Introduction
Diversity and inclusion is a significant basic necessity that is required in every sphere of the world today. Diversity considers various ways people are alike and creates respect for their differences. Valuing diversity does not make all people alike, but it embraces the differences that make everyone unique. An inclusive culture of a given organization is attributed to the collective set of attitudes, behaviors, and values that govern and shape any institution or organization. A culture is a tool that profoundly influences members of an institution and employees’ experience at work positively and negatively. Inclusion joins diverse members of an organization, while diversity appreciates the differences between individuals. Organizations and institutions are no exception in adhering to diversity principles in their practices. Diversity and inclusion positively contribute to society’s economic, social, and cultural growth and values.
Critical Analysis
An inclusive environment creates room for diverse groups of people to operate in unity and unique characteristics of every member of an organization. Thomas et al., (2021) highlight that diversity and inclusion initiatives are essential in an organization’s business environment and productivity. An environment that supports inclusion promotes an equitability culture in demonstrating behavioral values that respect groups and individuals from diverse backgrounds and recognize certain circumstances and challenges those people to face. Promoting inclusion and diversity in the workplace fosters organizations’ global and open-minded cultures. This culture promotes a brand’s public image and creates better understanding between colleagues. People are all uniquely different, and every individual is strong or weak at different points. Further, everyone is essential in fulfilling the requirements of a diverse, equitable, and inclusive workplace.
Stakeholders in different fields must provide diverse and inclusive environments for their subjects. In ensuring that inclusivity is achieved, all individuals should be valued. This approach enables the workplace to grasp varied perceptions about each other. Inclusivity would also mean providing access and opportunities to the same resources. As a result, members in various organizations feel and develop a sense of belonging and get psyched to collaborate as a team. Diversity and inclusivity provide opportunities for learning and developing learning skills, productivity, and communication. Employees whose voice is heard at work feel empowered to perform their work effectively. Diversity and inclusivity in society can be built and maintained by setting procedures and policies that eliminate discrimination factors. For instance, unfair admissions in schools and discrimination against people with disabilities reduce productivity in institutions and organizations (Thomas et al., 2021 & The U.S. Department of Education, 2021). Diversity and inclusivity benefit society in ensuring economic, social, and productive development progress.
Profitability is the main objective and goal of any institution and organization. Businesses try to meet the expectation of society by adhering to values that attract the attention of many people. Therefore, diversity and inclusion are the core values that society expects from every organization while operating in a particular environment. Thus, businesses and institutions that promote diversity and inclusion attract more customers. Increased interest of people to work in organizations boosts the competitive advantage of its business in the market.
Reflection
The study materials in this course have triggered my knowledge and understanding of diversity and inclusion in society. Thomas et al. (2021) and the U.S. Department of Education (2021) have projected a higher understanding of simple social justice that needs to be articulated by every sector of society. Diversity and inclusion are vital in developing people, society, and the world. These resources have taught me the essence of diversity and inclusion concerning its positive and negative impact on the members of institutions and organizations.
Organizational productivity and institutional performance solely rely on diversity and inclusion approaches. For organizations, it has helped to link the context between productivity promoted through inclusion and diversity of people irrespective of their nature. The productivity of an organization or company is easily achieved because employee engagement is encouraged through inclusion. Diversity of employees enhances workplace productivity through the exchange of skills. As a result, companies have a high rate of innovation when people share skills and ideas. Smartly encouraging diversity in schools promotes successful innovation and inventions. People share means and ways of problem-solving skills. In addition, learners build high confidence as they learn together. Postsecondary inclusivity efficiently equips learners with skills to work in diversified environments. I think diversity should start from lower-level classrooms to build a positive environment each learner will grow up impressive in society.
People are motivated and attracted to organizations that emphasize diversity and inclusion. As the business environment has become complex today, the market has become competitive for many industries. Thomas et al., (2021) helps to understand the need for companies to ensure that there is no discrimination against employees, irrespective of gender, race, disability, or religion. These factors constitute the social justice the public needs to identify an organization. More so, a business environment that supports diversity and inclusivity of all people, especially those with disabilities, realizes high productivity rates. Diversity helps to ensure that employers employ people without discrimination. Thus, Thomas et al. (2021) make sense of the benefit an organization obtains by ensuring diversity and inclusion are achieved in the society and environment in which it operates. Inclusivity puts employers at the front to ensure that people with special needs contribute to the success of an organization with equal measures.
Diversity and inclusion have shed light on a significant sphere of human rights and the promotion of values that support the rights of people with special needs. Social justice expects that every organization should be a promoter of inclusion regarding gender, race, and conditions. Most often, customers respond quickly to workplaces that promote human values. Employee engagement increases in such organizations, and output realized is greater than in those organizations that do not promote inclusion and diversity. Thomas et al., (2021) idealize that inclusion and diversity in places of work promote the welfare of the minority and people with special needs. This characteristic of companies enables and improves a business entity’s public reputation.
Furthermore, I have gained more understanding of the diversity needed in schools. Inequality in schools and admissions is an issue that not only hinders education progress but also harms students’ productivity (The U.S. Department of Education (2021). Universities and colleges will rely on postsecondary guidelines to ensure fair and lawful admission practices. These guidelines serve as a clear framework through which admissions consider racial aspects and ensure that admission decisions are carried out transparent and equitably. Diversity must be applied in every part of society, such as schools. In this case, promoting diversity in postsecondary education has various benefits for institutions and students.
The idea of accepting students from every background, irrespective of gender, race, religion, and other differences in traits, increases the prevalence of globalization in ideas and knowledge. It drives innovation and creativity when students interact in a classroom. I also learnt that encouraging diversity in class helps students behave empathetically in class. It creates understanding and acceptance of each other. As a result, other students feel safe and more confident and become more open-minded while studying in a mixed environment.
These materials have also taught me that diversity and inclusion in the workplace motivate employees and attract customers. On the other hand, diversity in schools promotes innovation and the exchange of skills required in problem-solving today. Diversity is the way to go for many companies and organizations that seek to compete favorably in the complex market today. Companies that promote inclusion have a positive public image and reputation for advancing human and employee values. Diversity is healthy for any society to grow and achieve its goals in every sphere of life.
Conclusion
In conclusion, inclusion and diversity ensure fairness and equality for everyone in different environments, such as schools and workplaces. Workplace inclusion promotes the competitive advantage of an organization’s brand while attracting more customers. Diversity in schools creates innovation and improves problem-solving skills for the world’s dominant problems. Racial discrimination deters the progress of an organization and school because there is a lack of engagement and exchange of ideas and skills. Employers and stakeholders in crucial institutions encourage diversity through fair and equal hiring and admission of workers and students, respectively. Schools should avoid racial discrimination in admissions during postsecondary education because it enlightens students on the importance of diversity worldwide. Moreover, inclusion and diversity increase productivity in different areas. Workplace productivity is achieved when innovation is encouraged. Diversity must be established in workplaces, schools, and other locations and spheres of life.
References
Thomas, K., Ochrach, C., Phillips, B., & Tansey, T. (2021). Social justice as an organizational identity: An inductive case study examining the role of diversity and inclusivity initiatives in corporate climate and productivity. Journal of Business Diversity, 21(4). 31-43. Web.
U.S. Department of Education. (2021). Guidance on the voluntary use of race to achieve diversity in postsecondary education. Web.
