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Importance of promoting cultural diversity
Literature review workforce diversity
An article on the impact of cultural diversity
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Recommended: Importance of promoting cultural diversity
My hope in participating in the Diversity course is to have a greater understanding of our ever changing work environment continues to evolve quicker, than we can keep up with diversity and culture. Overtime documentation has proven the multitudes of benefits of incorporating diversity from financial gain, fewer turnovers of employees, gaining larger consumer markets, inspiring innovation and creativity, and entrepreneurship. More important, I feel we need to look ahead, and begin forecasting what challenges we will have for the future. On a personal note, I have a great sense of responsibility to lead by example for my children, community, country, and world. By further investigating our past as a species, this will better adapt us to the …show more content…
What does this mean? This means that I am not prejudice, however, a better term is bias and I do not blame this on myself or anyone else. This is caused by on our hardwiring in our DNA or genetic inheritance. Sixty plus thousand years ago, we were driven by survival mode to increase the percentage of success in having offspring. (Nicholson 19). This does not mean that I approve or such behavior personally or within an organization. Organizations and leadership need to implement diversity training, and bring awareness to our behaviors and actions. Good management can identify and balance both the macro and micro perspective if diversity. One of the ongoing challenges we face is a metrics system on how to measure the success of a company on implementing diversity, or if they are still putting the pegs in the hole due to federal and government laws and …show more content…
The example was of an elderly man who complained that his stomach was hot. The physician assistant proceeded with a host of questions in his native language, making the patient feel more comfortable, thus the patient was willing to provide further information to the PA. The physical building was renovated with south western motif, upgraded soft terra cotta walls, and pictures of local foliage, versus the old pictures of city landscapes and white walls. Last, reading the White Privilege of Unpacking the Invisible Knapsack I immediately spotted the second paragraph “men gain from women’s disadvantages, as to protect male privilege. (McIntosh), I cannot speak as to what it feels like to be black, however, I can testify I too have experienced persecution of prejudice or bias treatment. I have been denied career advancement for not having an education, being pregnant at the time of a job opening, as well as being blonde and blue eyed and was assumed I was German. Recalling these events from decades ago places a pit in my stomach till present
In her article, “White Privilege: Unpacking the Invisible Knapsack,” Peggy McIntosh writes about the privilege white individuals get without noticing it. McIntosh talks about how whites are taught to not recognize their privilege. McIntosh having a background in Women’s Studies, she also talks about how men have more privileges than women, yet they rarely recognize it. In the article McIntosh claims that “After I realized the extent to which men work from a base of unacknowledged privilege, I understood that much of their oppressiveness was unconscious.”
Peggy McIntosh wrote this article to identify how her white privilege effects her life. Each statement is written as a privilege that Ms. McIntosh does not need to consider or fear as a white woman. From financial credibility to national heritage, this article makes a valid point regarding the way white people can be arrogant and naïve when the same treatment is not being given to their neighbors, coworkers, and peers. There can be two responses when reading this. The first would be a person of color. They will appreciate the attempt at realization of what white people take for granted. The second would be the reality that smacks the white people in the face when they realize how true all 50 statements are. Once this begins to sink in, many will start to broaden their competence realizing the unfair treatment of the people in this world. Moving down the timeline, we can see how the acknowledgement can mend broken relationships. Owning the reality and doing something to change it can give the people of different races the treatment they deserve (McIntosh,
