Thinking About Diversity

It is also possible to improve physical ability to a certain extent by incorporating healthy diet and physical conditioning into one’s lifestyle. Physical ability is listed as a primary dimension of cultural diversity because height, bone structure, and other physical attributes are genetic and not open to choice. Sexual orientation is also a primary dimension of diversity. Secondary dimensions of diversity include attributes that are considered less central to social identity. These dimensions can change based on life experiences. They include where one lives and works, socioeconomic status, education, and religion.

Ethnic, Cultural, or Other Groups I Identify With I am a Black female who identifies with the Black community as well as other ethnic groups. I was born and raised in a large metropolitan city. I am a product of my big city upbringing. I believe that being raised in a large city has equipped me to be comfortable in many settings and with people from any group or cultural background. The Black culture and history is very important to my lifestyle. I work with young men and women in the Black community to advise them on career paths and encourage them to make positive life choices.

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As a woman, I am very concerned with many of the issues that are affecting women. The rise in teen pregnancy is one issue that I address with young women I encounter. Violence against women is also a problem that is prevalent in society. Women continue to be subordinated and discriminated against, and the struggle to change the situation is one of my top priorities. My social circle is made up of professionals who enjoy cultural pursuits such as plays, music, concerts, and charitable activities. Diversity and Inclusion Diversity refers to any mixture of items characterized by differences and similarities, (Harvey & Allard, 2009, p. 11). This definition refers not just to people but also to the differences and similarities of functions or conditions along a given dimension. In identifying diversity in an organization, it is also important to identify the similarities within a group. When management accesses a group of ethnically diverse individuals, if they focus on the similarities among them, it will be easier to build common ground and mutual respect.

Inclusion is a technique that organizations can use to optimize the benefits of a culturally diverse workplace. Rather than just focusing on cultural diversity as a quota to fill, organizations can use the cultural, ethnic, and experiential differences of employees to add creativity, new ideas, and new strategies. When every individual thinks that he or she is operating in a safe environment, they can be comfortable sharing innovative ideas that may not follow the traditional concepts of the organization. Importance of Workplace Diversity Training Effective workplace diversity training can benefit an organization in many ways.

Increased productivity can result when employees appreciate and learn from the cultural or ethnic differences of their fellow employees. Workplace diversity training will increase the emotional intelligence of individuals which will increase their tolerance of differences. Emotional intelligence is awareness of self, managing self, self motivation, awareness of the emotions in others, and managing interpersonal relationships, (Harvey & Allard, 2009). Emotional intelligence and emotional maturity can allow individuals to be open to the possibility of considering differing opinions and strategies.

More openness among team members within an organization will increase creativity, cooperation, and collaboration. When cultural and ethnic diversity are successfully managed within an organization, minority employees will feel acceptance and comfort which will encourage them to express innovative ideas without fear of repression or ridicule. The majority employees will be given the opportunity to expand their acceptance and knowledge of different values, beliefs, and opinions. Workplace Culture and Inclusion I have had the opportunity to work in large and small organizations. During high school, I worked in a large department store.

There were many races, ethnic groups and ages. The age groups in the workplace were in three categories. There were older workers who had worked in the store for many years and had made it a career. These employees spent most of their free time socializing with each other, such as breaks and lunches. They were generally very friendly and helpful to new employees. The second category was made up of managers ranging in age from about 25 to 40. Most of the managers were college educated and were hired specifically as managers. There were also managers who had started at an entry-level position and worked their way up to management.

The third category, which I belonged to, was made up of young high school and college students. This category generally socialized with each other. I do not recall any negative interactions based on race, culture, sexual orientation, or ethnic heritage. Throughout my career I have worked with a variety of ethnic groups, races and ages in a variety of corporate settings. I have always been fortunate to work in very inclusive organizational settings. I have not worked in an organization that discriminated against employees based on their diverse ethnic or cultural backgrounds.