Running Head: DIVERSITY AND INCLUSION 1
Individual Learning project Part 2 Diversity and Inclusion
Latasha Bryant
Liberty University
7/13/2020
DIVERSITY AND INCLUSION 2
Diversity and Inclusion
Abstract
In many years, the in-depth revelations of diversity have witnessed a simultaneous shift
and integration to that of Inclusion. Despite the comprehensive coverage by diversity,
Inclusion has surfaced as a new subject of exploration. Diversity and Inclusion, as the subject
matter, constitutes interpretations and varied meanings that brands it ripe to examine the
literature of diversity hand in hand with Inclusion. Such a study aims to provide a more
profound and refined understanding alongside the synthesis of the conceptualizations. The
review also illuminates an integration of Biblical intersectionality integrated with the subject
matter and gives insights. Religious entities encrypt the concept of diversity and Inclusion on
two fundamentals, that is, Holy Scripture's doctrines and the universality of the Christian
Church. Through its entities, societies increasingly display a diverse workforce that
instrumentally improves its performance, an imperative never ignored by organizations upon
successful training programs of professionals. It is of higher essence that diversity adds value
that is both tangible and intangible.
Literature Review
Diversity in various perspectives impacts the performance of every undertaking. In
organizations, diversity has simultaneously assimilated the discourse of Inclusion into the
lexicon of popular discourse in societal progress. Practices such as recruitment, selection,
training programs alongside the development of entities and socialization activities like
parties and meals heed the lanes of Inclusion. Inclusion perceptions are frequently denotive to
an assumed mainstream of a society or entity.
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The review focuses on understanding alongside conceptualizing diversity and Inclusion,
reflecting on quiz controversies and interpretations around them, and assimilating Biblical
interventions as per the training set of personnel. Institutions that offer educational services
flourish in finding equal opportunities with the primary objective of treating all learners with
utmost respect, dignity, love and fairness. While fostering the contents of diversity through
training programs, these institutions uphold the uniqueness of every individual with regards
to their age, nationality, race, color, socioeconomic status, gender, and faith denomination.
Before letting trainees out to the market in different organizations, learning institutions
collectively attend to their core objectives of developing diverse academic relevance that
integrates the religious accord hence establishes an equitable approach towards realization of
the maximum potentials for excellence while studying or serving in organizations.
In many extents, diversity draws its insights into the composition of service provision or
workgroups in a society. Utmost emphasis on demographic differences focuses on the
structure of service or workgroups amidst factors that distinguishes an individual from the
other generally. Such an occurrence takes the shape of observable demographic properties or
characteristics like age, gender, race, or ethnicity. On the other hand, it could be attributable
to non-observable traits such as an individual's socioeconomic or educational status.
God’s teachings from the Holy Scriptures elevates the basic understanding that the human
race is one (Acts 17:26). From such Biblical context emanates humanity's broad diversity.
The scriptures go forth to elucidate the necessity and relevance of the subject matter upon
revelations that man created in His image with specificity that gender surpasses the male to
the Inclusion of female (Genesis 1:27). The Scripture effectively singles out racism as it
denotes similarity in humanity as created by the Lord. Besides, diversity also attains another
stimulus the divine integrations explicitly scatters any likely ideologies discriminatory in
nature (Genesis 1:28).
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Diversity in the community cultures draws expressions from the Scripture under the
doctrines transfused in the church’s universality. The global embrace of the Holy Spirit
explicitly terminates any element of discrimination that bars off the contents of diversity and
Inclusion. Such manifest the form of social class, gender, race, et al. (Joel 2:28-29). The
scriptures also reveal the contexts that bars of language barrier unto whence the disciples and
the followers of Christ made to speak in one language on the day of Pentecost (Acts 2:8-12,
and 16-21).
Diversity defined as a mixture of attributes that significantly influence people's way of
thinking and how they feel and behave while undertaking responsibility. It goes beyond
incorporating the extents focusing on the performance of high standards, acceptance,
satisfaction, and progress in an entity of service delivery. In other perspectives, diversity
entails an individual or work member's input delivery through varied perspective approaches,
personnel of different identities.
While relying on Biblical integration, every believer and follower of Jesus Christ exhibits
a unique and crucial role in his body. Stronger beliefs and acknowledgements subsist whence
distinctiveness involved in enhancing and allow beautiful weaving of the tapestry that
enriches honor to the Highest, God. Revelations display that God placed body parts just as He
wanted them to be (1 Corinthians 12:18-19). The verse solely considers utmost respect to
humanity since the Creator did the same out of love with no chance for discriminatory
influence.
Diversity perspectives; In society, a business case on diversity have all been built based
on assumptions that the female gender and minorities would add up over traditional male
service providers. As a foreseeable stipulation, the business had no choice than learning how
to initiate and integrate diversity workforce in production. Institutions at the United States
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manifest legal bond to support and uphold diversity as is provided according to the US Civil
Right Act of 1964, that aimed at fostering affirmative actions and offering equal employment
opportunities. The initial focus on female gender and personality based on color in the 1980s
has since progressively dilated to let in other forms of demographics like an orientation to sex
and religious practices.
