Notably, the term ‘relational demography’ is often defined as the individual’s demographic similarity or dissimilarity observable in comparison to other members of the organization. It is in this context that the distribution of co-ethnic workers could have implications for the well-being of African American or Latino individuals. As stated by Kanter (1977), on the lower extreme of this distribution, one finds tokenism, a segregated work environment in which the minority group comprises less than 15% of the working group. These minority members would represent a “critical mass,” possibly reaching equal representation relative to the culturally dominant group (Henderson, 1998).
The recent phenomenon depicts that the growing attention towards diverse population research has been increasing constantly and rapidly since the past few decades. However, guided by a philosophical and social point of view, insignificant number of diversity research focuses on the impacts of workplace racial as well as ethnic diversity at workplace. With the passing time, diversity concerns have deepened instead of fading away as intended with the implementation of anti-discriminatory policies and various other equal opportunity initiatives. Simultaneously, complexities have also increased by a significant extent in relation to diversity, especially within an enclosed and structured workplace setting. It is in this context that there are a few significant factors relating to ethnic diversity such as the biological sex concept, which is the only defining characteristic between a male and a female populace within the modern day workplace setting. Some feminist researchers recognized the essence of evaluating the distinction as well as historical and cultural features within women populaces in workplace setting categorizing them as a proportion of diverse population (Shore, Chung-Herrera, Dean,