Diversity and Inclusion in Organizations - Essay Example

? Diversity and Inclusion in Organizations Assignment No. 10 Brian Giuliano Texas A&M Commerce This assignment is a culmination of the work and study done in the course on diversity and inclusion. It expresses the opinions and beliefs of the author and is largely an original work. In it a personal definition of diversity and inclusion is provided, and the author’s own perspective on how these may be realized within an organizational setting. Thereafter, a broad view of social and legal issues with D&I implications is discussed, followed by a personal reflection about how the newly acquired knowledge of diversity and inclusion may be actualized in one’s own life. Include your personal definition of inclusion and diversity. Describe what diversity encompasses, and explain the intersections of multiple forms of diversity in organizations. Diversity and inclusion is many things. In its most superficial definition, D&I is a legal mandate, a requirement for organizations to comply with, and which may open a firm to sanctions and penalties if found in violation of its provisions. However, diversity and inclusion should be more than mere compliance with a requirement. It should entail a change of heart and perspective. The core to D&I’s goals and aspirations is social reform, the eradication of barriers between perceived majority and minority groups which creates unjustified advantages for some and disadvantages for others on the basis of their affiliations. Diversity encompasses the treatment of people as people. Inclusion does not mean the elimination of difference so that all people are the same; it means treating people in the same manner despite their differences, and even with the acknowledgement and celebration of these differences. Several of the readings in this course described diversity as a source of competitive advantage for organizations, where multifaceted skills and perspectives can be brought to the workplace in support of the company goals. While that is perfectly true, and companies should look to this advantage, it is not the essence of diversity and inclusion. Had it been, then D&I would have just been a means of taking advantage of people’s differences. In an organization, the application of diversity and inclusion may be so diffuse and ambiguous that it is difficult to notice at times whether an issue has D&I implications or not. For instance, assigning people to subsidiaries in certain geographical areas (specially for a multinational organization) on the basis of their ethnicity may be a sensible thing to do from the viewpoint of the organization, but it may be judgmental from the viewpoint of the individual who may not want to be designated there. The very fact that makes people subjects of D&I also in a way reinforces differences among groups and works against their full inclusion. Discuss the impact of diversity on individual and organizational effectiveness.  Discuss some of the tools necessary to lead, direct, and build inclusive organizations. Diversity and inclusion is a source of strategic advantage for an organization; this has been mentioned in all the readings and finds no strong opposition in any of the opinions and reactions discussed in this forum. As to whether or not the advantage is properly optimized or explored is another matter. The inclusion of diverse people in an organization does not automatically ensure individual and organizational effectiveness. As has been voiced in this forum, some organizations merely pay lip service to D&I without imbibing the essence of it. As is true for all individuals, if the organization capably harmonizes personal goals with organizational goals, then the creativity and industry possessed by the individuals in the workforce shall be engaged, and the benefits of diversity realized. Diversity in this case, however, need not be along racial, gender, cultural, or any category identified as being D&I. It may be the skills and knowledge possessed by individuals because of their education, personal interests, natural inclination or talent, and these all cut across the lines of race, religion, gender, ethnicity, age, and other D&I demarcations. While the engagement is on an individual level, the efforts should be harnessed in a collaborative and coordinated manner. Thus the need for direction from a diversity and inclusion council or board, to ensure that the internal D&I initiatives of the organization remain relevant to the social context and environment in which the firm operates Anderson & Billings-Harris, 2010, 181). Furthermore, within the organization itself there is a need to harmonize all the individual aspirations and good intentions to ensure effectiveness. There is thus the need to establish social network groups where individuals of similar persuasions or situations could interact and define the context by which they could relate to the organization and to other similar special interest groups. After all, diversity is all about maintaining and celebrating differences. Reflect on three key legal/social issues that influence diversity in organizations.  The principal social issue that still hinders the successful implementation of diversity and inclusion efforts remains to be the prevailing tendency to stereotype and prejudge. This does not only pertain to the traditional stereotypes but new ones as well. For instance, it used to be that members of religious groups are those who discriminate against homosexuals and lesbians and marginalize them out of society. However, the Chic-fil-A incident of a few days ago shows how a seemingly low-profile comment of a church-going member to his own church periodical about his own opinion – not about homosexuals and lesbians in particular, but how he views marriage – could spark an outrage so severe among the lesbian and gay community that triggers a nationwide reaction. It shows that those who were once stereotype can also stereotype others. A similar issue to reverse stereotyping is reverse discrimination. A perpetual debate is that between a member of the majority and one from the underrepresented minorities, the minority member has an advantage that is not skills or capability based. The fact of his/her affiliation alone gives him/her an edge over the other, probably young white heterosexual male applicant. It used to be that the criteria were clear, that the best qualified person gets the job. Now the lines are no long distinguishable in certain areas. This is both a social and a legal issue, because of the legislative mandate to prefer hiring from minority groups than those in the majority. Finally, there is a legal issue in so far as the right to self-expression and assembly are exercised, and where these rights may tend to clash with diversity and inclusion efforts. Every person in the United States, at least, has a right to express his opinion, but there is a fine line between this and the instigation or provocation of conflict between groups. Likewise, the right to assemble or form associations would naturally draw people of the same persuasion or affiliation together; should it therefore be discouraged in the workplace as anti-D&I? Describe how you plan to become a champion of diversity and inclusion. Explain how you will incorporate what you have learned from this course into your daily business life.  I don’t know about becoming a “champion” for diversity and inclusion, the term sounds too presumptuous and egocentric. But I am an advocate of diversity and inclusion, there is no doubt about that, I just don’t think it should be a special undertaking, because acceptance and appreciation of people different from us should be a part of everyday normal life. Acceptance of others’ uniqueness does not need a label or slogan, and it should not even be justified by the categories along which diversity and inclusion are often defined – e.g. race, gender, culture, etc. People of precisely the same social background and biological characteristics may be different in their attitudes and preferences, and these may be the basis of misunderstanding as much as race or culture. It is the same stereotyping as those used to disparage “nerds,” “blondes,” or “white trash,” a profiling habit which serves no useful purpose but to degrade. What I have gained from the study is a greater awareness of how these matters would be important in an organizational setting. In my career I eventually expect to occupy a position of power and authority, or may do so by setting up my own business someday. Business organizations can be weapons to further debase already marginalized individuals, or they may be instruments to advance the ideals of social justice and fraternity among people of diverse backgrounds. For now, whenever I feel the knee-jerk reaction to presume a person is lesser than others, or prone to a certain tendency because of the color of his skin or the way that he talks, I could more quickly arrest the thought and redirect my actions to regard that person as the Golden Rule says, in the way that I wish to be regarded myself. I am better aware that one’s personal circumstances do not define who he is or the magnitude of his individual worth to the community and society. Reference: Anderson, R., & Billings-Harris, L. (2010). Trailblazers: How top business leaders are accelerating results through inclusion and diversity. 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