- In relations to the kind of material I’ll be looking for, I decided to look for data using the Syracuse library as my other classmates have mentioned. I also plan to take a closer look into Google Scholars and JSTOR. The topic within diversity and inclusion I would like to focus on is religious diversity, because we have yet to read about this. I got this idea because I just remember taking a world religions class in high school and automatically was intrigued. I have a strong Catholic faith, so I am looking forward to this challenge. I am eager to step out of my comfort zone and learn more about the different religions around the world. My goal is to gain statistics on what religions are practiced most in each country, what experts think is going to change or remain the same in the future regarding these statistics, how this difference in religion affects the workplace and company’s ethics, etc. A strategy that I found to be helpful to me is writing a summary like we’ve been doing after an article so I know what to focus my attention to what the author is trying to say.
- Austin / Pisano’s argument that companies are not tapping into neurodiverse talent is supported by research showing that the unemployment runs as high as 80% among those with neurological conditions. I have always believed that neurodiverse people should be represented in the workforce, and question why is it has taken companies like SAP this long to just now implement programs. I understand that the conventional hiring processes companies use for their employees has been a challenge when it comes to testing the skills of someone with autism for example, but the author makes an important point about innovation. On the other hand, “Why diversity matters” focuses on racial diversity and includes no mention of the disabled. I found it interesting, though, that the articles states that correlation does not necessarily equal causation. I agree with this statement because I do believe that in order for a diverse company to be successful, the leadership performed by managers must be held to extremely high standards. If a company is diverse (considering both race and ability), but the leadership skills practiced by managers and CEOs isn’t strong or does not set examples, what makes it true that these companies would actually drive in profit and attract future potential employees?
Writing and organizational cultures
I really like your response to the first question! like you said, we have not read about religious diversity in this class, and I think it is important to learn about all kinds of diversity, so I am glad that you will be finding an article about this! I also think that your article will be very interesting to read. It would be fascinating to learn about how religious beliefs affect a company and its workers. For your second response, I agree with you when you say that people working in leadership positions should be held to very high standards if we want to diversify the workplace!
This discussion post is really well done- first off I think it’s awesome that you are approaching the diversity issue from a different angle, that of religion. I am not a Catholic, but being a lifelong resident of Syracuse and a History major/nerd, I do pay a lot of attention to the history of the churches here in the area. The Catholic church was a huge cornerstone for pretty much all of the immigrant communities of the past in Syracuse that arrived from Europe. The German immigrants built the Assumption church on the North side which is a very beautiful building. The Irish and Ukrainian catholics had their areas in the west side, and the Italians on the North side as well. I look forward to seeing your response about the religions in the area.
The way you tackled the They say/I say statements in the second response was really great also. You put it together very fluidly so that if I didn’t have any prior knowledge of the texts, reading your post would give me a fair and balanced explanation of their views and yours, and you didn’t have any filler in there.
I really enjoyed reading your responses. One of the areas that you touch on that I like the most is how people with neurological issues are under represented in the work place.. I appreciate how you use proven statistics to address this issue. You state that the unemployment rate for those who have neurological issues is 80 percent. This really shows an issue, but it also shows a chance for opportunity. If companies are able to tap into this, and start hiring more individuals with neurological issues, then these companies would have more success. This is so, because people with neurological issues, such as autism, have unique abilities that could really benefit a company.
I’m really looking forward to reading your research on this and I appreciate your bringing to attention how the discussion of diversity often leaves out religion and the disabled. In some ways it’s almost popular or condoned to discriminate against certain religions and not others, and also how this goes both ways depending on many factors. It’s a very interesting topic! For example, I’ve seen a lot of acceptance of Muslim religions and their traditions, their prayer times for one, but the same respect and acceptance toward Christians is not there in that same institution. I’ve also experienced the opposite of this in other institutions; all based on what part of the country I was in. It brings up a big question of not only how important handling dissemination is organizational, but also nationally.