SOSC201 Diversity Management Assignments Solution

SOSC201 Diversity Management Assignments Solution

SOSC201 Diversity Management Assignments Solution

Diversity may be defined as the diversification of myriad cultures, values, traditions or a homogenization of the various groups. In other words, diversity means that each person is unique, with a different set of values and beliefs. Thus, it is important for each individual to be tolerant of each other. The following paper business analysis the viewpoints on diversity as established in the three articles titled, “When employees think the boss is unfair, they are more likely to disengage and leave”, “A pipeline for diversity” and “Evaluating the effect of negative Turkish stereotypes on evaluative workplace outcomes in Germany.”

In the first paper, the authors, Sylvia Ann Hewlett, Ripa Rashid and Laura Sherbin claim that although the corporations in the United States are spending huge sums of money on spreading awareness about diversity and the need for a bias free working environment, cultural bias continues to prevail in the working place. For instance, women and other minority groups continue to remain underrepresented in most companies, with a strong bias as to their capabilities. Bias, in the workplace, may be related to a number of factors – namely, gender, race, ethnicity, social status, cultural values and so on. The research in this paper shows that employees who tend to perceive bias in the workplace are more likely to leave and find a job that is more tolerant and accepting of diversity. The most interesting aspect about this paper is the mode of research. Most papers tend to focus on the actions of the managers and how they plan to avoid bias in the workplace. Instead, the paper focuses on the perception of the employees and the factors that they would perceive as biased. According to these authors, a biased workplace and consequent high turnover rate of employees could be detrimental for the company since they could be losing valuable assets.

The article by Frank Ross, Jean Wells and Allyson Clarke on the other hand, takes a different perspective of diversity in the professional sector. Instead of a generalized concept of bias in the workplace, this research paper focuses on a specific aspect – bias in the employment of African Americans and Hispanics. Racial discrimination and bias is a very real problem when it comes to employment. Owing to the common stereotypes that prevail around such ethnic groups, a large number of companies hesitate to hire them. As such, only about 4 per cent and 6 per cent of African Americans and Hispanics have been hired in the accounting professions in the years 2011-2012. The authors also claim that there is a common misconception about the accounting profession which has led to a bias in this profession as well. For instance, the younger generations do not have much regard for the profession; a large number of people thus have less respect for the profession and the career opportunities it offers. Yet, as the authors argue, the accounting industry is expected to grow at an alarming rate in the upcoming years. Even then, the representation of the Hispanic communities, the African American communities and the Asian communities continue to be at an all time low. The failure to include these communities in the accounting profession has led to a gap in the talent pipeline, depriving the accounting companies of precious human resources.

The third paper by Boris Baltes and Cort Rudolph suggests that the negative stereotypes surrounding Turkish immigrants has had an adverse impact on their employability in German companies. This paper is much more specific, when it comes to employability than the previous paper. The authors claim that that how the Turkish immigrants are evaluated depends to a large extent on their race and ethnicity. The authors have also noticed an inequality in the way the German companies treat their Turkish employees. The paper examines in great detail the common negative stereotypes associated with the Turkish immigrants in Germany. For example, they are considered to be backward, oppressive, inferior, dependent, fundamentalist in terms of religion, corrupt and in general, incompetent. As a result, there is a lot of prejudice surrounding these groups in the German companies which would prefer to hire native Germans than open up their companies to Turkish employees.

To conclude, there is one aspect that is common in all three papers. Each of the three papers highlights how negative stereotypes and discrimination against people on the grounds of sex, religion, race or ethnicity can affect the overall productivity and performance of a company or an industry experience. As a matter of fact, such biases tend to form gaps in talent pipeline, depriving companies of valuable human resources and talent.