{"id":113,"date":"2021-06-10T20:26:32","date_gmt":"2021-06-10T20:26:32","guid":{"rendered":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/?p=113"},"modified":"2021-06-12T16:00:26","modified_gmt":"2021-06-12T16:00:26","slug":"discussion-questions-5","status":"publish","type":"post","link":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/2021\/06\/10\/discussion-questions-5\/","title":{"rendered":"Discussion Questions"},"content":{"rendered":"\n

Response to #1<\/strong><\/p>\n\n\n\n

The articles \u201cWhy Diversity Matters\u201d – Vivian Hunt, Dennis Layton and Sara Prince and \u201cOrganizational Culture and Why Should We Care?\u201d – Michael D. Watkins, brought to mind several questions I\u2019d like to explore further. As a Black woman who\u2019s been working most of her adult life in majority white companies, I pondered over the intersection between a particular type of organizational culture and effective implementation of diversity and inclusion in a workplace.<\/p>\n\n\n\n

\u201cOrganizational Culture and Why Should We Care?\u201d mentions values being an integral part of an organization\u2019s culture. This made me wonder what are some specific examples of values in companies? One person surveyed in the article posited that culture is shaped by the main culture of the society we live in. So how does that bode for BIPOC (Black, Indigenous, and People of Color) folks whose cultures and values are marginalized in mainstream society?<\/p>\n\n\n\n

I also began to wonder if any best practices for organizational culture have been established since the writing of the article in 2013? Are there any companies that have a successful culture? Who are they and how did they do it? What are the distinct characteristics of successful company culture? All of these questions should be considered when tasked with implementing or improving organizational culture.<\/p>\n\n\n\n

<\/p>\n\n\n\n

Response to #3<\/strong><\/p>\n\n\n\n

The statistic that jumped out at me most in the article \u201cWhy Diversity Matters\u201d, referenced how the United Kingdom, Brazil and the United States are doing on racial diversity in corporate senior leadership positions.  According to \u201cWhy Diversity Matters\u201d, \u2018The United Kingdom does comparatively better in racial diversity, albeit at a low level: some 78 percent of UK companies have senior-leadership teams that fail to reflect the demographic composition of the country\u2019s labor force and population, compared with 91 percent for Brazil and 97 percent for the United States\u2019.<\/a><\/p>\n\n\n\n

Research has established that ethnically diverse companies are 35% more likely to outperform financially above national industry medians, thus why are American companies lagging so far behind in hiring ethnically diverse executives? \u00a0This is significant and leads me to a frightening revelation. The United States prides itself on being a capitalist nation, which often leads to putting the success of businesses above the needs of the people. So, it could be argued that keeping corporate America\u2019s leadership roles (power) in the hands of a select few white people might outweigh all else. Even making money. \u00a0Many businesses will say that there isn’t an adequate pool of qualified diverse candidates to choose from. This isn’t a sufficient reason for executives being overwhelmingly white. It only means that there needs to be a change in corporate culture. <\/p>\n\n\n\n

If organizations truly desire to transform culturally, more diverse employees must be hired at all levels and should be mentored, sponsored and promoted so as to one day be a defining voice at the head of a profitable corporation.<\/p>\n","protected":false},"excerpt":{"rendered":"

Response to #1 The articles \u201cWhy Diversity Matters\u201d – Vivian Hunt, Dennis Layton and Sara Prince and \u201cOrganizational Culture and Why Should We Care?\u201d – Michael D. Watkins, brought to mind several questions I\u2019d like to explore further. As a Black woman who\u2019s been working most of her adult life in majority white companies, I … Continue reading “Discussion Questions”<\/span><\/a><\/p>\n","protected":false},"author":178,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[2],"tags":[23,12,8],"_links":{"self":[{"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/posts\/113"}],"collection":[{"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/users\/178"}],"replies":[{"embeddable":true,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/comments?post=113"}],"version-history":[{"count":6,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/posts\/113\/revisions"}],"predecessor-version":[{"id":128,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/posts\/113\/revisions\/128"}],"wp:attachment":[{"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/media?parent=113"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/categories?post=113"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/tags?post=113"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}