Discrimination Against Diversity
The retention of conventional wisdom on the macroscopic and microscopic levels contribute heavily to tendency for individuals and even employers to avoid conversations of diversity. Whenever we watch the news, read the paper, or browse social media, you are sure to find an issue of diversity. Anything perceived as a threat to the core values or morals of and individual or an organization are instantly condemned without fully understanding. One group that is discriminated against is the LGBT community. According to Kreitner, R. & Kinicki, A. (2013), over half of the United States has legislation supporting the termination of LGBT employees (pg. 46). Typically, if there is a perceived wrongful termination, an individual may appeal or pursue
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Many organizations mandate training due to Equal Opportunity mandates or after an issue of diversity has already occurred (Heffes, 2009, pg, 52). According to Forbes, many companies strive for recognition of their efforts towards inclusion but do not value the opportunities that arise from them. Forbes also mentions that the melting pot that the United States is so well known for being should be recognized as a mosaic instead. Companies should no longer focus on molding new hires into their fixed idea of success but embrace the differences they can bring despite. Malleability of an individual should not be confined to conformity but resilience as well. Appreciating others for their uniqueness and not their cooperation should be the overall intention for organizations. The only time that exclusion may be validated is when the qualifications are not met. An individual cannot wake up one day requesting to be a World-Class Olympian just they can. Professional athletes have endured strenuous training and preparation to qualify for Olympic events. The same must be said for employers. Employers should also be willing to venture from their comfort zone and seek diversity. Holding job fairs at a LGBT parade, or recruiting with languages other than English can all be methods of showing inclusion. Diversity is inevitable and unless organizations are willing to miss
Many organizations mandate training due to Equal Opportunity mandates or after an issue of diversity has already occurred (Heffes, 2009, pg, 52). According to Forbes, many companies strive for recognition of their efforts towards inclusion but do not value the opportunities that arise from them. Forbes also mentions that the melting pot that the United States is so well known for being should be recognized as a mosaic instead. Companies should no longer focus on molding new hires into their fixed idea of success but embrace the differences they can bring despite. Malleability of an individual should not be confined to conformity but resilience as well. Appreciating others for their uniqueness and not their cooperation should be the overall intention for organizations. The only time that exclusion may be validated is when the qualifications are not met. An individual cannot wake up one day requesting to be a World-Class Olympian just they can. Professional athletes have endured strenuous training and preparation to qualify for Olympic events. The same must be said for employers. Employers should also be willing to venture from their comfort zone and seek diversity. Holding job fairs at a LGBT parade, or recruiting with languages other than English can all be methods of showing inclusion. Diversity is inevitable and unless organizations are willing to miss