Well, diversity is indeed a very challenging and complex phenomenon. It is very nicely dealt with in the attached paper. Im sure this will give you the directions on determining diversity as an important . Hope it is useful.

Your question is based on a concept call 'diversity' which is an abstract one. Put that abstract concept into a measurable one. For example entrepreneurship could be measured by the behavior of the owner manager and behavior of manager is an array of activities. This need an inductive approach.

Most simplest term, first identify what is entrepreneurial business and thenobserve his behavior on the entrepreneurial process (Shane, 2003). Since entrepreneurship is intrinsically linked to growth growth can be proxy scale to measure the diversity of entrepreneurial businesses.

I appreciated your contributions a lot.

Determination of diversity in a workplace will necessitate clarity about the type of diversity we are talking about.

Diversity is of two types: Collective and individual. Collective diversity may again be of two types: It may relate to disadvantaged groups like lower caste employees; gays, certain races; physically challenged; and in some societies even women. Or collective diversity may relate to cultures e.g. nationality, language, accent, food preference, etc. Individual diversity related to the peculiar needs of individuals, e.g. roles, intelligence, education, ideology, personality, single parent, etc.

Whether a workplace is diverse or not will depend upon how diversity is looked at in the organization. Are they discriminated against or are their diversities respected and encouraged.

Most people just comply with the diversity by following legal provisions so as to avoid sanctions. Few use it as business case, as their company brand and employer brand goes up. They generally have to do the following for internalizing diversity in the organization:

1. Make diversity internally-driven , and not just the responsibility of the HR department.

2. Celebrate diversity as part of the ‘mission’ of the organization and as a 'value' of the company.

3. Recruit managers on the basis of their attitude towards diversity.

4. Do diversity training on the basis of needs of people concerned.

5. Allow networking facilities to the diverse groups like women, handicapped people, races, nationalities, etc.

6. Do diversity profile of all people in the organization and feed that data in the information system and HRIS.

7. Design diversity interventions on the basis of the needs of the different groups nd not in the ivory tower.

You may also see the following papers for reference:

https://www.researchgate.net/publication/230236605_Diversity_management_in_India_A_study_of_organizations_in_different_ownership_forms_and_industrial_sectors

https://www.researchgate.net/publication/260248441_Manpower_Diversity_for_Business_Success_Some_Emerging_Perspectives?ev=prf_pub

Article Diversity management in India: A study of organizations in d...

Article Manpower Diversity for Business Success: Some Emerging Perspectives

Dear marie,

Thanks very much for acknowledgement

Dear Federico,

Thanks very much for your encouragement.

Upananda