- Many People assume that __________
Many people assume that in order to allow for a safe and respectful work environment, Value-in-Homogenity Policy should be used. .However, Value-in-Individual Differences and Multicultural Policy makes it so that minorities feel respected. It also allows minorities to feel capable of achieving their goals and work in leadership positions.
This template is very simple, yet effective. In order to complete the template, I first talked about what others believe by saying “Many people assume…”. Next, I stated my argument. This allows for two sides of the argument instead of just one. Writers could use this template in any order. For example, the writer could state their argument, they say: However, many people assume… I think that the simplicity of this template makes it better because it is easy for readers to understand. The framing of the template is very useful because the two arguments are clearly outlined in only a sentence or two.
- This week’s reading adds to my understanding of diversity in organizations because all of the readings have shown that there are positive outcomes to having different people work for companies/businesses. The Gundemir article talks about minorities, and how to diversify a work community in that way. This article focused on ways to appreciate different cultures so that they are respected and talked about. The Austin and Pisano article talks about neurodiversity in the workplace, and explains the benefits. Unfortunately, the workforce is not nearly as neurodiverse as it should be. This article highlights the fact that everyone has different abilities, and that people who have disabilities do not need to be cured. Both articles show the importance of diversifying work communities. Diversity allows for different life experiences that can be utilized in the workplace to enhance work performance. While there may be challenges in diversifying companies or businesses, these articles show that in the end, it makes a huge difference.
Dominique,
Just as I commented on Isaac’s response, the way you handled the template exercise was really good. You used good statements and explained your views that got right to the point and didn’t have any filler in there. Both of your responses will give me something to strive for when I try this again in the future.
As far as the second response question I do agree with you on both articles. I like how you mention that people do not need to be cured if they are different neurologically. A little compromising to accommodate an employee who may be on the autism spectrum can turn out to be a win-win, not only will it diversify the workforce, but that employees abilities may stretch beyond what the “normal” workforce can achieve.
Another article you all might enjoy (again from a business-oriented publication, so it very much fits with the tenor of what we’ve been reading, and is pretty readily accessible): https://qz.com/1565884/the-benefits-of-hiring-people-with-disabilities/
Part of what the author emphasizes here is that all employees–not only those with disabilities–benefit from flexibility and accommodations. When we include a diverse array of voices and experiences in decision-making, we end up with results that are more livable for *everyone.*