Thinking About Diversity and Inclusion
What are the components of social variety?
Refer to both textbooks to identify and briefly explain the dimensions. Ethnic groups, religious groups, gender groups, and racial groups are all examples of dimensions of cultural diversity. A racial group is a social group that is socially set apart by obvious physical differences. Dimensions can also include age. Minority bunches, for the most part, share the attributes of encountering inconsistent treatment, sharing similitudes, compulsory enrollment, bunch fortitude, and marriage inside the gathering.
The groups’ differences and similarities must be addressed simultaneously. Rather than approaching the situation in fragments, it is essential to concentrate on the whole. The parts can change, as it is perhaps to have a place with numerous minority gatherings. Building an association is only one component of variety. When creating a diverse workplace, a number of factors must be taken into consideration, including the company’s structure, level of motivation, skill and training development, and inclusion in strategy. Several indicators can be used to evaluate progress. How much inequality exists between those who hold power and those who do not? What is the strength of the ties among individuals in the local working environment area? How much is it expected of people to adhere to their preconceived roles? How unsure or restless are individuals from one gathering when around individuals from another?
What is the contrast between variety and consideration?
It’s feasible to be ‘assorted’ without being incorporated. Hire a few token minorities for low-level positions where they were not valued or treated with respect to being “diverse.” You were set as long as you had a statistic that showed that some minority made up X percent of your employees. If a minority left because they were fed up with the way they were treated, just hire another one and act like that percentage was important.
On the off chance that there is no space for progression for the minorities, they will leave and go somewhere else. There was no endeavor to hold such representatives by really esteeming them and advancing them. They were employed by the company, but they were not actually a part of the culture. There was a meeting at one company where I worked. It took place in a strip club. Not exactly a way to make female employees feel like they belong and are valued.
What is the significance of diversity training in the workplace?
Diversity training can help someone realize that holding a company meeting in a strip club might not be a good idea because it teaches them that other people have feelings that should be valued. The workplace became significantly more accessible to women by simply informing men that it is unacceptable to sexually harass female employees. Go further and make sure that people don’t use their privilege. When I worked at Disneyland, one of the things we talked about was that we shouldn’t automatically assume that someone with a visible disability needs help and try to force them to get it. Many people were surprised to learn that a disabled person might be offended by someone coming up to them and taking their arm when they thought they were just being helpful. Hearing it, according to the viewpoint of an impaired individual who referenced it was frequently corrupting and could be and through excruciating to be snatched that way assisted them with understanding and changing their way of behaving, in this manner making the recreation area more inviting to the crippled.
How do you feel about the culture of the workplace? Is it possible that more people were included?
The workplace could have been more inclusive in the majority of cases. I’ve worked in places where diversity might appear on the surface, but when you actually looked at the structure of the company, you could only get promoted to higher management positions if you were white and male, preferably Christian. Even though there were a lot of very good candidates among the minority population of the workplace, typically, a poor candidate was chosen and allowed or even encouraged to fail. On occasion, a minority would be promoted to a position of power. As a result, the upper echelons were able to congratulate themselves and boast, “Well, we tried Affirmative Action, but it just didn’t work out; the minority couldn’t handle the tasks.” I was the token promotion, and I found that I was completely let down, even receiving outright false information and being actively sabotaged.
SOC 315 Week 1 Cultural Diversity
Our workplace culture was extremely diverse, according to my experience. When I was in the United States Army, we had to be diverse because we came from all over the country, had different points of view, and weren’t always the same race. We learned to be open-minded and not to judge others based on their skin color. Diversity training was also provided to us on a quarterly basis. When it came to the teams we were in, we were also mixed in with races from other races. The world would be a much better place for everyone if employers followed the military’s lead. There isn’t anything that I can see that would make variety a greater amount of a grasped practice in the military. It is currently being regularly drilled into the Soldiers’ minds. It is additionally focused on that you really want to ensure that your mate has your back when all turmoil loosens up, and the best way to guarantee that will be socially assorted.
References:
Harvey, C. P., & Allard, M. J. (2009). Understanding and managing diversity (4th ed.). Upper Saddle River, NJ: Pearson.
Schaefer, R. T. (2011). Racial and ethnic groups (12th ed.). Upper Saddle River, NJ: Pearson.
