- The sentences I chose to write are the following:
In discussions of workplace diversity climate, one controversial issues has been that there is an indirect relationship between diversity policy and minorities leadership goals. On the one hand, Gundemir et al argues that diversity policies positively impact minority employees goals of leadership.I used the basic template that Graff and Birkenstein used for opening a debate. I used one of the hypothesis that was proven to be false as the counter and the conclusion that the study drew as the argument for Gundemir et al. This approach framing was useful as it was able to filter my thinking. Usually when I write, I include other information or “fluff” that does not need to be included. However, this framing was able to filter my thinking and have me think about what exactly is important and needs to be included, and what isn’t.
- Gundemir et al and Austin and Pisano created a deeper level of understanding to diversity in organizations. For Gundemir et al, diversity inclusion gave hope to those in the minority and made them feel more comfortable going for authoritative opportunities and achieving their goals. This type of environment reflects a society that we as a whole hope to have one day — one where anyone can achieve their goals. Those who disabilities are also included in this, which Austin and Pisano elaborate on. Not only is diversity about race and ethnicity, it is about ability or disability or any identity. These articles cemented the idea that those who are given the opportunity, will thrive just like everyone else. As a member of SU and someone who is aspiring to become part of the work force, these articles further my drive to be apart of a job that doesn’t discriminate against anyone.
responses for week of 5/18
- A researchable question that came to mind was the culture of workspaces and work areas where racism is highest. What does that say about the company? If organizational culture is driven by incentives and is adaptable to society, what does that say about society? I think it is interesting with the increasing diversity to analyze the deeper workings of companies who have employees who experience institutional racism. If organizational culture reflects the society surrounding it and adapts to culture in it, how come many are still made to feel left out. Another question it raises is why do many employers tolerate or try to excuse discrimination. Although it is clear and evident that many employees experience it, why do many workplaces fail to conduct diversity training. These are questions that I would be interested in exploring further as I am coming up on looking for jobs and internships. A moral standard that is important to me is how the workplace is conducted and if employees feel comfortable going to their employers with an issue. And if they do not feel comfortable, why is that so?
- In regards to the diversity article, there have been a few instances in my life where I have experienced a lack of ethnic diversity, but diversity in other identifications. In the past, I have worked at an assisted living home serving food to the elderly. In this job, I noticed that all of the wait staff were female while the kitchen crew was only male. For the waitstaff, majority were white females aged 16-30 while the kitchen crew ranged in age however they were predominantly white. Although each staff member came from a different economical background, we all shared the basic superficial traits. I thought this was interesting as the elderly who lived in the home were all white, creating no physical diversity in the workplace. I never had gone through a diversity training or having a job properly address workplace discrimination until I started working at the Syracuse Barnes Center as a lifeguard where the staff is more diverse. The team I am surrounded by at my job at the Barnes Center is more efficient and we are able to have an open dialogue with each other at any moment, while my other lifeguarding job at a country club yielded very little diversity and less comfortability with addressing issues. Although the lifeguarding staff at both jobs were predominately female, at my job at the country club we never had training on how to address if someone makes us uncomfortable, only if a woman was wearing a revealing bathing suit and how to address the situation. The difference in efficiency of the staff was clear to me once I started working at Barnes, which coincides with the points made in the article surrounding workplace diversity.
Jackie Pimentel Intro
My name is Jackie Pimentel and I am a rising junior from Rhode Island majoring in a BS in Psychology with a minor in Human Family Science. This summer is uncertain for me, as the virus has lead me to not quite knowing if I’m going to have a job or not. I normally work as a lifeguard at a country club and at Syracuse as well, however I might have to find a new one, or even go without one this summer. I chose to do this class online for the summer to get ahead of my credits and to complete it for my major. First semester I had to unfortunately take a leave of absence and I had to withdraw from 16 credits, so I’m playing a big game of catchup! With the uncertainty of a job and quarantine still in effect, I figured taking an online course this summer would be perfect, especially with the transition we just had with having our courses be fully online for the rest of the semester.