- The template that I’d like to use showcasing starting from what others are saying is from the templates on page 23. It has become common today to dismiss ____________. It has become common to today to dismiss the lack of racial, ethnic, and gender diversity in organizations all over the U.S. With statistics showing that it is rather beinficial to be more diverse within these companies. This template offers a statement from someone saying how it is common so dismiss an issue that is currently going on. This is a good template because it also has many facets to it. You can substitute any word for dismiss and completely change the template. in the introduction, the authors were addressing how some people think the templates can be repetitive and boring especially if everyone is using them. But with subsidizing words and phrases, there are manY ways of saying what you want to say while still using the “they say technique and still being effective.
3. When it comes to diversity in the workplace, there are many different factors that are taken into account and play a role. The organization and leadership of that organization plays a huge role because they are hiring individuals based off what they think can help their company in the long run and what they see best fit. From the point of view of Austin and Pisano in their article, they state that the behaviors of many neurodiverse people run counter to what most companies are looking for in an employee. For example, good communication skills, team work, persuasiveness, networking, and a ton of other qualities the article states. this kind of criteria automatically screen out people who are unable to do these types of things without certain help. Companies tend to go along with what society is fixated on and what they are personally comfortable with. On the other hand, Gundemir et al, looks at it from the point of view of the workers. They conducted a study that shows certain policies create a more diverse culture. They look at the goals of the individuals and what it takes for them to be successful within different working conditions. Both of these ideas are important because hiring happens all the time and it is making it harder for neurodiverse people to obtain jobs.
I like the way your focus on leadership as a big factor in a company adding diversity to their organization. I also agree that there are many different factors when it comes to inclusion, and believe that in order to analyze diversity within a company you must look at how all those roles play a part. I think your statement about how companies tend to go along with society is very important to focus on because I believe that when we increase acceptance of diversity in society, diversity in companies will increase.
Now, consider what these folks would talk about if we had them all on the same video chat–
Gundemir and her colleagues have produced a provocative study suggesting that companies can do a lot for their employees based on how they frame their mission statements. Their article is based on pursuit of intellectual curiosity, and while it has real-world applications, they’re not managers who are actually doing that work.
By contrast, Austin & Pisano (who are also academics) are writing for practitioners, people already in workplaces. It’s easy to imagine them taking up Gundemir’s ideas and going on to facilitate a discussion about how mission statements and diversity policies might be another tool (along with hiring/interview practices) for companies to reshape themselves to be more inclusive of neurodiverse people. In other words, they and their readers might be inclined to take an idea from Gundemir’s research and try it out in practice.