7-1 Project: Project Submission

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3-2 Activity: Critical Analysis: Engage

Jacob Wright

Southern New Hampshire University

IDS-400: Diversity

Professor Boyd

28 January 2024

Critical Analysis: Engage

Constructive Collaboration with the African American Population

I would adopt an empowering, participative approach to encourage deliberations on the issue of workplace diversity and how it affects African Americans. First of all, I would actively seek opinions from the African American community through focus group questionnaires and interviews. Their opinions and voices are heard with this participatory literature that shapes the story. Moreover, I would utilize existing community networks and organizations as safe venues for frank discussions on the topic to provide platforms where individuals can share their opinions and experiences. Secondly, I would seek joint ventures with firms and academic organizations that have successfully managed diversity. They can show positive examples and success stories to give concrete evidence of the benefits of workplace diversity. Thus, the purpose of this collaborative effort is to help establish a sense of being empowered and participate among African Americans about diversity matters at work.

Positive Element: Legal Milestones and Progress

One of the positive aspects that are characteristic of this subject is legislative milestones achieved to ensure diversity at work. Some things that were achieved as a result of removing racial boundaries include the Civil Rights Act, which dates back to 1964. This is not simply speculation; historical statistics support it. These legislative structures have helped increase accountability and consciousness for promoting company diversity. Such positive legal actions can create a framework for transformation by setting standards and anticipations of fair workplace behavior.

Element Benefiting from Change: Addressing Persistent Challenges

Undeniably, I do concur with the fact that there have been massive legal milestones. However, there is a need for acknowledgement that African Americans still face massive challenges especially when it comes to access to employment opportunities. Specifically, this issue has been aggravated by the existing structural barriers, power dynamics, and biases. For this reason, there is a need to undertake massive organizational diversity and inclusion training programs and workshops. This would then aid in bringing about inclusion. Also, there is a need to practically assess data based on how education and awareness can aid in reducing bias and enhancing workplace diversity. Consequently, many organizations would embrace this and achieve diversity and inclusion, especially for African Americans. To sum up, involving African Americans in this conversation on diversity and inclusion would have to be holistic and comprehensive. For example, the conversation based on workplace diversity may shift as it can prioritize the aspect of laws aimed at helping organizations and nations solve problems through education and awareness. This method, besides recognizing past accomplishments, opens up a broader and more just world that is free of injustice.

References

Roberson, Q. M. (2019). Diversity in the workplace: A review, synthesis, and future research agenda. Annual Review of Organizational Psychology and Organizational Behavior, 6, 69-88.