R&P Module Two Journal (2)
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Southern New Hampshire University *
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Feb 20, 2024
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Uploaded by ChiefReindeerPerson1058
Tatianna Fulton
Southern New Hampshire University
ENG-190-J7430 Research and Persuasion 23EW2
Amy Szpara
November 4, 2023
During my research on discrimination against people of color in the workplace, I came across two useful sources that can help me answer my research question on creating a more equitable workplace. One of the sources is an article by Robert Livingston titled "How to Promote Racial Equity in the Workplace," in which he outlines his process for promoting racial equity in the workplace called PRESS
. Livingston is an accomplished social psychologist, author, and a leading authority on the scientific basis of bias and racism in corporate environments. He has worked as a diversity consultant for numerous Fortune 500 companies, public-sector agencies, and non-profit organizations over the last 20 years. He was also awarded the 2020 Warren Bennis Prize for the best leadership article published in HBR. Livingston's article provides a clear, step-by-step guide that organizations can follow to achieve improvements in the workplace. I am confident that his article will be very helpful in answering my research question because of his expertise and extensive experience in the field. It's important to note that while Livingston's views reflect his personal experiences and research interests, his article is still a valuable resource for promoting racial equity in the workplace. However, some individuals may refute the existence of racism due to their unique definition or understanding of what constitutes racism. Therefore, the reception and interpretation of his ideas can vary based on the reader's perspective and comprehension of racism. It's crucial to acknowledge that the article is written from the perspective of Livingston, a
prominent thinker and researcher in the field of underlying bias and racism. While his expertise is used to offer informed strategies for promoting racial equity, it's important to note that his views may reflect his personal experiences and research interests. It is crucial to remain conscious of potential biases present in an article while reading it. Different audiences may react
differently to such biases. For example, if a person of color reads this article, they may support and appreciate Livingston's ideology, while others may not.
As for my second source, Donnebra McClendon, the Global Head of Diversity, Equity, and Inclusion at Ceridian, shares various strategies for promoting diversity, equity, and inclusion in the workplace in her article titled "How to promote diversity, equity, and inclusion in the workplace." She provides excellent examples of how companies can promote equity, such as recognizing holidays of all cultures and creating strategic training programs. Her insights are particularly valuable in helping me address my research question. McClendon's credibility stems from her certificate in Diversity, Equity, and Inclusion from Cornell University and her master's in leadership. She has over 17 years of experience in diversity and equality in the workplace, making her a highly experienced and knowledgeable professional. In her role at Ceridian, she is responsible for designing and implementing policies and programs to ensure equity and fairness. McClendon's distinguished background in diversity and equity makes her a credible source of information for any audience. Her extensive experience and training allow her to guide others towards achieving fairness in the workplace. Additionally, her high-ranking position in her career further adds to her credibility and makes her
a valuable resource on this topic.
After analyzing Donnebra McClendon's article "How to promote diversity, equity, and inclusion in the workplace," it appears that certain biases may be present. These biases could potentially stem from the author's personal experiences, beliefs, or cultural background, and could inadvertently influence the strategies and recommendations presented in the article.
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McClendon's professional role at Ceridian may have led to a professional bias, as her strategies for fostering diversity, equity, and inclusion are likely informed by her experiences and
successes within her organization, which may not necessarily apply to all companies. Additionally, the article primarily emphasizes corporate actions such as pay equity and strategic training programs, which suggests a bias towards solutions that can be implemented at the organizational level, potentially overlooking individual attitudes and behaviors that also contribute to workplace inequity.
The article is based on the concept of unconscious bias, which some individuals may not acknowledge or believe impacts their decision-making. These potential biases do not necessarily undermine the value of McClendon's insights, but they should be taken into consideration when interpreting her recommendations.
The way readers respond to the potential biases in Donnebra McClendon's article on promoting diversity, equity, and inclusion in the workplace can vary depending on their experiences, perspectives, and the context of their workplace.
While some readers may find McClendon's insights valuable and applicable, others may feel that the strategies she suggests are too specific to her role or company, making them less broadly relevant. Additionally, readers in positions of power within their organizations may appreciate the corporate-oriented approach and find actionable steps they can take, while employees in non-decision-making roles may feel overlooked or powerless if individual actions are not emphasized.
Readers who acknowledge the impact of unconscious bias will likely appreciate McClendon's emphasis on tackling this issue. However, those who do not believe unconscious bias affects their decisions may dismiss her suggestions as irrelevant or unnecessary.
Overall, biases are not inherently negative and often reflect the author's experiences and expertise, providing a valuable viewpoint on a subject. However, readers should be aware of these biases in order to critically analyze the information and decide how to apply it to their own contexts.
References McClendon D. (June 21, 2022). How to promote diversity, equity, and inclusion in the workplace. https://www.ceridian.com/blog/support-diversity-and-inclusion-in-the-
workplace#1beawarebias
Livingston R. (2022, Sept/Oct). How to Promote Racial Equity in the Workplace. https://hbr.org/2020/09/how-to-promote-racial-equity-in-the-workplace
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