In their article, Scarborough et al. (2019) address workplace diversity, investigate workplace diversity policies in the paradigm of affirmative action, and evaluate how diversity is viewed by people. The significance of this research is determined by the fact that in the present day, diversity in the workplace has become a highly important social issue in response to the general rise of the culture of tolerance and equality. That is why companies currently devote energy and substantially invest in corporate diversity for better performance in a competitive atmosphere and compliance with common standards. However, it is essential to understand how diversity and related efforts are perceived by different people in relation to their gender, ethnicity, and age to make them more efficient (Scarborough et al., 2019). In general, from the research, it is possible to identify three key points:
- As diversity has become a commonly accepted trend almost all over the world, ignorance or failure to address its issues may cost millions of dollars and destroy the company’s reputation. That is why the majority of organizations implement diversity policies – while some of them do it deliberately understanding the advantages of diversity, others are forced by circumstances and apply particular practices only to avoid punishment and protect themselves from lawsuits (Scarborough et al., 2019).
- Diversity in the workforce is strongly connected with the principles of equality and the absence of discrimination. That is why people’s attitude to diversity correlates with their attitude to equity, tolerance, and affirmative action.
- Gender, class, and race impact the perception of workplace diversity if any discrimination is presupposed according to these parameters.
On the basis of literature review, already existing knowledge, and data received from a survey experiment, Scarborough et al. (2019) aimed to evaluate how people view diversity practices and what factors affect their perception. During the survey, respondents were asked about their attitude to common diversity initiatives and whether they were affected by them. It was found out that people impacted by discrimination support workplace diversity that aims to eliminate it, while people who do not receive advantages from general equality frequently express concerns. Thus, Blacks, Latinos, and women generally support diversity practices, while men and Whites tend to reject them (Scarborough et al., 2019). In addition, people do not support forced and seeming implementation of diversity initiatives that focus on the company’s reputation but not employees.
In general, the article aligns with the concepts of diversity, the necessity of diversity practices, and the current situation in general. As anti-discrimination is taking up positions in all spheres of life, companies implement diversity and inclusion initiatives in response to the demand of society. In addition, the research corresponds with employment laws dedicated to the improvement of diversification in the workplace, including Title VII of the Civil Rights Act that prohibits discrimination due to race, religion, gender, or sexual orientation. It also addresses current diversity programs used by companies in order to boost employee performance and improve workplace equity, such as diversity training, the establishment of specific diversity offices, and mentorship programs.
From a personal perspective, diversity should be an intrinsic part of any organizational culture as all people deserve the right for work and appropriate payment. Thus, the article that may be recognized as highly informative is relevant to my position related to workplace diversity. In addition, I also believe that people’s attitude to it corresponds to their general attitude to equality, and people who may lose their benefits due to it will not support the absence of discrimination in any sphere of life.
Reference
Scarborough, W. J., Lambouths III, D., & Holbrook, A. L. (2019). Support of workplace diversity policies: The role of race, gender, and beliefs about inequality. Social Science Research, 79, 194-210.