In the contemporary context, diversity and Inclusion encircle other forms of invisible
differences among the people. In such instances, the perspectives illuminate personnel's
educational backgrounds, working and thinking styles, functional specialties, and even
personality traits. Other arguments enlighten diversity efforts' hindrances to the inclusive
cultures’ development as they emphasize differences over commonalities. Such an aspect
draws its revelations upon focusing more on modality identities like gender, race, disability,
and age, without addressing hidden characters that emerge from differences in needs,
cultures, values, attitudes, or beliefs.
The building block simulated in such instances includes the Biblical revelations that the
cultivation of a healthy educational community honoring God incorporates diversity and
Inclusion, fundamental beliefs as a means to that end. Through the training program on
diversity and Inclusion, every person at the institution is encouraged to simulate the subject
matter by promoting empathy to various beliefs and backgrounds of the personnel. Moreover,
it shed light on the necessity to involve appreciations to one another along their course of
events, not only at the institutions of study but extending the same to the whole society and
the workplaces. Encouragements to exhibit high tolerance levels while celebrating
individual's differences, that for the useful functionality of Christ's Body, every individual
obligated to fulfil self-distinct role upon which the creation of universe drew its very
beginning (Psalms 139:16).
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Different perspectives on diversity generated that can variate from negative prospect
noticeable by resistance (diversity as a threat) to a much positive approach like fairness and
discrimination perspective. The latter aspect focuses on justice accord and treatment that are
fair to all members of society as a moral imperative. Also, there subsists perspectives
legitimacy and access whence opportunities created upon differences that may enhance
access to new markets or consumers.
Following an organization's recognition, markets display cultural diversity and match an
institution's manpower, through a mode that gains access and enhances authenticity to
markets for individuals in training programs. Learning and integration perspectives
objectively aim at offering opportunities to provide sustained benefits. Diverse employees are
potentially valuable resources or tools for learning and impacting change premised on their
skills, beliefs, experiences, and insights. The valuations as a workgroup for the achievement
of an individual's goal alongside that of an entity. Despite the tangible reasons that promote
diversity and Inclusion, the concepts manifest a variety of advantages to individuals and
organizations. It enables institutions to compass diverse groups of customers alongside
markets. Else ways, it allows an assortment of perspectives, thereby promoting superior work
outcomes, and innovativeness to achieve utmost performance.
The perspectives also inherently explore the diversity of traditions in the most learning
community. Such takes the reference on the service providers by professors and lecturers who
carry out dialogues from different perspectives enlightening the trainees of the extents and
necessity of diversity and Inclusion in the society. The topic-based oriented exchanges and
engagement in the learning institution create a better understanding of the trainees
capacitating them with the necessity of respecting their peers that hail from different
denominations. Discussions in the learning institution borders objectively bar off traces of
tribalism honestly wrestling with the scriptures.
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Study revelations display an impact of improved outcomes and performance of various
extents in the society subject to diversity and inclusion way off just engaging several service
providers of female gender and color preference. Diversity, in itself, is deficient in modifying
societal performance. Inclusion empowered by accessory guidance and cooperative service
conscious personnel ultimately translate gains in society. To fully unleash the potential of
diversity, societies through their institutions should at best prioritize their focus on Inclusion.
A religious institution such as churches fosters intellectual integrity, love for neighbors
and empathy following the scriptures hence shape the relevance of diversity in the society. As
a linkage to success, diversity is the critical driver of innovation in technological
advancement. Study accords crucial regards for the societies' (organizations) success through
a global scale. It encourages and fosters varied ideologies and perspectives that promote
innovation. Most entities offer opportunities according to the creativity levels, financial
performance, innovation, and better capability to problem-solving. Furthermore, it includes
employee retention, information processing, and increased corporate and profit image,
concepts that attain their fundamental relevance upon diversity and Inclusion of personnel of
different identities.
The determining link between heterogeneity and desirable work outcome influenced by
the involvement of knowledge of the service provides upon reference to diversity and
Inclusion since knowledge acquisition and possession is not an undertaking of an individual
or race to its entirety. In different courses, training in diversity exhibit unintended
consequences. Overemphasis on differences could result in a backlash as it could fortify
stereotypes among the members of the minority. Diversity connection results in adverse
outcomes like lower individual commitment, costs due to discrimination and harassment,
personnel issues, turnover, and inhibited decision making. Also, higher levels of conflict are
negatively associated with demographic diversity. The most average initiative of diversity
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and Inclusion on reflect diversity programs of training whence studies explore its impact and
hence its success assessments. The area of focus includes gender diversity programs,
revelations on age, ethnicity, and race. Other initiatives include target area recruitment and
training of professionals.
