D3.docxCLASSMATE 1
Locate a scholarly article which discusses issues pertaining to diversity, culture, and change in the workplace. Discuss how you and your organization might benefit from the information you gained.
The article I chose to focus on for this discussion is entitled "Gender, diversity management perceptions, workplace happiness and organizational citizenship behaviour" featured in Employee Relations: The International Journal. I had recently discussed this topic in another assignment, referencing the idea of inclusivity as a key competency to both leadership and global leadership. However, I made note of the fact that when referencing inclusivity and practicing it, it's vital to think of it as more than just "eradicating discrimination." Many people look at the idea of inclusivity and believe that being respectful and acknowledging others' differences without negative bias is fulfilling the idea of inclusivity. This is not at all the case, and when referencing diversity management within the workplace, it's vital that differences are not only acknowledged without bias and the mistreatment is avoided and deterred, but that these differences are embraced and valued.
This idea is presented within the article when it is stated: "According to Thomas (1990), Gao and He (2017), Valentine and Godkin (2017) and Bizri (2018), diversity management can be perceived as managerial practices that secure equality, respect, appreciation and engagement among majority-minority affiliated members in a way that contributes to the achievement of their organization's set of strategic and tactical objectives" (Mousa et al., 2020). This idea brings up an interesting point - that of the diversity contributing the the organization's goals and objectives; diverse employees are being used to achieve goals? This idea could most definitely be misinterpreted (or interpreted, depending on the workplace's true view on diversity, despite what they display to the public) as simply hiring people of diverse gender, race, ethnicity, religion, etc. to achieve goals of looking diverse, without actually valuing that diversity. The article touches upon this idea when stating "Loribiecki and Jack (2000) and Ylostalo (2016) indicate that diversity management is sometimes seen as a driver of division, prejudice, stereotyping, and in-out-group classifications" (Mousa et al., 2020).
Essentially, this article exposes that when not viewed or executed properly, workplace diversity management can act as a double edged sword - ostracizing those who are considered diverse as well as those who aren't. On one hand, diverse employees may see their membership in the workplace as being the "token" diverse individual, and feel ousted. On the other, those who are considered the "norm" may see it as though certain individuals are boasted higher due to the diversity they display. Essentially, the main takeaway from this is that diversity management should be genuine, and reflect the idea that an individual's diversity is valuable to the workplace not due to status indications, but because they can provide unique perspectives on various issues that others may not have considered - allowing for an increased amount of collaboration, as well as understanding in the workplace overall.
References
Mousa, M., Ayoubi, R. M., & Massoud, H. K. (2020). Gender, diversity management perceptions, workplace happiness and organizational citizenship behavior . Employee Relations: The International Journal , 42(6), 1249–1269. https://doi.org/10.1108/ER-10-2019-0385
CLASSMATE 2
Locate a scholarly article that discusses issues about diversity, culture, and change in the workplace. Discuss how you and your organization might benefit from the information you gained.
My chosen article is about the benefits of cultural diversity in the workplace. The article suggests that if my organization does not represent cultural diversity, then it is behind the times. I agree because many women and minorities are marginalized in our workplace. According to Schindler (2019), “diverse employees can bring together their different talents, experiences and various skill sets to come up with creative and inventive solutions” (para. 4). This was the case a few months ago. Our department had a big project that needed to be completed which was time-consuming. The department chair did not want to listen to anyone else reasoning on how things could be completed with less frustration. Many of us were willing to “work smarter not harder” but we had others who decided to resolve our dilemma in the same way they have always done. It seems that most of the time our organization promotes groupthink only although change is necessary. Needless to say, our organization has been faced with many financial risks, that include retaining top-talent employees.
The college has verbiage on our website stating how they believe in diversity and creating a wide range of cultures. Yet, most of this is just jargon that is untruthful. Outwardly, my organization agrees on the importance of diversity within the organizations, yet the actions of upper management speak otherwise, especially as it relates to faculty and staff. However, the college promotes issues of cultural diversity throughout the campus such as the classrooms, field trips to historical sites, special activities, and lecturers on various topics. The college has a diversity program whose main objective is to increase student retention in general, and minority students in particular.
All in all, it would be great to include diversity, culture, and change in the workplace. It is tough to be stationary for so long without considering a change. Yet, I think first and foremost culture and change must begin with a shift in a person’s mindset. I think it can challenge us and assist us with developing our skills and behaviors. It will allow us to be more innovative.
Schindler, J. (2019, September 13). The benefits of cultural diversity in the workplace. Forbes. https://www.forbes.com/sites/forbescoachescouncil/2019/09/13/the-benefits-of-cultural-diversity-in-the-workplace/?sh=1fccc7d471c0
