Good Essay On Diversity

Chapter 11

2. Who has been Affirmative Action’s largest beneficiary? Why?
Research shows that affirmative action helps white women more than it helps men and women of color. The study shows that 6 million women, most who were white had jobs that they would not have had if not for affirmative action. Even in the private sector, advancements of white women is more than that of people of color. In the last ten years, the number of women in management positions is said to have tripled. Another study also shows that women have made greater gains in employment at companies that are in business with the federal government. The reason white women have benefited more from this is because the affirmative action initiatives have focused more on male-dominated professions (Kohn).
4. Why does Affirmative Action expand recruiting and training techniques? What are some of these recruiting techniques?
Affirmative action expands the recruiting and training techniques in an organization in order to eliminate past discriminations. The discriminations are based on color, race, sex, religion or national origin. The recruiting techniques may include the composition of a search committee. The appointments of search committees should represent a diverse cross section of members. A special effort should be made to ensure minorities and women have an equal opportunity to be part of the committee. Efforts are also made to conduct thorough searches and wide advertisements before filling any position. Search committees also engage in inclusive recruitment activities that are effective in increasing the number of women and minority applicants.
5. Why do you think Fortune 500 companies support and implement Affirmative Action policies?
There are various reasons why different organizations implement affirmative action policies. One of the major reasons is that the policies are necessary in order to compensate for the many years of racial, social and economic oppression. Individuals with higher socioeconomic status tend to have more opportunities than the ones with lower socioeconomic backgrounds. Diversity also tends to create a better learning and working environment (NCSL 1).

Internet Exercise

Race Test
Below is the interpretation of your IAT performance, followed by questions about what you think it means. The next page explains the task and has more information such as a summary of what most people show on this IAT.

Result

The interpretation is described as 'automatic preference for European American' if you responded faster when European American faces and Good words were classified with the same key than when African American faces and Good words were classified with the same key. Depending on the magnitude of your result, your automatic preference may be described as 'slight', 'moderate', 'strong', or 'little to no preference'. Alternatively, you may have received feedback that 'there were too many errors to determine a result'.

Age Test

Below is the interpretation of your IAT performance, followed by questions about what you think it means. The next page explains the task and has more information such as a summary of what most people show on this IAT.

Result

The interpretation is described as 'automatic preference for Young People' if you responded faster when Young faces and Good words were classified with the same key than when Old faces and Good words were classified with the same key. Depending on the magnitude of your result, your automatic preference may be described as 'slight', 'moderate', 'strong', or 'little to no preference'. Alternatively, you may have received feedback that 'there were too many errors to determine a result'.

Gender Test

Below is the interpretation of your IAT performance, followed by questions about what you think it means. The next page explains the task and has more information such as a summary of what most people show on this IAT.

Result

The interpretation is described as 'automatic association between Male and Science' if you responded faster when Male names and Science words were classified with the same key than when Male names and Liberal Arts words were classified with the same key. Depending on the magnitude of your result, your automatic association may be described as 'slight', 'moderate', 'strong', or 'little to no preference'. Alternatively, you may have received feedback that 'there were too many errors to determine a result'.

Chapter 12

How does managing diversity as a tool to help with workplace equality differ from Affirmative action?
Affirmative action programs include more than outreach and recruitment. It includes efforts to prevent discrimination by eliminating the existing barriers to equal employment opportunity. It is the goal of affirmative action to create an environment where equal employment opportunity can prevail. Diversity management means looking at the mindset of an organization, the climate and the different perspectives people have in an organization due to race, disabilities, workplace styles and other differences. Diversity programs suggest that organizations should value people and cultivate an environment where cultural awareness, fairness, sensitivity, and integrity prosper (Wilcher).
Should companies have zero tolerance policy when it comes to offensive workplace terminology and symbol usage like nooses (reference to slavery) and swastikas (Infamous Nazi symbols)?
Companies should have zero tolerance policies to offensive workplace terminology and symbols. The employer is responsible for providing a safe and appropriate workplace environment that includes taking active steps to minimize the risk of using offensive language. Offensive language is a means to discriminate individuals on the grounds of sex, race, sexual orientation, disability, age or religious belief (James).

Under what corporate conditions would a Mentorship Program benefit the organization?

In order for a mentorship program to be of benefit to an organization, there should be certain pre-existing conditions to facilitate. The relationship between the employees and their mentors should be existing and at least friendly. It is difficult to be mentored by someone you do not trust or respect. It is also important that an organization has a culture to facilitate mentorship programs.
Internet Exercise
People are often drawn to the people they admire the most, and they would like to emulate as their mentors. The role of a mentor is to pass on the knowledge they have gained by the many years of experience. It is the mentees goal to engineer access to considerable networks and contacts. It is important to go into mentoring with an idea of what you want. A mentor is there to challenge you on whether you are taking the best course of action. Mentoring is a relationship with someone who you can talk to about your hopes and aspirations and also your fears and concerns. The relationship should focus more on professional challenges and options should be explored on how to overcome them (McLuskie).

Works Cited

James, Vanessa. Offensive Language in the Workplace. PersonnelToday, 2008. Web. 6 April 2015. Retrieved from http://www.personneltoday.com/hr/offensive-language-in-the-workplace/
Kohn, Sally. Affirmative Action has Helped White Women more than anyone. Time, 2013. Web. 6 April 2015. Retrieved from http://ideas.time.com/2013/06/17/affirmative-action-has-helped-white-women-more-than-anyone/
McLuskie, Peter. “Mentoring Tips: How Mentor and Mentee can make the Most out of it.” The Guardian 11 March 2014. Web. 6 April 2015. Retrieved from http://www.theguardian.com/culture-professionals-network/culture-professionals-blog/2014/mar/11/mentoring-tips-mentor-mentee
National Conference of State Legislatures. Affirmative Action. 2014. Web. 6 April 2015. Retrieved from http://www.ncsl.org/research/education/affirmative-action-overview.aspx
Wilcher, Shirley. Affirmative Action vs. Diversity. Insight into Diversity, 2015. Web. 6 April 2015. Retrieved from http://www.insightintodiversity.com/diversity-inclusion/affirmative-action-vs-diversity-by-shirley-j-wilcher1