1) As I published in my response to Dan\u2019s response (albeit in too lengthy of a post–due apologies) about Why Diversity Matters; I want to be thrilled about all those numbers,\u00a0 I truly do.\u00a0 However, I would be very interested to research the \u201cminorities\u201d or the \u201cdiverse groups\u201d that represent their statistics, to see what their quality of life is.\u00a0 How they think and feel about representing that for that company \u201cdoing that for them\u201d, and how diverse are the actual environments they are in every day?\u00a0 Not just how many of each \u201cminority category\u201d works for the entirety of a company, but also where they fall in salary brackets; how fulfilling is their work; do they feel challenged enough or too challenged; \u00a0are there hierarchy regimes despite the diverse numbers, or even within the diverse numbers?\u00a0 Diversity is never as simple as numbers to me, and I feel it\u2019s better to have truthful discrimination than false diversity so we can appropriately scope the root of the problem of discrimination.<\/p>\n
3) Addtionally, I\u2019ve been fascinated by the term \u201corganizational culture\u201d for most of my professional life, so I really enjoyed the direct quotes and how they display it to be such an interpretive phrase. When I look at the word \u201cculture\u201d itself, it seems organizations want it to mean both the noun and the verb of itself at the same time. \u00a0Unfortunately, I would likely argue that this has become problematic. \u00a0I\u2019ve seen it all too often used to discriminate rather than include.\u00a0 If you don\u2019t \u201cfit in\u201d with the culture of a company, usually you must leave. \u00a0This makes me ponder the theory of culture, not culture theory.\u00a0 That, isn\u2019t it true, that when you introduce something new to any \u201cculture\u201d, there will always be change?\u00a0 Isn\u2019t that how culture is defined as healthy, by its progression (change)? \u00a0Is organizational culture just the biases of a company? Do we really need this idea of \u201corganizational culture\u201d? Does it actually work? And finally, what does it even mean for it to work<\/p>\n","protected":false},"excerpt":{"rendered":"
1) As I published in my response to Dan\u2019s response (albeit in too lengthy of a post–due apologies) about Why Diversity Matters; I want to be thrilled about all those numbers,\u00a0 I truly do.\u00a0 However, I would be very interested to research the \u201cminorities\u201d or the \u201cdiverse groups\u201d that represent their statistics, to see what … <\/p>\n