Remember to always be aware of who you are, and that as a woman, I would face many challenges in society. In my youth, much of these family discussions were passing conversation until I reached late high school and early university days that I realised my challenges and disadvantages of being a female. For the first time in my life, university opened my eyes to the true meaning of misogyny, and how little female influence there was in the university systems, and in the workplace surrounding me. The older I became, the more exposed I was to the lack of diversity and equality women experienced, and I for one became a part of that as well. Drawing from the reading by Kimberle Crenshaw, she spoke about the antidiscrimination laws and how black female bodies’ experiences are not taken seriously in society, it captured my attention with relation to the intersectionality struggles I attempt to conquer on daily, religious basis. She is quoted saying in relation to the laws regarding black female bodies that, ‘antidiscrimination doctrine essentially erases Black women’s distinct experiences and, as a result, deems their discrimination complaints groundless.’(Crenshaw, 1989). Although this quote speaks of the black female body experience in law specifically, which is my personal story, I can draw points and information that can be relatable to my gender/sex. As a female, I
Being a woman I will always be at a disadvantage to men and other women who are white. Men and white women are seen to be superior by society. Peggy McIntosh, American radical feminist and anti-racism activist, stated in “White Privilege and Male Privilege,” “…I have noticed men’s unwillingness to grant that they are over privileged in the curriculum, even though they may grant that women are disadvantaged” (McIntosh 140). Men are in denial that they are over privileged and does not admit it because of society. Society make men believe that they are superior then women. I think it is wrong because I am a woman and if I wanted to be a CEO of a company, it would be harder for me become one than it would be for a man. Even if I do become one through hard work, I would still be paid less than any men who are CEOs and I would be seen as a bitch. I feel that if I can do anything any other man can do, I should get paid the same by my abilities and not by what my sex is. Not only are women less privileged than men, but also white women. “I can turn on the television or open to the front page of the paper and see people of my race widely and positively represented,” stated McIntosh (142). She doesn’t worry about people seeing her as a problem because she is white. On the television or in the newspaper, African Americans have a negative representation and are seen as the “problem” of today’s
African American women are considered the most disadvantaged group vulnerable to discrimination and harassment. Researchers have concluded that their racial and gender classification may explain their vulnerable position within society, despite the strides these women have made in education, employment, and progressing their families and communities (Chavous et al. 2004; Childs 2005; Hunter 1998; Settles 2006; Wilkins 2012). Most people agree that race and gender categories are explained as the biological differences between individuals in our society; however sociologists understand that race and gender categories are social constructions that are maintained on micro and macro levels. Historically, those in power who control the means of production within a society have imposed race, class, and gender meanings onto the minority population in order to maintain their dominant position and justify the unequal treatment of minority individuals by the divisions of race, class, and gender categories (Collins 2004; Nguyen & Anthony 2014; Settles 2006;).
Prior to beginning my readings on white racial identity, I did not pay much attention to my white race. If someone had asked me to describe my appearance I would have said short blond hair, blue eyes, average stature, etc. One of the last things I would have noted was the color of my skin. Growing up in overwhelmingly white communities, I never thought to use the color of my skin to differentiate myself from others. Over the course of this dialogue I have learned that my white racial identity is one of the most defining aspects of my appearance in this society. There is a certain level of privilege that I am afforded based solely on the color of my skin. According to Peggy McIntosh, “White privilege is like an invisible weightless knapsack of special provisions, assurances, tools, maps, guides, codebooks, passports, visas, clothes, compass, emergency gear, and blank checks” (71). All these objects listed by McIntosh are things I have access to and certainly take for granted. Due to a history of non-white racial oppression, which transformed into decades of racial discrimination that still lingers today, the white race has dominated our society in terms of resources and prosperity. The ideas of wealth, higher-level education and ambition to succeed are all traits commonly linked to people of the white race that collectively define privilege. The aspect of privilege can also produce disadvantages for people of the white race as well. In the book Promoting Diversity and Justice, the author D. Goodman notes that people of advantage groups develop a sense of superiority, which will sometimes lead them to wonder if, “their achievements were based on privilege or merit” (107). Along with a diminished sense of accomplishment, the cost ...
