Term Paper on "Managing in an Inclusive Environment Discrimination"

Term Paper 4 pages (1296 words) Sources: 5 Style: Chicago

[EXCERPT] . . . .

Inclusive Environment Managing

In the modern business world, diversity has become not only increasingly important, but also an increasingly prominent issue. The reasons for this are several. The Western social world has become increasingly diverse, particularly in countries such as the United States, which attract many immigrants. In order to uphold its ideal of democracy and equality, the United States especially has put measures in place in order to ensure diversity in the workplace and learning institutions in order to represent the diversity found in society. While this brought about a number of advantages, especially for those who have been marginalized and impoverished as a result of their gender or ethnic background, certain challenges have also been part of the current paradigm. These challenges can be mitigated by targeted managing strategies. The managers seeking to incorporate a nondiscriminatory paradigm in the workplace therefore needs to also implement strategies in order to ensure that this paradigm does not cause an undue amount of stress among the workforce.

Advantages and Disadvantages of Nondiscrimination

The advantages of nondiscriminatory practices in the workplace are fairly obvious: the workplace becomes more diverse, greater tolerance is created, and the company attains a reputation for nondiscrimination. In this, the company also becomes known as one that truly serves the needs of the community it represents, and in this way gains trust within the community.

Disadvantages are however related to the legal and technical issues of implementing nondiscriminatory practices. Particularly in the United States, it has for example become absurdly easy to take an employer to court for discrimination if the injured party belongs to a minority group. This is particularly true of sexual harassment and/or discrimination cases. While many of those cases are indeed legitimate, it is also true that some are simply a woman's attempt to take advantage of her gender in order to gain some extra spending money. In such a case, it is very difficult to distinguish truth from untruth, especially if the woman in question is represented by a quality lawyer.

Another difficulty associated with nondiscrimination in the workplace is the fact that legally imposed quotas may result in questionable hiring practices. Even if this is not the case, coworkers may feel that a person from a minority group received a promotion or was hired for a certain position based only upon the fact that a certain amount of minority people are required in the company. It is argued that such hiring practices is also discrimination and does not take into account the qualifications or ability of the person to perform well in the work required of him or her. Even if this is not true, this idea may lead to internal resentment in the workplace, a lack of worker satisfaction, and a consequent inability of all workers to perform at their optimal level.

This relates to a further problem of internal worker relations. Resentment towards coworkers could also become a problem, and harassment on the basis of ethnic or minority status may further hamper worker performance. The result may be costly legal issues if the situation is not managed correctly.

The Successful Promotion of Nondiscrimination

Promoting nondiscrimination successfully, especially in a workplace that has been traditionally homogeneous, can present a challenge to the managing body of an organization. The issue is however significantly facilitated by the fact that not only society, but the media have begun to work together to promote diversity in the collective social consciousness, particularly in the Western world. Diversity and tolerance are promoted in the workplace, in schools and in society in general. This change of culture is also reflected in the law, requiring hiring practices that are not related to ethnic background or any other form of differential discrimination. Hence diversity is increasingly accepted as a social paradigm, and can be used by management in order to promote nondiscrimination.

Barmes and Ashtiany (2003: 275) emphasized… READ MORE

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