1.

Identify the key biographical characteristics and describe how they are
relevant to OB.

• Biographical characteristics represent many of the surface-level aspects of

diversity.
• These are characteristics that are very easy to identify.

Following are the biographical characteristics:

1. Age
2. Sex (Gender)
3. Race and Ethnicity
4. Disability
5. Tenure
6. Religion
7. Sexual Orientation and Gender Identity

1. Age

• The relationship between age and job performance is becoming an issue

based on at least three reasons.
• First reason is that job performance declines with increasing age.
• Second reason is that the workforce is aging.
• But many employers recognize that older workers represent a huge
potential pool of high-quality applicants.
• Companies have sought to increase their attractiveness to older workers by
providing targeted trainings that meet their needs, offering flexible work
schedules and part-time work.
• The third reason is legislation that outlaws mandatory retirement.
• One perception is that older workers bring experience, judgment, a strong
work ethic, and commitment to quality.
• Another perception is that older workers are lacking flexibility and resisting
new technology.
• Older workers have lower turnover rate. It is not surprising because as
workers get older, they have fewer alternative job opportunities as their
skills have become more specialized
• Older workers have lower absence rate.

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 • Many believe productivity declines with increasing age but other reviews
research find that age and job task performance are unrelated.
• Older works are more satisfied with their jobs, report better relationships
with co-workers, and are more committed to their employing
organizations.

2. Sex (Gender)

• It has been found that there are very few differences between men and
women that impact job performance.
• There are no consistent male–female differences in problem-solving ability,
analytical skills, competitive drive, motivation, sociability, or learning
ability.
• Psychological studies have found women are more agreeable and willing to
conform to authority, whereas men are more aggressive and have
expectations of success, but those differences are minor.
• However, women, especially those with pre-school age children, do prefer
flexible work schedules and will seek an employer who offers options in
their schedules.
• Women have higher rates of absenteeism also.

3. Race and Ethnicity

• Race and ethnicity have been studied as they relate to employment

outcomes such as hiring decisions, performance evaluations, pay, and
workplace discrimination
• Employees tend to favor colleagues for their own race in performance
evaluations, promotion decisions, pay raises and hiring decisions.
• Substantial racial differences exist in attitudes toward affirmative (positive
or favorable) action.
• In general, research has found no significant differences in race or ethnic
backgrounds related to absence rates, applied social skills or accident rates.

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 4. Disability

• A person is disabled who has any physical or mental impairment (deficiency

or damage or injury) that substantially limits one or more major life
activities.
• The “reasonable accommodation” is problematic for employers.
• Strong biases exist against those with mental impairment.

5. Tenure

People with high job tenure (seniority at a job) are:

• More productive,
• Absent less frequently,
• Have lower turnover, and
• Are more satisfied.

6. Religion

• Religion may also impact work outcomes due to religious restrictions, such
as dress and grooming.
• Schedules may also conflict with the way work is typically done, such as a
Muslim worker adhering to the prayer schedule outlined in Islam.

7. Sexual Orientation and Gender Identity

• Federal law does not protect employees against discrimination based on

sexual orientation.
• Gender Identity referred to as transgender employees, this topic
encompasses those individuals who change genders.

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