Diversity in the workplace not only includes the composition of the workforce from the perspective of age, ethnicity, gender, gender identity, language differences, nationality, parental status, physical, mental and developmental abilities, race, religion, sexual orientation, skin color, socio-economic status, work and behavioral styles; Diversity also emphasizes how people from one background perceive those from other. For a firm with such diverse composition as most of the firms in the US to function efficiently, we, first and foremost, must embrace diversity, paying particular attention to the discrimination faced by minority groups. We as a cohort should respect and celebrate diversity and, while doing so, we cannot simply ignore the true scale of hidden discrimination faced by these groups. We should also take urgent and affirmative actions to ensure they are able to c...
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...remendous progress in addressing such issues through their YouTube videos. Presenting employees with such possible unconscious biases through such videos would bring attention to how their actions have repercussions. One such study, conducted between 2006 and 2013, found that the implicit preference (or unconscious bias) for straight people over gays and lesbians declined 13.4 percent. The authors of the study also acknowledged that while that percentage was significantly lower than the 26 percent decline in explicit preference (or expressed bias, if you will) during that same time period, it showed that change can happen, albeit slowly, on an unconscious level (Jacobs, 2015)4. Consequently, communicating the right diversity statement and implementing it in reality in day-to-day life would take precedence over any classroom diversity training within an organization.
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