By illuminating the many forms that white privilege takes, Peggy McIntosh urges readers to exercise a sociological imagination. She asks us to consider how our individual life experiences are connected to and situated within large-scale patterns and trends in society. She includes a “white privileges” checklist which includes answering yes or no to statements. For example, can Chad Aiken confidently say “I can be pulled over by a police cruiser and not have to worry about it being about my race”, or “I can be pretty sure that if I ask to talk to the “person in charge”, I will be facing a person of my race”. White people are generally free from this systemic bias, suspicion and low expectations that racialized people must endure everyday because it is built into our culture.
One of many problems encountered in philosophy is the idea of how diversity ties in with unity. Diversity is thought to be all about race but rather diversity is the composition of different aspects that construct an individual or object; the economical status of a family or individual can be one aspect of what diversity is. Diversity is very obvious but the concept of unity leaves one to wonder if unity truly exists. I believe that diversity and unity have close ties with each other. For example, the world consists of many different aspects such as people, oceans, rocks, plants, air, stars, animals, etc. These aspects help to support the universe and without these aspects the universe would not exist. My philosophy is that diversity in
The approaches used in diversity training owe much on the history of this practice. Diversity training came to be as a result of a universal call to affirmed action that revolutionized the demographic composition in organizations (Paluck 580). Originally, companies instituted diversity measures to counter legal implication threats. The practice evolved from being a single day event to a continuum occurrence that characterized hiring, retention and rewarding of employees. This was actually the birth of the diversity management practice, which modern organizations are trying to catch up with. It is important to discuss the approaches here because they help critically analyze on whether diversity training help in bettering performance in an organization or not.
Commitment to diversity and inclusion needs to go beyond a simple head shake in agreeing that it’s important. I believe it takes a “thousand acts a day” to create meaningful and sustainable change. Formal programs and structures are necessary, but to me, the real action happens every day in every interaction that takes place across the organization. Every person must seek to understand a perspective or life experience different from his or her own, and in turn, use that knowledge to create an environment in which every individual’s uniqueness matters. Such an environment helps us bring the best of ourselves to our work each and every
Ultimately, to create a culture of tolerance that helps attract and retain employees, top executives need to set a tone that accommodates diversity practices. There is no point in diversity programs if management does not get it. And, there is no point in addressing age, and religion. The demographic diversification of the American workforce is well underway and will become only more challenging in the future.
Diversity is a notion, when applied to the majority of circumstances, can create a positive conclusion. The trick to producing a positive outcome is often how the different aspects are brought together. Consider a classic dinner combination peas and carrots, the two colors look appealing and the two flavors comes together as one making a superb side dish. Now consider oil and water, these two substance are not often considered a good combination. Although, this is not always the case; olive oil and vinegar (which is water based) when mixed, come together into a delectable salad dressing. Diversity and inclusion should also apply to humans by bringing people together who are different it can creates a whole that is enhanced by the uniqueness of each individual.
There are many definitions relating to diversity, equity and inclusion that and sometimes the terms used interchangeably. Definitions that are helpful in understand the concepts are as follows. Diversity can be the sum of the ways that people are both alike and different. The dimensions of diversity include race, ethnicity, gender, sexual orientation, language, culture, regions, mental and physical ability, class, and immigration status. While diversity itself is not value-laden term, the way that people react to diversity is driven by values, attitudes, beliefs, and so on. Full acceptance of diversity is a major principle of social justice. I personally didn’t have that much knowledge about the diversity social justice because I came from
Diversity is a value that shows respect for the differences and similarities of age, sex, culture, ethnicity, beliefs and much more. Having a diverse organization, helps notice the value in other people and also how to teach respect to people that might not know how. The world is filled with different cultures and people that might believe in different things as you, but that doesn’t mean you need to treat them any different. It is imperative for people to grasp diversity because it’ll help people how to engage with others in a respectful yet a hospitable way.
Managing Diversity in the workplace is more than just an acquired skill; it is "a way of thinking”. It is reflective of an attitude that organizations and their staffs must adopt that allows them to change their basic concepts about workers and converts “them” into “us”.