Bangladesh is perceived as homogenous, often resulting in hidden discrimination for those considered to belong to minority groups. Little research has been conducted on the characteristics of diversity as predictors of work attitude and behavior in relation to organizational commitment and job performance in Bangladesh. This study examines conditions in a leading international, non-governmental development organization, the Bangladesh Rural Advancement Committee (BRAC). The purpose of this study is to explore employees' perceptions and work attitudes and how these relate to organizational commitment and job performance. A phenomenological research strategy was used to understand the unique culture of Bangladesh and workplace diversity at BRAC. Data was collected through in-depth interviews with BRAC employees currently working in the head office, using a purposive, convenient sampling method. Both positive and negative feelings and perceptions were revealed: positive factors include gender sensitivity in the workplace, positive organizational support, organizational goodwill, organizational culture, and longer tenure and seniority; negative factors include job insecurity, dissatisfaction with salary grades and gaps, promotions, and issues pertaining to disabilities, ethnicity, and supervisors' evaluations. These results have implications for organizational and governmental policy.

中文翻译：

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孟加拉国与多元化相关的员工态度和看法：孟加拉国农村发展委员会的案例研究

孟加拉国被认为是同质的，经常导致对被认为属于少数群体的人进行隐藏的歧视。在孟加拉国，很少有研究将多样性的特征作为与组织承诺和工作绩效相关的工作态度和行为的预测指标。本研究调查了领先的国际非政府发展组织孟加拉国农村发展委员会 (BRAC) 的状况。本研究的目的是探讨员工的认知和工作态度，以及这些与组织承诺和工作绩效之间的关系。现象学研究策略用于了解孟加拉国独特的文化和 BRAC 的工作场所多样性。数据是通过对目前在总部工作的 BRAC 员工进行深入访谈收集的，采用有目的、方便的抽样方法。正面和负面的感受和认知都被揭示：正面因素包括工作场所的性别敏感性、积极的组织支持、组织善意、组织文化以及更长的任期和资历；负面因素包括工作不安全、对工资等级和差距的不满、晋升以及与残疾、种族和主管评估有关的问题。这些结果对组织和政府政策有影响。积极的组织支持、组织善意、组织文化以及更长的任期和资历；负面因素包括工作不安全、对工资等级和差距的不满、晋升以及与残疾、种族和主管评估有关的问题。这些结果对组织和政府政策有影响。积极的组织支持、组织善意、组织文化以及更长的任期和资历；负面因素包括工作不安全、对工资等级和差距的不满、晋升以及与残疾、种族和主管评估有关的问题。这些结果对组织和政府政策有影响。