1)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 According to the findings of the Gundermir article, Organizations should strive to create diversity policies focusing on multiculturalism and value-in-individuals. Gundemir defined the former as policies that explicitly acknowledge the positive characteristic of diverse social groups. The latter is defined as a policy that acknowledges each individual for their characteristics without explicitly addressing ethnic groups. Though I agree that our society must focus on developing company mission statements that vocalize inclusion, I believe that there may be more effective ways to increase the morale of all employees and create an open-minded environment without focusing most of our attention on mission statements.<\/p>\n
Using the writing technique of framing what \u201cThey say\u201d first has certainly helped me organize my thoughts and formulate my argument in a way that has set me up for further explanation. I agree that writing in this manner will help me stay on track and keep me from straying away on tangents.<\/p>\n
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2) \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 My reading of the Gundemir et al article and the article on neurodiversity has been very thought provoking for me. I understand that our society needs to strive for continuous improvement in inclusion to become more accepting of everyone\u2019s differences. This, I agree, will be beneficial to our society on many levels. I also acknowledge that there is still much work to be done as certain groups may be underrepresented in leadership roles in companies. Though I found it interesting, for example, that the Gundemir article states that African Americans hold around 10 percent of board seats in fortune 100 companies. This doesn\u2019t seem to be drastically far off from the percentage of African American population in the United States of around 13 percent. On the other hand, the article on neurodiversity possesses a fact that is truly startling to me. That is that the unemployment<\/u><\/strong> rate for these individuals runs as high as 80 percent! At my company I work with and am good friends with people from many different parts of the world. But I can say that I do not know a single person that I work with who would be classified as non-neurotypical. I know that my company often addresses the importance of ethnical inclusion, though they have never once discussed the issue of minimal representation of the nuerodiverse community in any level of the business. I would be very interested to further explore this topic as I have some close ties with this. I have a great relationship with my fianc\u00e9es cognitively impaired brother. He struggles to understand how to interact with others in certain situations and he does learn at a slower pace. Though I know that he could make positive contributions to organizations if more of them will adopt the practices at SAP, HPE, Microsoft and others included in Austin and Pisanos article.<\/p>\n","protected":false},"excerpt":{"rendered":" 1)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 According to the findings of the Gundermir article, Organizations should strive to create diversity policies focusing on multiculturalism and value-in-individuals. Gundemir defined the former as policies that explicitly acknowledge the positive characteristic of diverse social groups. The latter is defined as a policy that acknowledges each individual for their characteristics without explicitly addressing ethnic … <\/p>\n