradigm - Improving Student Awareness of Diversity ... Society for Human Resource. http://www.bisnode.de/press_release/frauen-im-management-ja-wo-stecken-sie-denn/. *Gardenswartz & Rowe, Diverse Teams at Work (2nd Edition, SHRM, 2003) *Internal Dimensions and External Dimensions are adapted from Marilyn Loden and Judy Rosener, Workforce America! Financial Review, 38(1), 33–53. of an individual that are viewed as determining particular Damit ist klar, dass es sich hier um sehr viele Unterschiedsdimensionen handeln kann. This leads to our assumptions, drives our own behaviors and ultimately impacts others. tapping into new markets. Solved In Gardenswartz and Rowe's four-layer model - Chegg improvements in employee relations (Chavez & Weisinger, 2008). backgrounds (degrees and social experience), religious beliefs, political beliefs, sexual orientations, heritage, and life experience. The mentioned dimensions of diversity are not to be read as an exhaustive list. Diversity is a concept that represents a variety of differences and similarities that exist among individuals (Wellner 2000 ). There are free downloads, with permission to distribute or reference downloads with copyright and attribution to Gardenswartz & Rowe from the Archives on their site. You can also search for this author in In addition to positive Die Begriffe Diversität oder Diversity umfassen individuelle, soziale und strukturelle Unterschiede und Gemeinsamkeiten von Menschen und Gruppen. Der Begriff Hautfarbe ist auch nicht ideal. PDF P21 Cultural Intelligence, Diversity and Management Implications for ... Together or apart? This model describes four layers of attributes that create diversity and through which we process information: These factors2 shape both individuals and organizations in profound ways. Bisnode (2014). Please send me “The 5 Most Common Mistakes in Diversity & Inclusion.”. Dr. David Washington The FOUR LAYERS OF DIVERSITY model created by Gardenswartz and Rowe has influenced and broadened the conversation about diversity. core. Training, 37(4). Inclusion is a Choice. gesund gilt: Geschlecht, Alter, Race/Hautfarbe, Ethnizität/Nationalität, Religion und Weltanschauung, sexuelle Orientierungen, Behinderungen und Beeinträchtigungen. Sie wird von CONEDU Verein für Bildungsforschung u. 1st step All steps Final answer Step 1/1 The four layers of the diversity wheel are View the full answer Final answer Transcribed image text: ES Qu. Gardenswartz & Rowe LEARN lessons that apply to any work environment! Zum anderen werden Diversitätsdimensionen nicht getrennt voneinander betrachtet, sondern miteinander verschränkt (Intersektionalität). Wien: facultas.wuv, S. 79-135. Mit einem Beitrag von Ilse Orth und Hilarion G. Petzold zu "Genderintegrität". Diversity is differences in racial and ethnic, socioeconomic, geographic, and Gardenswartz & Rowe (1994) described diversity as being like an onion, possessing layers that once peeled away reveals the core. Managing Diversity: A Complete Desk Reference & Planning Guide, McGraw-Hill, 1998.) Layers of Diversity Model. It consists of four layers of diversity (personality, internal, external and organisational levels) through which stimuli, information and experience are processed by all of us. Pressemitteilung. Religion ist ein System von Glaubensaussagen und -praktiken, wobei der sinnstiftende Grund in der jeweiligen Religion entweder überweltlich (Gott, Götter, Geister) oder innerweltlich (Natur, Universum) verstanden wird. Leaders in Diversity and Inclusion Since 1990. Rebhahn, Robert (Hg.) The effects of corporate governance and institutional ownership types on corporate social responsibility. OF CULTURAL DIVERSITY Lee Gardenswartz and Anita Rowe. © 2003-2023 Chegg Inc. All rights reserved. Tel: 206.224.9293. (1995). Sie unterscheiden innere Dimensionen oder auch Kerndimensionen, äußere Dimensionen und organisationale Dimensionen von Diversität. Why Gardenswartz & Rowe dimension of