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Additionally, by viewing the issue of workplace diversity at a macro levels an understanding of socialization, education, healthcare, and the role of company community and diversity projects can be brought into the conversation of discussing the possibility of more diverse workplaces in the future.
This article gives a longitudinal perspective of the issue of workplace diversity and highlights the role social research plays in challenging and shaping business practices related to workplace diversity.
A link to a corporation's diversity program or mission statement can be found on virtually every Fortune company website. Since the early s, companies have aggressively positioned themselves in the marketplace as an employer championing workplace diversity and a partner supporting local diverse communities.
This drive toward diversity has been spurned by dramatic shifts in manufacturing jobs away from advance capitalism economies, a rise in service sector jobs, company branding, investor relations, and in some cases a sincere business ethic.
Despite the public narrative on diversity presented by companies, growing diversity--and even hiring trends favoring women in America's service-intense workforce Green, --the fact is that many of the problems related to diversity do not seem to be going away. White men still dominate high status jobs and substantial pay gaps persist between men and women, white Americans and minorities, and upper and lower classes.
Diverse teams in organizations routinely encounter communication obstacles and in many instances are less productive than their homogeneous counterparts. Many of the challenges of diversity remain beyond the reach of large companies. Historical systems of racism, chauvinism, and classism along with their inherent rationality have lost favor with the rise of new cosmopolitan social graces.
Yet these systems of historical bias remain intact and interconnect with networks of enculturation, education, health care, and economy constructing a faceless systemic bias that constrains the rise of a highly skilled diverse workforce.
The well-intentioned corporation may find that once it has addressed internal issues of hiring, training, and promotion bias that the diverse workforce they want to hire simply is not available. To better understand many of the issues surrounding the diversity in the workplace discourse, it is necessary to be familiar with some of the basic concepts and dichotomies leveraged in the diversity debate.
The primary categories utilized in research are race, class, and gender. These categories can be, and are often, extended. Other categories can include age, physical abilities ableismreligion, and sexual orientation. Within companies and labor markets diversity is studied in proportional analysis of minority and majority group members and in integrative approaches that examine faultlines determined by reoccurring majority-minority splits across many categories Kravitz, Thus, diversity can be measured separately at many levels in the workplace hierarchy including the field, shop floor, project team, management team, and board room.
Disparities in fairness can be studied through phenomena such as wage gaps, job segregation, marginalized work, and glass ceilings. Finally, workplace culture and its relationship to proportional representation, pay structure, and authority allow researchers to analyze the ability of certain types of workers to have a voice in the workplace.
With these approaches, the sociologist is able to go beyond just measuring the count of majority and minority employees in a workplace.
The sociologist can measure upward mobility, fairness in pay, status in like jobs, the effectiveness of teams, and cultural changes. Diversity is a social benefit only if it encompasses fairness in opportunity, rewards, and proportional representation.
More often than not these characteristics are phenotypical, that is, differences in color of skin, facial features, and hair texture. Race as a category does not reflect actual genotypical differences gene differences. For this reason race may actually hide or obscure discrete ethnic groups with common historical origins Marshall, This does not prevent sociologists from using race in their analysis of diversity.
However, within modern sociology race is not viewed as reflective of a genetically like group. Rather it is assumed to be a category shaped by larger social values. She defines sex as the the biological differences between male and female and gender as the parallel and unequal division between masculinity and femininity in society.Sample Research Paper on Diversity.
Posted on September 26, , am, by admin, under Sample research papers. Diversity is the mixing of race or gender in educational and employment opportunities.
In the student body it’s imperative to create a campus environment which encourages tolerance and respect for individuals regardless of. How to Write a Research Paper on Cultural Diversity. This page is designed to show you how to write a research project on the topic you see to the left.
Use our sample or order a custom written research paper from Paper Masters. A Concept Analysis of Diversity - Diversity has many definitions but only one true meaning. This concept Analysis is dedicated to exploring the broadened sense of diversity through active concepts with respect to term usage, and current literature research to support the understanding and relevance of .
For instance, out of published research articles on diversity analyzed for this paper, “interpreted their result as the effect of diversity alone.” Apfelbaum, Phillips, and Richeson suggest that this imposes unnecessary norms on the study of the topic.
research and a positive approach to studying diversity, we hope to spark more research that examines the beneficial and empowering aspects of difference for individuals and groups in organizations.
Research Training and Career Development. Although the majority of fellowships are funded as NRSA (e.g., F30, F31, F32, F33), NIH also funds non-NRSA fellowship programs such as the Fogarty International Center’s International Neurosciences Fellowship (F05).