Diversity Workshop Critique Paper

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University of Texas, Arlington *

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4326

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Management

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Feb 20, 2024

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docx

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1 Part 2: Diversity Workshop – Critique Analysis Patrick Moore University of Texas at Arlington 2242-MANA-4326-006 Diversity in Organizations 3 February 2024

2 A Critique of Diversity Workshop Companies and businesses are expanding rapidly as the global economy grows quickly. However, diversity, equity, and inclusion in the workplace are factors that firms need to establish to ensure that intercultural competencies, fairness, and diversified individuals have been given the opportunity in the workplace and in the business to exercise their rights and responsibilities. Companies that focus on diversity, equity, and inclusion are more likely to record high productivity due to the wide range of human resources at work. Diversity, equity, and inclusion have caused significant impacts on businesses production and must be practically implemented at the workplace in various businesses, which the presenter and the Diversity workshop should have focused on during her speech. However, the paper utilizes research on the implementation and importance of the three factors in creating enabling working environment to critique the presenter's speech. The presenters explain the presentation's diversity, equity, and inclusion, which has been proved vital for business operations. Besides, DEI benefits the companies as they realize more significant growth by outperforming those without it due to increased workplace collaboration (Myrtle Beach Area Chamber of Commerce, 2020). Diversity enhances the presence of all individuals despite age, ethnicity, race, among others. At the same time, equity reinforces fairness and justice at the workplace, giving the employees whatever, they need according to the company policies. Inclusion allows different arguments and ideas basing cultures and climates on a business. Dei has also been proved valuable in the recruitment of employees and daily operations of the company. Therefore, cultural competencies need to be developed in business organizations that value DEI in enhancing growth and meeting business objectives.

3 Enhancing DEI has been difficult for most organizations, especially those rooted in their cultural background, preventing inclusivity and equality. From the presenter's perspective, I want to conquer the benefits resulting from a culturally diversified working environment employing equity and inclusivity (Riccucci, 2021). DEI drives economic growth due to increased output, captures a more significant share of the consumer market due to a good understanding of the customer's culture and diversification, and recruitment of employees from different backgrounds, experiences, knowledge, and skills, thus fostering creativity and innovation. However, it is essential for enhancing cultural competencies at work. Still, the presenter hasn't elaborated on the magnitude of cultural incompetency’s at work, the root cause, and appropriate measures. Business policies are built by the management and stakeholders, who are the critical partakers of decision-making. Besides, employees always struggle to keep their jobs and would not be the best target for enhancing cultural competence in the workplace. Caligiuri and Lundby (2015) argue that an organization's ability to hire global teams is the best way of strengthening cultural competencies. Therefore, the management decisions, including the human resource management, need to be the key stakeholders in employing diversification in hiring their employees and formulating policies to promote fairness and inclusivity at workplaces to enhance productivity. She argues that a person needs to develop a capacity to use the flashlight on themselves to lower implicit bias. However, I am afraid this issue of noticing a person's internal feelings and thoughts may not work for an organization rooted in discrimination based on race and ethnicity. She further emphasizes paying attention to things that make her uncomfortable as well as practicing constructive uncertainty. I differ from the present on these measures. However, I would like to explain that a person's feelings cannot form cultural competencies as the people practicing cultural incompetence do not even understand what

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4 they are doing. Therefore, the best way to eradicate this disease is by creating awareness, enhancing a proactive attitude, skills, and knowledge by clearly explaining the impact of cultural incompetence on the organization (BCT Partners, 2021). A change agent would be the best person to enhance DEI within an organization by training the management, stakeholders, and employees on benefits and limitations resulting from DEI. Therefore, implementing these factors would create a diversified, equitable, and inclusive work environment that is fruitful to the organization. In conclusion, DEI must be implemented for an organization to succeed. Besides, companies can quickly achieve this by involving the management in the transformation process. It will encourage the hiring of diversified employees to form all over the globe and train them on intercultural competencies. It would help the administration and the employees understand the benefits and risks awaiting any choice they make. Thus, they would be able to DEI in policies and practices within a workplace. Therefore, a firm shall expand and gain a global economic market resulting from creativity and innovation brought by diversified workers.

5 References BCT Partners. (2021). What is cultural competence, and why is it important? Retrieved from BCT Partners: https://www.bctpartners.com/post/what-is-cultural-competence-and- why-is-it-important Caligiuri, P., & Lundby, K. (2015). Developing cross-cultural competencies through global teams. In Leading global teams (pp. 123-139). Springer, New York, NY. Myrtle Beach Area Chamber of Commerce\. (2020, July 2019). EVOLVE series | Diversity Equity and Inclusion 101 . Retrieved from Youtube: https://www.youtube.com/watch? v=ldyE6qYdKDQ Riccucci, N. M. (2021). Managing diversity in public sector workforces . Routledge .

Diversity Workshop Critique Paper

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