Abstract:
In the late 1980s workforce became more
diverse in terms of demographic changes, cultural differences and other characteristics of organizational members.
This diversity was a reflection of changing global markets.
Workforce diversity has both positive and negative effects
on organizational performance. Therefore, it is becoming
important especially for medium- and large-scale businesses. In order to manage increasingly workforce
diversity and to prevent discrimination, diversity management is now considered as a major part of strategic
human resource management. The purpose of this study
is to establish the dimensions of discrimination that occur
due to demographic differences in Turkish manufacturing
industry. The findings of the research indicate that
demographic characteristics, socio-cultural structure,
managerial policy and behaviors, union tendency and
regional differences, laws and local community, gender,
educational and age differences, and political opinions
have influence on discrimination. According to the results, discrimination has been observed mostly in job
processes such as promotions and appointments, human
resource selection, job/employment examination and
interviews, and performance appraisal.