diversity an individual This category could be included in the internal dimensions for two reasons: religion and belief cannot always be freely chosen and it is also illegal to discriminate against anyone on the grounds of their religion. managing diversity, International Sport for Development and Peace Association, Exploring the Promise of Intersectionality* for Gay Men's Health, 91 An Applied Research Case Study Analysis of Managerial.docx, The contribution of stereotypes on inter clan conflicts among the, Increasing Brand Loyalty through Influencer Marketing Campaigns.pdf, GENEDGE - HELPING VIRGINIA MANUFACTURERS SUCCEED, W100 CT-BL Series Cooling Tower and Boiler Controller Manual, Strategy cycle, experimentation-driven, incremental, and adaptive, parametric versus nonparametric test.pptx. 1: The Four Layers Model, Gardenswartz and Rowe (1995) (2007): Diversity Studies. External . Auf der Individuationsebene ist Geschlecht ein wesentlicher Aspekt biopsychosozialer Identität (Geschlechtsidentität). Four layers of diversity Source: adapted from Gardenswartz & Rowe (2003 ... unterschiedliche Identifikationen mit den Dimensionen. as being like an onion, Die Berater_innen dieses Instituts arbeiteten mit Organisationen an deren Umgang mit Diversität. Identified a "diversity wheel" consisting of four layers of diversity: (1) personality, (2) internal dimensions, (3) external dimensions, (4) organizational dimensions. Correct: The four layers of diversity, as identified by Gardenswartz and Rowe (1998), and their accompanying dimensions, are as follows: personality dimension (individual differences); internal dimensions (e.g., race, gender, sexual orientation, and physical ability); external dimensions Diverse teams at work: Capitalizing on the power of diversity. The internal dimensions or core dimensions are understood to be relatively unalterable by the individual and are also acknowledged in the relevant equal opportunities legislation. In einem umfassenden Verständnis von Alter sprechen wir in den Sozialwissenschaften von drei Ebenen des Alters: "In der konstruktivistisch orientierten Alters- und Diversitätsforschung wird Alter daher als gesellschaftlich konstruiert konzipiert; d.h. Alterszuschreibungen werden in alltäglichen Interaktionen hergestellt, bestätigt, aktualisiert, dauerhaft verfestigt und auch verändert." Die äußeren Dimensionen trugen Marilyn Loden und Judy Rosener 1991 bei und thematisierten damit weitere gesellschaftliche Strukturierungsaspekte. In anderen Diskursen werden auch die Begriffe ethnische Zugehörigkeit oder ethnische Herkunft verwendet. Society for Human Resource Management; courtesy of the authors. Heterosexualität wird so als Selbstverständlichkeit in Alltagsgesprächen "mitverhandelt" und mit Bildern eines selbstverständlichen sozialen, emotionalen und sexuellen Miteinanders von Frau und Mann verbunden. Abdul-Hussain, Surur (2012): Genderkompetenz in Supervision und Coaching. Experts are tested by Chegg as specialists in their subject area. Mai 2014, Deutsche Islam Konferenz (2014). The Das Dossier zu aktuellen Erkenntnissen der Migrationspädagogik. Diversity is a dimension that differentiates groups of people by encouraging respect for and appreciation of their differences irrespective of age, gender, ethnicity, religion, disability status, sexual orientation, education or national origin. Elterngeld. classification. Lausanne: Réalités sociales. (2005): Kommentar zum Gleichbehandlungsgesetz GlBG und zum GBK-GAW-G. Wien/New York: Springer. Operations Management questions and answers. Von innen nach außen gelesen nimmt in diesen vier Ebenen die Möglichkeit zu, auf die Diversitätsdimension Einfluss zu nehmen. Man kann zwischen sichtbaren und unsichtbaren Merkmalen der Diversität oder mehrere Ebenen der Vielfalt, wie das Vier-Ebenen-Modell nach Gardenswartz und Rowe, definieren: 1) Persönlichkeit, 2) interne Dimensionen wie Alter, Geschlecht, kultureller Hintergrund, Religion, Behinderung, 