Thinking About Diversity, Essay Example

What are the dimensions of cultural diversity?   

Cultural diversity refers to the variety of human cultures or societies in a certain location, or around the world (“Cultural Diversity”, 2010). It is the existing cultural differences between people from different races or ethnic groups. Examples of this are languages, how people dress and their traditions. Different cultures also have different ways of organizing themselves and interacting with the environment. The dimensions of diversity come in layers; the inner layer covers the following: age, ethnicity, gender, national, regional or other geographical areas of origin, physical and mental ability, race and sexual orientation. This primary phase or layer of diversity is powerful in society because in brings a big impact on our socialization, experiences, values as well as assumptions. The second layer includes the following: Education, military experience, income, family status,  social class and spiritual practice. This secondary dimension of diversity is important because it contains elements which are more specific, and can lead to prejudice assumptions and discrimination when negative attitudes are not adverse (Smith et. al., 2001).

With what ethnic, cultural, or other groups do you identify?

The United States has become a very culturally diverse environment, and this includes areas such as the workplace and the school. I identify coming from a variety of cultural and ethnics groups. Most of the time, the fact that they do come from a different race or have a different ethnic background does not even occur to me. The members of my social circle share a number of things in common, which does not include cultural heritage. They include things such as the same taste in music, the same humor and generally the same interests. The members of my social circle are not limited to these things, some friendships can go deeper, like sharing the same fears, goals and ambitions in life. I believe that it is easier to identify with your peers if you overlook their race or cultural background. People of different social groups or ethnic backgrounds can come together because of one common interest which has nothing to do with their culture.

What is the difference between diversity and inclusion?

Cultural diversity refers to the differences we see in race, society and cultures. Inclusion is the feeling of belonging despite these differences (“Inclusion”, 2010). In an organization, inclusion is the engaging of individuals no matter what social, ethnic or cultural background they are from. This is important in the success of the organization as a whole, because it promotes working together. Inclusion involves understanding diversity and displaying human respect. It is treating everyone equally without any sort of discrimination or prejudices. Inclusion also requires individuals to be aware of diversity, as well as not to make assumptions based on this diversity. Inclusion is usually related to children with education as well as their rights to be treated and valued on the same level as regular education students (Leafsteadt et. al., 2007). Although, there is a broader spectrum which includes anyone who may be at risk of being alienated for reasons of race, gender, sex and any other factor that can contribute to exclusion will benefit immensely from the practice of inclusion.

What is the importance of workplace diversity training?

The incorporation of diversity in the workplace is essential to an organization because it improves productivity and allows the company to remain competitive (Wentling, n.d.). It is not only for social morality and economic equality, the training to be aware of and accept diversity for the benefits of the company in increasing profit in both national and global competition. The training incorporating diversity in the workplace includes employees and employers being aware of the following: the needs of workers, the demands of competitiveness as well as satisfying them, and fulfilling the company’s role within the community. Organizations respond to incorporating diversity in the workplace, not only to ensure a healthy working environment, but also to reap the potential benefits it offers (Wentling, n.d.). The most important aspect of the incorporation of diversity is increasing productivity among workers. This is more specific among minority groups, workers with certain disabilities, women and homosexuals; these are groups who have been underrepresented throughout history.

What is your experience with workplace culture? Could there be, or could there have been, more inclusion?

As compared to the educational system, the workplace seems to offer a more diverse variety of individuals. Since you only get to interact with your peers in school – people who are the same age as you, generally from the same area, and most of the time with the same economic or social status. The workplace seems to be a more diverse place. One matter which did come to my attention during the readings and learning the definition of inclusion is that I do not see many people with disabilities in the workplace, and there are not many in school. I believe that this could be an issue with inclusion. Throughout my research, I came across an act known as the known as the Education of all Handicapped Children Act, or PL 94-142; which pledged that all children would have access to Education (Keogh, 2007). Before this act was introduced, children with special needs were not included in general education, and they were alienated and kept out of sight. I do not think there is a large issue when it comes to cultural diversity; people have grown to accept different races and different cultures. I believe that it is inclusion for children or people with special need or disabilities which needs to be reinforced. Because although the act has already been introduced, I do not see much action towards including people with disabilities in education and even in the workplace.

References

Cultural Diversity. (2010). Wikipedia.org. Retrieved October 1, 2010, from  http://en.wikipedia.org/wiki/Cultural_diversity

Keogh, B. (2007). Celebrating pl 94-142: the education of all handicapped children act of 1975. Issues in Teacher Education, 16(2), Retrieved from http://caddogap.com/periodicals.shtml doi: ISSN-1536-3031

Leafsteadt, J.M et. al. (2007). “was it worth it? you bet”: the impact of pl 94-142 on lives and careers. Issues in Teacher Education, 16(2), Retrieved from http://eric.ed.gov/PDFS/EJ796234.pdf doi: ISSN-1536-3031

Smith, B. et al. (2001). Working with diverse cultures. Retrieved from http://ohioline.osu.edu/bc-fact/0014.html

Wentling, R.M. (n.d.). Diversity initiatives in the workplace. Retrieved from  http://vocserve.berkeley.edu/CW82/Diversity.html