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Week 4: Equal Employment Opportunity

Thinking About Diversity and Inclusion
Discussion Questions
Week 4
Frederick R. Paige III












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What are the dimensions of cultural diversity? Identify and briefly explain the
dimensions by referencing both textbooks.
Cultural diversity is the variety of diversification of human societies or cultures in
different regions of the world or in a certain geographical area. The main categories of
diversity include race, ethnic groups, religion, and gender. These main categories are just
some ways people identify themselves. There are also other ways such as cultural
differences, language, dress, and traditions. Society has various ways of categorizing
cultural diversity and different variations of categories. In referencing cultural diversity
and understanding it, we must be conscious that ethnic and racial labels are socially
constructed and these constructs have a powerful impact on how individuals see
themselves. It also has an impact on how others see them.
Cultural diversities are also broken up into dominant and subordinate groups.
Subordinate groups are classified into racial, ethnic, religious and gender groups and
adhere to what the dominant group forces them to do. The dominant group is the group
that sets the rules and has the majority of members that classify themselves with
similarities; race, religion, color, and ethnic group.
Harvey and Allard (2009) define workplace diversity as the ways in which people
differ that may affect their organizational experience in terms of performance, motivation,
communication, and inclusion.

With what ethnic, cultural, or other groups do you identify? Describe what
members of your social circle have in common?
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I would identify myself as a young black male or African-American and have myself
in the minority category by societies standards. I am a heterosexual, married, homeowner
and consider myself a Christian and that would be in the majority category. Schaefer
(2011) states that. Privilege is an unearned, socially constructed advantage that gives
group members who have it economic, political, and/or social power that is not necessarily
dependent on majority status. In American society, being male, white, able bodied, middle-
class, Christian, and straight are more powerful and therefore privileged groups.
The members in my social circle are diverse and have a vast of things in common.
My social circle includes white, black, Asian, males, females, heterosexuals, homosexuals,
and diverse religious differences. We share common interests such as sports, work,
recreational activities, political conversation and higher education.

What is the difference between diversity and inclusion?
Diversity is the state of having range. In the most common terms, we think of
diversity as sex, age, religion, or culture. Having diversity in one place is something that is
also measurable and computable. We are able to use census surveys to count the number
of people and how those people see themselves. Black, White, Asian, male, female, and so
forth.
Inclusion can be classified as being included within a group or a structure. Certain
rules, laws or rights can sometimes exist to give certain institutions or groups inclusions
that others might not get. This can be seen as reverse racism because the majority will be
included and the minority will not be. Schaefer (2011) uses the example affirmative
action is criticized for giving preferential treatment, but colleges have a long history of
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giving admissions preferences to relatives of past graduates who are much more likely to
be White rather than Black or Latino.
This example shows that inclusion only includes those; which the majority wants in
their group vice someone who may be qualified but not wanted by the majority.

What is the importance of workplace diversity training?
Workplace diversity training is important for a few different reasons. In most jobs
or organizations, employees and management deal with a diversity of clients therefore;
jobs should have the understanding to deal with many diverse people and cultures. This
training deals with increasing the participants cultural awareness, knowledge,
understanding and skill set. This can also be a way for an organization to protect itself
from civil rights violations and lawsuits. Along with diversity training, inclusion training
needs to be addressed to promote better teamwork and increase efficiency among the
participants.
Diversity training has the possibility to be counterproductive due an individuals
moral standards and moral considerations. Not everyone has good intentions or good will
therefore this training could be unsuccessful. Leading diverse teams and diverse
organizations is considered to be effective in todays world. There are so many diverse
people and cultures and understanding these people and cultures can have a positive affect
on business.


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What is your experience with workplace culture? Could there be, or could
there have been, more inclusion?
My experience with workplace culture has been neither been good or bad, it has
been diverse. I have served in the military for 8 years and have been a supervisor as a
black male. In general terms, the military is made up of mostly white males. This could be
considered inclusion because of the history of the United States and the confined structure
of the military. At one point in time, white males were the only people allowed to serve in
the military. Blacks, Hispanics and women were excluded. There is still an underlying
issue of inclusion and exclusion in the military today. There are very few Black, Hispanic,
Asian or women Officials in the military.
Diversity in the military is vast and is now marketed to minorities but there is still
inclusion. Many minority generations have not had fathers, grandfathers, or uncles serve in
previous wars whereas white males (the majority) have had many relatives serve their
country in the past. This form of inclusion is generational and may not be intended today
but the past laws, legislations and rules allowed for such behavior and now it is difficult for
that inclusion to just go away.







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References
Harvey, C. P., & Allard, M. J. (2009). Understanding and managing diversity (4
th
ed.). Upper
Saddle River, NJ: Pearson.
Schaefer, R. T. (2011). Racial and ethnic groups (12
th
ed.). Upper Saddle River, JL: Pearson