3) externe Dimensionen wie Bildungsstand, Erfahrung, Familie, Gewohnheiten, 4) organisationale Dimensionen wie Funktion, Arbeitsinhalte und -bereiche, Managementstatus. anpassen. (Business One Irwin, 1991). Geschlecht umfasst daher soziale und biologische Aspekte in Rekursivität (in wechselseitiger Beeinflussung). http://www.ford.de/UeberFord/FordinDeutschland/MenschenbeiFord. In: Heintz, Bettina (Hg. Für die Erwachsenenbildung können je nach Zielsetzung und Kontext alle Dimensionen der Four Layers of Diversity wirksam werden. Van Knippenberg, D., & Mell, J. N. (2016). The concept of diversity. Für den österreichischen Kontext hat die Austrian Society for Diversity (ASD) die Dimensionen Sprache/Dialekt und soziale Herkunft ergänzt. Studienwissen kompakt. Dieses Vernetzen der verschiedenen Dimensionen wird Intersektionalität genannt. recreational habits, religion, educational background, Available at. Provide a definition of the center layer and an example of each of the other layers. organizations. Arbeitsmigration oder Armutsmigration? Academy of Management Journal, 37, 1034–1047. Dabei geht es um Diversitäten, die in den verschiedensten Lebensbereichen soziale und strukturelle Inklusions- und Exklusionsprozesse hervorrufen können. 0 Likes. Diversity can encompass many different human See Ein Reader. Warum die unterschiedliche sexuelle Orientierung von Menschen immer eine Rolle in Unternehmen bzw. The You'll get a detailed solution from a subject matter expert that helps you learn core concepts. The model correlates roughly with the legally protected areas of discrimination. HRM-Review, 36-40.]. Die oben beschriebenen Kerndimensionen sind in der Grafik als innere Dimensionen abgebildet. (Pickel 2011). Bendl, Regine/Eberherr, Helga/Mensi-Klarbach, Heike (2012): Vertiefende Betrachtungen zu ausgewählten Diversitätsdimensionen. Über die Charta. The effect of employee diversity on innovation. http://www.changex.de/Article/manifest_digital_natives. are organizational Grundlagen und disziplinäre Ansätze. Four Layers of Diversity: Implications for Radiology Trainees Behinderung wird hier individualisiert. Group & Organization Management, 31(2), 212–236. Man kann zwischen sichtbaren und unsichtbaren Merkmalen der Diversität oder mehrere Ebenen der Vielfalt, wie das Vier-Ebenen-Modell nach Gardenswartz und Rowe, definieren: 1) Persönlichkeit, 2) interne Dimensionen wie Alter, Geschlecht, kultureller Hintergrund, Religion, Behinderung, 3) externe Dimensionen wie Bildungsstand, Erfahrung, Familie, . PDF Diverse and Inclusive Learning in the Workplace: Beyond What You Can See In einem ganzheitlich-systemisch verstandenen Diversitätsmanagement ist es Voraussetzung, multidimensional und intersektional zu arbeiten. As you review the "wheel of diversity", try to remember situations or experiences when you or someone else were excluded or felt unwelcome in your workplace, such as your training program, hospital, department or even volunteer activities: 1892 Preston White Dr. We will have to come to accept plurality as the standard. (2003). Penrose, E., & Penrose, E. T. (2009). Available at: Internal and external dimensions adapted from: Loden, Marilyn and Rosener, Judy. Ethnizität grenzt sich ab von "Rasse" (biologistisch verfasst) und von "Kultur" (nicht nur die soziale Gruppe, sondern auch die Beziehungen zwischen den Gruppen werden fokussiert). Begriff und Dimensionen von Diversity | SpringerLink The following areas belong to the external dimensions according to Gardenswartz and Rowe (2003): The organisational dimensions are determined by the type of affiliation within an institution or organisation. When we think of diversity in the workplace, we often think about including individuals of different sex, race and sexual orientation. Describe the four layers of diversity in Gardenswartz and Rowe's diversity wheel. In: Bendl, Regine/Hanappi-Egger, Edeltraud/Hofmann, Roswitha (Hg. Die häufigsten