Diversity and Inclusion - Essay Example

Management Institutional Affiliation Student’s Name DIVERSITY AND INCLUSION Every levels of the society ought to embrace the principles of social justice, and also value the diversity so as to ensure that equal chances are evident (Coleman, 2002). The word diversity has a number of meanings depending on the context of the setting. Celebrating difference (Lumby & Coleman, 2007), esteeming diversity, a perspective of cross-cultural (Dimmock & Walker, 2002), and decreasing the influence of discrimination (Fiske &Lee, 2008) all fall at the center of comprehending diversity. On the other hand, social justice in the like of fairness, rights, and responsibilities forms the binding element which propels pedagogical practice. In wider terms, diversity is any element which can be employed to substantiate people and groups from each other. In essence it implies appreciation and respect for ethnic differences, age, gender origin or nationality, education, religion, disability and sexual orientation. But it is more than this because we all come with up different perspectives, lifestyles, work experiences and cultures. Diversity is a source as well as a driver towards innovation in a society and in a business. Inclusion, on the other hand, is a condition of being respected, valued and supported. It is all about focusing on the needs of each and every person in addition to making sure that the proper conditions are instituted so that each individual can realize his or her maximum capability. The culture, relationships and practices of an organization which are in place to prop diverse workforce should reflect inclusion. Also by definition social justice is the promotion of a society that is just by valuing diversity and challenging injustice. Social justice prevails at the moment when all people share common humanity and hence they have a right to equal treatment, fair appropriation of community resources and support of their human rights. In the situation of social justice, none is supposed to be discriminated against, not even their welfare or their well-being restricted or prejudiced on account of religion, race, sexuality, political affiliations, disability, belief, age, location, socioeconomic circumstances, social class, group membership or other background characteristics. Diversity in majority of the organizations is viewed as or defined in relation to human differences as well as the individuals’ inclusion in the work of the organization. Often the variances in humanity are viewed as differences due to demography, for instance, age, race, gender, ethnicity, religion and ability; however other many differences can be added for example appearance, personality characteristics, communication or even leadership styles (Holvino, et al 2004). It can be accepted by majority that social justice and diversity are inter- linked in a way that is very fundamental. Organizations, groups, nations, as well as communities exist on a platform of groups of social identity, subordinated and dominant membership groups, and prejudice, differences of power amongst groups, and resulting systemic oppression and inequality and discrimination. The platform of groups of social identity, and prejudice, and differences of power as well as the oppression that results is the connection that irreversibly links social justice and diversity (Brazzel, 2007). Inclusion and diversity efforts are important on their own but they are not sufficient. I concur with this because attempting to create a culture of inclusion, by any organization, will not be successful if sexism, racism among other forms of injustice and oppression are not first addressed (Jackson, 2006). In addition both diversity as well as social justice concerns and issues should be considered. Social justice involves replacing, resisting and eliminating subjugation. Resisting heterosexism, sexism, racism as well as other kinds of oppression involves standing against and naming the actions, practices, behaviors and the culture and structure of subjugation. Eliminating subjugation from every of its kinds is abolishing the behaviors, actions and practices of oppression in addition to disassembling the cultures and structures which exemplify and propagate subjugation. Oppression Replacement oppression entails building up values and systems which offer access, inclusion, opportunity as well as equity for each and every person (Brazzel, 2007). Social justice’s objective is to replace subjugation with cultures as well as systems that offer access, inclusion, opportunity and equity for every individual (Roberson, 2006). In my view, discrimination incorporates practices or behaviors that end up in avoidable as well as unfair inequalities in resources, opportunities or power across society’s groups depending on different characteristics. They include sexual preferences, gender, race, ethnicity, religion, age, culture, relationship status, and social class. People may experience simultaneously multiple discriminations on account of two or more of these features (Shen, et al, 2009). The practices and behaviors which end up in discrimination based on race, together with prejudices and beliefs that lie beneath them, all together can be termed as racism. Thus being in support of acceptance of diversity in culture implies respecting diverse forms of living as well as being a strong supporter of human rights and democratic framework of appreciating diversity as an asset. Reducing discrimination based on race is a significant step to ensure nurturing of diversity. Systemic discrimination is the manner whereby the rules, norms and regulations of an organization can be initiated so that they work toward disadvantaging a given racial groups either intended or not (Connell,& Burgess,2013). Systemic discrimination functions through the society’s structure in a manner that is seemingly normal to the order of doing things which may knowingly or unknowingly promote, entrench or sustain differential significance for some individuals and disadvantage in the other individuals. Therefore while systematic discrimination may be official and explicit, it is usually unnoticed and unofficial (Shen, et al, 2009). Systemic discrimination that takes place in critical areas like housing, employment, and education can end up to social disadvantage and even result to intergenerational disadvantage. Also it can be noted that systematic discrimination can be persistent in structures of an institution as well as its policies in the case where interpersonal discrimination is absent and its functioning may not be intentional and often time it is not recognized by those doing it. Biech, takes notice that racism prevails in our respected and established institutions just the like the same way it exists in the minds and hearts of the people practicing it or those who work in the setting of such institutions. Therefore based on these reasons I agree that it is only by employing social justice that such a vice could be able to be eradicated. It is very evident from my perspective that discrimination based on race may take place on personal, interpersonal, societal or community levels. Racism involves complex connections amid stereotypes that are deeply held and prejudices, everyday acts of discrimination as well as systemic discriminations which are inbuilt within the structures and ideologies (Chand & Tung, 2014). Racism at the levels of society or community influence strongly workplace practices and structures as well as shaping co-worker and employer attitudes, behaviors and beliefs (Connell, & Burgess,2013). At the workplace, discrimination based on race