Literature Analysis/Review
Knowledge and Accurate Definition of Diversity and Inclusion
The current study’s findings indicate that the workplace understanding of issues surrounding diversity and inclusion in organizational settings is still eminently lacking. The fact that an overwhelming majority of participants in the study reported non-conversance with knowledge on the accurate definition of the concepts of diversity and inclusion also implies that organization do not take charge to educate their employees on matters of diversity and inclusion. This finding contrasts the recommendations offered by most scholars exploring the need for knowledge and practice of diversity in workplace settings (Hoel & McBride, 2017). The Concepts of Diversity and Inclusion This finding, as established in the current study, adds to the previous body of literature as it supports previous findings that the presence of knowledge on various aspects of diversity promotes organizational performance. While the varied definitions of diversity and inclusions are pegged on diverse worldviews and contexts, scholars have emphasized the relevance of workforce knowledge on such issues.
Our study’s findings amplify organizations’ need to facilitate understanding and workplace knowledge on inclusion along with both studies. Despite slight differences in definition, a shared theme between the current results and either article recognizes organizations as the primary harbors of diversity and inclusion and charge them to incorporate the concepts into both operational and business approaches for optimal output (Walker, 2019). A missing link from previous studies and the current findings fill the link between inclusion and diversity with prejudice within workplace environments. Baldwin (2017) argues that prejudice may emerge at higher rates in organizations that do not design an approach to incorporate inclusion as a standard and practice policies. Lack of organizational commitment to alleviate all forms of prejudice from its operations promotes intolerance (Baldwin, 2017). When analyzed in the contexts of racial differences both in the United States and beyond, prejudice is a critical workplace issue that can be detrimental to overall organizational performance, profitability, and sustainability The Concepts of Diversity and Inclusion.
Training on Diversity and Inclusion
The overwhelming majority of the current study participants indicated that there still lacks effective intra-organizational and inter-organizational training programs on diversity and inclusion. This finding links with those in the analyzed literature. For instance, Velasco & Sansone (2019) noted that organizations still lag in their efforts to design and implement HRM frameworks that sufficiently suit the training, performance assessment, and mentorship needs of employees on issues surrounding diversity. Similarly, Kang & Kaplan (2019) noted that despite the growing women population in medical professions, healthcare organizations had not implemented sufficient training approaches to curb gender prejudice, particularly among women from minority ethnicities. This finding also corresponds with that of Brancu & Hayes (2020), who observed that most U.S organizations still lack well-thought and implemented frameworks to enhance diversity and inclusion training. Both Velasco & Sansone (2019) as well as Kang & Kaplan (2019) recommend that integrating diversity training into ongoing professional development training processes in the organization can effectively curb various aspects prejudice The Concepts of Diversity and Inclusion.
Also, participants in the current study expressed a shared feeling that most organizations mainly address the issues regarding diversity and inclusion at times when unfortunate series of events concerning racial prejudice spur on U.S news networks. This finding remarkably twins with that of Ince et al. (2017), who observed that unfortunate series of events exposing racial, religious, gender, or any other forms of events trigger public conversation on prejudice, hence shapes the general public’s attitude towards discrimination in a more superior way than organizations do. However, the findings of this study differ considerably from existing literature on workplace diversity and inclusion because we explore diversity from a broader scope, while most of the studies are focused on racial and gender prejudice.
The Role of Leaders and Managers in Training Women and Minority Groups
The findings of the current research pointed that business leaders, especially managers, do not allocate and effectively spend time with women and other underrepresented groups in an organized effort to offer valuable training to develop them for future leadership and managerial positions. This researc
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