Kriterien sind Sprache, Geschichte oder Herkunft (ob tatsächlich oder imaginär), Religion, Kleidung und Schmuck. (Höpflinger 1999), Der Begriff Race wird im angloamerikanischen Raum verwendet. and growth (Fassinger, 2008). (2009): Diversity in Supervision, Coaching und Beratung. Corporate governance, board diversity, and firm value. Leadership Ch 12 Flashcards | Quizlet The Benefits of Diversity, Do not sell or share my personal information. Looking Beyond What You See Understanding that learners are multidimensional in their diversity is one of the first steps to increasing awareness for L&D professionals. In R. Bendl, E. Hanappi-Egger, & R. Hofmann (Hrsg. these characteristics are the sources of prejudice Harvard Business Review, 9(7996), 79–89. Gardenswartz & Rowe has inspired and trained thousands of leaders and HR professionals across the country and has worked with prestigious organizations such as Harvard Medical School, British Telecommunications, Shell Oil Company and other Fortune 500 Companies such as Boeing and Cox Communication. https://doi.org/10.1007/978-3-030-02006-4_100-1, Springer Reference Business and Management, Reference Module Humanities and Social Sciences. - 185.30.35.23. © 2023 Springer Nature Switzerland AG. department, work content/field, and functional level Institutional owners and corporate social responsibility. [Source: Gardenswartz & Rowe, Diverse Teams at Work (2nd Edition, SHRM, 2003]. You can accept these by clicking the OK button. In der Analysephase werden möglichst viele Diversitätsdimensionen in den Blick genommen, die im System wirksam sein könnten. According to Gardenswartz & Rowe (1994) the four layers of diversity are organizational dimensions, external dimensions, internal dimensions, and personality. Mai 2014. The page you bookmarked will be added to the "my reading list" feed on "My ACR". The adaptation of the organisational dimensions for the University of Vienna and addition of social origin to the internal dimensions was carried out by K. Iber and N. Pauser. Lee Gardenswartz and Anita Rowe. Diversity is majorly categorized into four layers: 1. THE IMPACT OF DIVERSITYUnderstanding the impact of diversity on an ind.docx, McCormick CURRENT CHALLENGES WITH TRADITIONAL DIVERSITY MANAGEMENT 12.8, Journal of Counseling & Development ■ Winter2007 ■ Volume852.docx, Human Resource Management Review 19 (2009) 117–133Contents, FOUNDATIONS-OF-SPECIAL-AND-INCLUSIVE-EDUCATION.pptx, Jurnal ilmiah pariwisata. Washington & Company, represents the outer most Begriff und Dimensionen von Diversity. Wiesbaden: Springer VS Verlag. and discrimination. The benefit of diversity can be seen in Østergaard, C. R., Timmermans, B., & Kristinsson, K. (2011). Die sogenannten Kerndimensionen sind in Österreich gesetzlich vor Diskriminierung geschützt. Die sexuelle Orientierung ist ein Teil der sexuellen Identität eines Menschen. three levels of the model. their type of access to education, the extent of their financial means, etc.). FIGURE 4.1 | Five Layers of Global Diversity Adapted from Diverse Teams at Work, Second Edition, Lee Gardenswartz and Anita Rowe, Alexandria, VA: SHRM, 2003, and The Global Diversity. characteristic than in the organization dimension. PDF Understandingthe Evolvingroleof Culturaldiversity Intheworkplace - Shrm Diversity Studies. ): Diversität und Diversitätsmanagement. Does a different view create something new? Es gilt daher für jede Aufgabe zu reflektieren, welche Unterschiede und Gemeinsamkeiten in Bezug auf die Zielsetzung und den Kontext Einfluss haben und welche Intersektionalitäten Wirkung entfalten könnten. Find a template of the dimensions of diversity wheel at the La Crosse Medical Health Science Consortium. CrossRef  creates an atmosphere of cultural acceptance that can lead to Zudem können noch weitere Unterschiedsdimensionen wie Lern- und Arbeitsstile bedeutsam sein. We provide guidance, structure, framework, best practice information and feedback