may occur either at an interpersonal level and/ or systematic level. In the systematic level, discrimination based on race can end up in non-recognition or even unemployment (Taylor Cox, Jr. 1993). It also can lead to unfair and avoidable inequalities in allocation of jobs, role ambiguity, seniority, training, performance evaluation, remuneration, promotion, dismissal, absenteeism, and retirement amongst staff of diverse racial, ethnic, religious and cultural backgrounds. The end result of these may be no equal satisfaction, attachment, involvement, intention, commitment and motivation to exist amid staff of different ethnic, racial religious or cultural background. Thus employing social justice well be helpful in eradicating such. This is because Social justice involves replacing, resisting and eradicating oppression. Resisting sexism, heterosexism, racism as well as other kinds of oppression involves standing against and naming the actions, practices, behaviors and the culture and structure of oppression. Actually I concur with the fact that interpersonal discrimination usually results at the point where interactions amid individuals lead to unfair and avoidable inequalities across groups. Both subtle and obvious kinds of interpersonal discrimination are apparent in the workplaces. More obvious kinds can include harassment, bullying, rudeness, exclusion, name-calling, excessive surveillance, performance appraisals that are not fair, firing biases and physical or verbal abuse. In some instances teasing and some jokes can work towards intensifying the present stereotypes and may end up in exclusion of individuals from work and social activities. Nevertheless it has been found that humor acts as a way of social binding hence aiding to put together bridging resources as well as serving anti-racism duties through making light of diversity and minimizing clash between individuals. More faintly, interpersonal discrimination may occupy the shape of apparently positive in addition to good-intentioned behavior which however ends up in no equal chances, benefits or resources. In a workplace this can involve positive feedbacks which are not realistic, over-zealous helping, tokenistic inclusions and assigning overlay easy duties. Such kind of behaviors leads to minimized opportunities to acquire further knowledge, competence, abilities and skills (Akorsu & Cooke2011). I am against negative stereotypes because they can cause harmful effects on the performance of work for individuals that come from minority ethnic, racial, religious or cultural groups. Stereotype threat takes place within a circumstance or activity of which a stereotype that is negative about an individual’s group applies. For instance, stereotypes that are negative about a given minority group that has lesser intelligence may result in poor performance on intellectual activities just because of asking concerning the identity of the group before the activity. Such effect is more marked in circumstances where the individuals from a given race, ethnicity, culture or religion are just a few. Stereotype may lead result to employees working harder but them being less effective and this is more pronounced among workers that are highly committed and capable. Thus this effect of discrimination based on race in a workplace may spread vicariously to the ones that may be linked with members of an ethnic, racial, religious or cultural group but are not individually group members. A study made by Dunn (2003) shows that the experience of discrimination based on race in the workplace influences on about one out of five Australians. In 2008/09, eighty four percent of three hundred and ninety six complaints that were received by the Human Rights Commission of Australia under the act of racial discrimination were due to employment (Australian Human Rights Commission, 2009). Likewise the majority, sixty six percent of complaints of discrimination were due to religious beliefs. In 2007, Job Watch noted that the submission of their services of telephone advice took three hundred and seventy eight calls of workers from Victoria and job seekers about religious and racial discrimination amid 2002 and 2006. Many of those calls were from the sectors dealing with manufacturing and organizations that had less than one hundred staff (Job Watch, 2007). Looking into the case study of Lloyds TSB which is a retail bank based in the UK. This retail bank has taken initiatives to present equal race equality and opportunities into every aspect of the operations of the company all in an effort to motivate applications from minority ethnic candidates. The company offers courses on training as well as development tools so as to enable employees to comprehend diversity and the reasons as to why it is significant in the organization’s success. All employees withins the company are expected to do and finish an online multimedia training package whereas the managers are required to undertake a face to face intensive training on management. All this is aimed at creating awareness in addition to understanding the benefits associated with diversity to managers as well as providing chances to locate or identify as well as practice skills which are needed and essential to manage diverse workplace. Also employment and training schemes are available for those who are not employed in the areas that have minority ethnic populations. Further, ethnic minority graduate recruitment is supported by the firm to employ more ethnic minorities to the roles of management. There are more other strategies that are employed in the company to accommodate cultural diversity that include racial harassment development policy and measures. Also in the company there established mentors for minority ethnic groups and employees network which offers opportunities for personal development. I agree that these initiatives of social justice tend to present more positive influences on the company. This can be clearly seen from the rise in the number of employees whose background is from ethnic minority. This number rose from a mean of two point five percent (2.5%) in 1994 to 1996 to nineteen percent (19%) in 1998. Apart from this, other success have been obtained through low tension levels of discrimination on race from employees report at work and a feeling of fair treatment despite their ethnic backgrounds. Besides all this, managers from the ethnic minority has so far trebled from 1998. As a result of shared culture and language the company has enjoyed a wide range of benefits most noted being customer services that are better and increased productivity and sales (The Times 100). In conclusion, to achieve social justice it all depends on the citizens to have an appreciation and understanding for the diversity in circumstances or qualities which has long been among the people globally. The accomplishments and talents of each person should be identified with each diverse group in the society we are. It is unbecoming on the way other people treat others unfairly within the very society we live. This is because to an extent all people consist of common psychological and physical needs despite the differences in their qualities, backgrounds or capacities. References Akorsu, A., & Cooke, F. (2011). Labour standards application among Chinese and Indian firms in Ghana: typical or atypical?. The International Journal Of Human Resource Management, 22(13), 2730-2748. http://dx.doi.org/10.1080/09585192.2011.599941 Brazzel, K. (2007). The clausulae in the works of St. Gregory the Great. Washington, D.C.: Catholic University of America Press. Biech, E. 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