Studies predominantly denote and explore the conceptualizations of diversity and
Inclusion across the globe. Researchers refer to the in-depth revelations regarding shifts in
emphasis of effectivity of diversity to Inclusion. Much as diversity aims its focus on an
individual or society's demographic makeup, Inclusion primarily entails the attention of
encouraging participation. It involves going beyond mere appreciation to diversity and
integrating and leveraging diversity into the everyday work life of individuals in society. In
drawing contrasting revelation of diversity from Inclusion, studies manifest the former upon
an emphasis on the variation and the demographic compositions of communal groups,
entities, or society as a whole. On the other hand, Inclusion entails an individual or an
employee-focused involvement development issue and ways to increase their participation
capabilities to leverage the effects of society's diversity (Sherbin & Rashid, 2017).
Research from different nations manifests a constitution that prohibits individuals from
discriminatory actions on the grounds of sex, religion, or ethnicity, among others. It also lays
equality in public employment opportunities hence the directive principle. Amidst the state
policy's directive principles subsists the Constitution which serves as a protective measure
obligated to correction guidelines against violations of deprivations to old ages, economic,
social, and political alignments. It outlines the States' due diligence, obligation, and capability
to promote the commercial interests and the educational standards with special care of regular
tribes and castes. It suffices as a protective measure regarding the marginalized segments of
economic and social reservations in the educational institutions.
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In one perspective, Inclusion entails the extent that allows individuals to carry out
uttermost contribution to matters of development in the society. In other instances, it refers to
the degree with which individuals or service providers in the working set accepted and treated
as insiders in the same working system by others. It also involves the degree of individual
encryption to feel the belonging as part of critical developmental processes in an entity or
society. Such operations encompass access to resources, information, the connectivity to co-
workers in the working system, and the ability to participate and impact decision-making
processes. Else ways involves removing obstacles to attain the maximum participation of
individuals in a society or workers in an organization (Lightfoote, Deville, Ma, Winkfield &
Macura).
As it focuses on the needs for belonging, individuals assimilate inclusive behaviors as
part of their daily life in society. Some of these behaviors include eliciting and valuing
contributions from individuals or service providers in a community. Biblically, the coming
together of people from various social classes, races and conditions to Jesus whence he
promises to reconcile them with the Father is a significant sign of Inclusion (1 Corinthians
12:12). Inclusion in various measures entails an active integration process, the same as the
final result, thoughts that incorporate dynamic change processes. Feelings of the aspect,
Inclusion, are determined by perceptions of respect, fairness, value and sense of belonging;
the first level of Inclusion.
The study illuminate drivers alongside outcomes of Inclusion that infers contingency on
equality and participation whence individuals are dependent on others for a primary goal of
enhancing societal development. The unique element of Inclusion entails the value and
impression of a sense of belonging. Thus individual uniqueness ought to include recognition,
affirmation, and appreciation by other members of the society hence their voice in making
decisions, representing the second level of Inclusion.
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While conceptualizing Inclusion, researchers establish their contents to the theories of
optical distinction, social identity, and need for belonging. The social identity theory reveals
the self-concept of which the derivation of membership attained a specific group of
individuals, especially those of social identities of high perception. An inherent and
fundamental concept of Inclusion entails an individual's want and willingness to exist to a
larger social unit. The theory of optimal distinctiveness lets individuals seeking acceptance by
valued social units or groups to always optimize their needs for belonging. Inclusion focuses
on the psychological experience of the feelings of recognition and treatment as insiders in the
society in a bid to maintain uniqueness (Salem & Salem, 2018).
It focuses on the recognition and valuation of the uniqueness of diverse individuals that
foster Inclusion. Individuals exhibit anti-needs of uniqueness and belonging to group settings.
When they feel different from the group members, a feeling of not belonging strikes.
Individuals vary in the sets of Inclusion dependent on degrees of belonging and uniqueness
experienced. On the other hand, it is the contrasting spectrum of exclusion whence
individuals undergo existing effects of low belonging and debased uniqueness (Alhejji,
Garavan, Carbery, O'Brien & McGuire, 2016).
The drivers of Inclusion base its revelations on policies and practices of merit, behaviors
of senior leaders, and managers in an organization or society. Inclusion draws its influencing
factors to an individual's self-confidence, locus of control, self-esteem, and personality.
Environments of inclusion influence individuals' willingness to serve on the far side of their
job-related duties, thereby engaging in citizenship conducts. At social levels, it calls for
acceptance and respect, listening ability, decision-making authority, trust, and accessibility to
information. It fails to meet its intents when individuals view others on complicated
stereotypes, thereby creating and sustaining fluctuations away from working with a focus to
integrating it hence overcoming the same (Nyadzayo, Casidy & Thaichon, 2020).
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The living climate of Inclusion links the outcome of the well-being of individuals, job
satisfaction, and organization’s commitment in a work setting. Other issues encircle, higher
quality relations in the society and for work delivery, intentions to stay, job satisfaction,
creativity, uttermost career opportunities and job performance. A climate of Inclusion
experienced when personnel of vast social identity units accorded the chance of presentation.
Else it is realizable in extents that ensure individuals' voices are heard and appreciated hence
promotes their engagement in the core collective activities (Le, Johnson & Fujimoto, 2020).
Biblical expressions reveal the climate of diversity and Inclusion essential for learners,
trainees, service providers, the managerial and the entire society of equality and similarity of
the human race through the fundamental redemptive fairness in Galatians 3:28.
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