Building Relationships at work (Essay Sample)

Building Diversity and the Workplace Name of Student Department, Institutional Affiliation Course Code: Course Name Instructor’s Name Date of Submission Building Diversity and the Workplace Finding appropriate ideas to define business actions and guide actors, firms, and individuals is one of today's main ethical concerns. Diversity has been a hot topic in management theory and practice recently, although it was first driven by legal concerns, particularly litigation avoidance and demographic changes. Today's diversity management professionals recognize that compliance with current standards or responding to a shift in labor market resources is not enough. Indeed, management literature argues that a broader pool of experience and knowledge found in an effectively managed diverse workforce is best suited to meet the challenges of competitive, dynamic, and increasingly global markets. A varied workforce's imaginative and creative potential may be exploited to cross-cultural borders and find original issue solutions, new product ideas, and focused marketing activities. This variety may be a benefit. For workforce diversity to thrive, it is necessary to foster an inclusive culture that encourages greater workforce integration while also awakening latent diversity potentials. Every self is a human being, but she is also a unique individual. Because of this inherent tension, many organizational and cultural environments can maintain a healthy balance (Diaz, Navarro & Chen, 2019). Cultural diversity is primarily an issue of social and political significance, involving social conventions and attitudes, beliefs, and expectations. Therefore, it is an ethical question governed by fundamental human cohabitation norms. As long as this is not understood and established, there will be no successful "diversity management." A company's diversification may have begun due to regulatory requirements, a scarcity of qualified employees, or a desire to attract new talent. A culture of inclusion and recognition A culture of inclusiveness is an organizational climate that allows individuals from diverse backgrounds, perspectives, and ways of thinking to successfully collaborate and perform at their best to achieve sound company objectives. Diverse opinions, views, and techniques are recognized, and everyone is encouraged to make a significant contribution. Several requirements must be met to make this vision of inclusiveness a reality. People who are comfortable with their personalities, can play a confident role, and are determined to offer their best are acknowledged as distinct but equal (Gould, Harris, Mullin & Jones, 2020). So long as they also feel solidarity with other members of the group. However, genuine face-to-face acknowledgment among equal but different individuals offers validation drive and finally releases any potential. That is why legal-only diversity programs will not work. People want to work together and trust each other, and they recognize each other's individual and team successes. The corporate world is full of humiliation, and harsh rivalry or a winner-take-all ethos leaves little place for trained camaraderie. Achieving the correct mix between independence and community is critical to building recognition space. A culture of inclusion depends on reciprocal recognition. An inclusive diversity culture respects the multiplicity of subcultures inside the firm; none are excluded from the continuous moral debate; and each subculture has the chance to shape the organizational culture, values, norms, policies, etc. As previously stated, the normative approach of recognition yields more fundamental principles (Diaz, Navarro & Chen, 2019). To be inclusive, one must be open to opposing viewpoints. In reality, however, this openness might be challenging to maintain if intellectual traditions encourage people to seek the one proper solution. There may be no ''correct" option. In the end, a dominating voice becomes generalized, while all ''other" voices get sidelined. Inequality and dominance often occur in the workplace when opposing viewpoints coexist with an unequal allocation of power, allowing one or more parties to override the wishes of others. It is undeniable that power disparities exist in every organization and country and that they will always exist (Piggott & Cariaga-Lo, 2019). The goal is to promote awareness of creating an inclusive discursive environment. Creating an inclusive culture Increasingly, employers throughout the world are emphasizing diversity in the workplace. Historically, many firms have maintained policies and practices that excluded specific employment opportunities. As a result, women and members of certain minority groups could not take specified roles inside the organization. According to recent studies, corporations and organizations may reap significant benefits from implementing a diversity strategy (Gonzaga, Appiah-Pippim, Onumah & Yialamas, 2020). Adoption and implementation of diversity is a critical competitive advantage for many firms, and it aids in the recruitment and retention of top people. One of the reasons why leading companies like Google have become so tempting to potential recruits is their diverse workforce. Choosing to construct an inclusive, courteous, and understanding culture is essential for establishing a diverse team. Today, every firm must cultivate a diverse workforce to get its benefits. It should be known that variety refers to age, education, physical appearance, sexual orientation, the nation of origin, religious affiliation, racial group, and gender. Diversity ensures that contemporary workplaces are welcoming and non-discriminatory for everybody. Diversity management is the process of maintaining a pleasant work environment for all employees, where their differences or similarities are appreciated (Piggott & Cariaga-Lo, 2019). This allows all employees to devote their best efforts towards achieving the firm's ultimate goals. As stated previously, a rising amount of studies recognizes the importance of workplace diversity in assuring high organizational success. These studies agree that organizations that embrace workplace diversity benefit from increased team productivity, cooperation, and cross-cultural sharing. An inclusive workplace also allows individuals to be innovative and use their most acceptable abilities. People who want to make a difference and contribute to the development of an inclusive culture must possess specific abilities and characteristics, which is referred to as inclusion competencies. Because of their catalytic function between values and norms and actual conduct, these competencies are critical in developing a diverse culture of inclusion, particularly in the workplace. Recognizing the other as different but equal; demonstrating appreciation for diverse perspectives, for example, by – actively listening to them; – trying to understand their viewpoints and opinions, and – integrating diverse perspectives into the ongoing cultural discourse Integrity and advanced moral reasoning, mainly when dealing with ethical dilemmas, are essential; a cooperative/consultative leadership style is preferred (Diaz, Navarro & Chen, 2019). These skills help employees, supervisors, and leaders understand the importance of fostering an inclusive culture. They make it apparent what is valued. For example, unless they are entrenched in an integrated management system, these abilities will have no long-term influence on the firm. Consider the manager educated in participatory decision making and cooperative leadership: She is aware that this conduct is desired inside the business, aligned with the diversity goal, and advantageous to the corporate culture. However, if her performance review, compensation, and bonus are still based purely on quarterly outcomes, she does not need to modify her leadership style. Especially when it comes to including others in decision-making processes and changing her leadership style, she will probably keep up the dictatorial attitude that has previously allowed her to accomplish her income targets and earn her bonus. Expanding inclusion often leads to confusion between what is and what should be because of the is/ought conflict (Gould, Harris, Mullin & Jones, 2020). In the absence of critical thinking, normative constructions may encourage an idealized sense of efficacy rather than those based on substantial evidence. Norbash and Kadom's (202...