Factors in Organizational Culture Affecting Diversity in the Workplace: A Case Study of Lopez Inc.

Abstract

Culture, a unique set of characteristics and beliefs in a specific group, is an inevitable and integral part of life. Even organizational life is not immune from it, because culture pervades every sector of society. Organizational culture allows room for security and certainty among its members. Sharing the same set of values and practices, however, does not mean that a group is a homogenous one that thinks, feels, and acts the same way. Due to globalization, migration, and equality laws, the workforce is becoming more and more diverse today than it was yesterday. This emerging concern for diversity calls for a radical change in the workplace, including a whole new outlook on the role of an organization’s culture in encouraging or discouraging diversity among its members. The lack of studies regarding diversity management, on the other hand, makes it difficult for such management to be applied in the Philippine setting. Given this context, this research poses the main question: “What aspects of Lopez Inc.’s culture encourage or discourage diversity?” For the specific problems, the profile of Lopez Inc. (history, mission, vision, and goals), extent of diversity (in terms of the members’ age brackets, ethnic origins, sexual orientations, educational backgrounds, religious affiliations, and physical abilities), organizational culture (as reflected in the members’ practices, artifacts, and cultural forms), and diversity management techniques were all investigated. The researcher employed an exploratory design and a case study approach. The instruments used were the survey questionnaire and interview schedule. The group of respondents was chosen from among the upper management and rank-and-file for both the survey questionnaire = and interviews. From among the 30 employees surveyed, six managers and four subordinates were interviewed. Purposive sampling ensured that the sample was representative of the population. For interpreting the qualitative data, componential analysis was used; for the quantitative data, frequencies were applied. Lopez Inc., the principal organization owned by the Lopezes, is held responsible for its subsidiaries. Their mission and vision is to deliver quality service to the Filipino people. The extent of diversity among the members can be found in the respondents’ ages, mixed ethnic backgrounds, varied educational attainments, and different religious affiliations. The culture of Lopez Inc. is Similar to that of a Filipino family, where warmth and concern for each other are prevalent. In Lopez Inc., they manage diversity through communication strategies in formal and informal channels applied in maintaining organizational freedom, dealing with conflicts, implementing diversity programs, encouraging organizational growth, providing opportunities for diversity, and promoting organizational culture. In sum, the family-oriented culture in Lopez Inc., as characterized by warmth and genuine concern for one another, combined with numerous diversity management techniques, encourage the expression of diversity among the members of the organization.