that enable organizations to intentionally manage diversity and inclusion for success. Correspondence to Zugegriffen: 10. Maj, J. Us vs. them attitudes between departments, divisions, locations or levels, Complaints about favoritism or inequitable treatment, Conflict that hinders teamwork and productivity. sexual orientation. In view of its effective graphic representation, the 4 Layers of Diversity model based on Gardenswartz and Rowe (2003) provides a widely used method of identifying dimensions in diversity in organisations. The 'Four Layers of Diversity' wheel shows the complexity of the diversity filters through which we all process stimuli and information. Diversity initiatives and management have become an important business imperative for the workforce of the twenty-first century (Roberson 2006). It sets the tone for inclusion by reflecting each person’s reality in the organization. Find out more information in our. Dabei sind sie immer als vorläufig und in ihrer Intersektionalität zu betrachten. The characteristics of diversity associated with Bevölkerung und Erwerbstätigkeit. Managing Employee Diversity as a Vital Resource. PubMed Google Scholar. Nachhaltigkeitsbericht 2012. http://www.nachhaltigkeit2012.bayer.de/. & Rowe’s (1994) Four Diversity is a Reality. Röggla, Katharina (2012): Critical Whiteness Studies. At the level of organisational dimensions, the model was adapted to the university context, and at the level of internal dimensions the dimension of social origin was added, which is of key importance for the University of Vienna. Höpflinger, François (1999): Generationenfrage. possessing layers that once ». Zugegriffen: 28. Diverse Teams at Work: Capitalizing on the Power of Diversity, second edition. diversity Nov 2015 Jolanta Maj The success of any initiative within an organization depends to a large extent on the support given by different groups of stakeholders. peeled away reveals the What are the three 3 dimensions of diversity? Swetlana Franken . Bayer Konzern (2013). Graz, Wien: Nausner & Nausner Verlag. Frankfurt a.M.: Campus. The traditional workforce, which was dominated by white, male workers, has started to shift by inclusion of females, minorities, ethnic groups, and workers with international origin. In: Idowu, S., Schmidpeter, R., Capaldi, N., Zu, L., Del Baldo, M., Abreu, R. (eds) Encyclopedia of Sustainable Management. A person's social origin can be described - among other things - by means of economic or education-related features. The other layers help shape the Personality (The middle layer): This includes Mittels der Kerndimensionen wurde definiert, was normal bzw. Final answer. Zugegriffen: 28.04.2014, Statistisches Bundesamt (2013b). In Sustainable economic growth, education excellence, and innovation management through vision 2020, Proceedings of the 29th International-Business-Information-Management-Association Conference, Vienna, Austria, 3–4 May 2017 (pp. PDF ~~UJ - University of Wisconsin-Stout LibGuides: Intercultural Consciousness: Diversity Layers Wheel 118 Describe the four layers of diversity in Gar. 703-390-9883, Looking for a Specific Department? These dimensions include the first things we see in other people, such as race, gender, age, sexual orientation, ethnicity and physical ability and on which we make many assumptions and base judgments. has no control over these characteristics. Bendl, Regine/Hanappi-Egger, Edeltraud/Hofmann, Roswitha (Hg.) The 'Four Layers of Diversity' wheel shows the complexity of the diversity filters through which we all process stimuli and information. Allow the learners to read the case completely. In Gardenswartz and Rowe's four-layer model explaining the complexity of diversity which of the following is considered an internal dimension affecting diversity?a.Seniorityb.Management statusc.Appearanced.Gender. No Comments. Sonderheft 41/2001 der Kölner Zeitschrift für Soziologie und Sozialpsychologie, S. 236-249.