- The readings for this week’s class presented me with different ideas for researchable questions. The issues I am thinking about include diversity in our schools. How do we disaggregate data and the relationship to standardized tests? The pandemic has produced a lot of changes in our society and no other area has seen greater changes than our educational system.
Per our article, “An organization [is] a living culture… that can adapt to the reality as fast as possible.” — Abdi Osman Jama. My question is: did school systems (organizations) adapt to the COVID reality fast? I was finishing my associates degree and professors struggled. I self- taught statistics. It was not pretty.
I watched the news in Syracuse and our largest district struggled. Was there a rapid adaption to this new normal? How did students perform?
There is one point I would like to make on diversity. I believe all of us need to expand our definition of diversity. Sometimes when I read articles or watch news programs on diversity the term is utilized in a very narrow context. There are many forms of diversity. We all may consider the definition from our personal experiences and that’s to be expected but I think it’s important to consider it in a larger context. Thinking of the many kinds of diversity:
Cultural diversity
Racial diversity
Religious diversity
Disability
Age diversity
Sex / Gender diversity
Sexual orientation
3. There were many statistics from “Why diversity matters,” that sparked my interest. One of my personal favorites is that “Companies in the top quartile for racial and ethnic diversity are 30 percent more likely to have financial returns above their respective national industry medians.” The article goes on to point out that as a society we are closely linked and a global world. Thus, the more diverse the company the better the results. Even Syracuse’s University College understands that their mission is global. Central to expanding and strengthening the University’s global offerings is the rebranding of University College to Syracuse University Global. I’m a prime example of this global diversity. Last semester I’m in Syracuse, my Russian professor is in South Africa, my classmates were in Washington state and overseas.
So, with all these statistics and all this knowledge…it begs the question “Why aren’t all organizations more diverse since it clearly results in greater profits?” If you won’t be diverse for the reasoning it’s those diverse backgrounds and perspectives lead to an array of ideas, knowledge, as well as approaches to doing things… then do it for financial reasons. The bottom line is that diverse organizational culture gives the organization a competitive advantage.
Edward, you make a really good point in your response to question #3, stating that you are an example of global diversity and so many others that you know that are integrated into the Syracuse community. You go on to say then that with all of this evidence of diversity creating higher profits, why are so many companies halting? This was a big question that I had in the back of my mind after reading “Why diversity matters”. Why would a company willingly create a competitive disadvantage for themselves, and say no to knowledge and profits? The only reason I could end up thinking of was that still, to this day, people are afraid of change. They are afraid of what they do not know, and the unknown that comes out of this. It is very sad, but conversations like these are needed to create the change. As companies grow and attain bigger profits and understanding of consumers, competitors will need to educate, learn, and change if they want to be successful. Not only will they be successful financially, but hopefully morally.
Edward, I completely agree with you and Kathleen in wondering the why companies are not willing to participate in hiring diverse group of people. I think that they should definitely be doing it for the sake of being open minded to people of different race, gender, age, ect. but if they don’t for whatever reason, then why not do it for the financial benefits. I do think that Kathleen makes a good point in that most people do not like change or are simply scared of it. Which unfortunately contributes to the idea of diversity because for a long time, many places and companies were not.
Edward, I agree with the point that you make concerning your statement in number three. I think however the company should be enthusiastic about the change, and doing it for the correct reasons, not only because of the financial gain that is available from creating a more diverse workplace. Kathleen in my opinion, brings up the most valid reason for why organizations are not promoting diversity as much as they should. They are afraid of change and speaking openly about subjects which are important to their employees and most likely play large roles in their lives. Organizations should try to be more open and support diversity in the workplace, as you stated not only is it the moral thing to do, but it also will strengthen the financials of the organization.
Luckily, some organizations are now recognizing the importance of diversity in the workplace as it allows for different perspectives. As a result, many companies now have programs which promote hiring students and people in general that are from underrepresented communities or backgrounds. This is a step in the right direction, and many large companies are currently doing this. Hopefully, other organizations catch on as well and begin to promote more diversity and inclusion in the workplace. Change does not happen overnight however, and people will have to stop being scarred of change, instead they should begin embracing it.