Article 8 - Gender Discrimination at workplaces

 Introduction

Gender discrimination in employment and workplaces can occur in a variety of ways and of varying severity. Although the international society understands the importance of removing gender bias and achieving gender equity and equality in the workplace, it has yet to be addressed effectively (Bilkis, A. et al,. 2010). Gender discrimination can define itself in a variety of ways, such as uneven compensation for equal labor, restricted access to educational and employment possibilities, harassment, violence, and social stereotypes that sustain traditional gender norms.

What is discrimination?

“simply a matter of identifying differences (Witcher, S. 2013)”

According to Bilkis, A. et al, (2010) Discrimination in the workplace is currently one of the most contentious issues in the globe. There have been several discoveries and serious charges of prejudice. Gender bias, in particular, has become widespread throughout most developing countries.

An Example of Gender Discrimination at Work Youtube 

What causes gender inequality in the workplace? Youtube

According to Michelle P.K (2020), What really causes gender inequality? The YouTube video explains the reason for gender inequity. Its that the people have the knowledge. But what they are lacking is understanding. Baum, B. (2021) says, a type of relative equality (equal treatment of persons and groups) that takes into account the needs and qualities of the individuals, the context of the situation, and the conditions that result in disparate outcomes.

Why is gender discrimination happening?

•  “Gender discrimination at the workplace starts to operate even from the time a woman makes her choice to work. Employment capabilities, bargaining power, nature of work, and workload are the main pondering issues here (Bilkis, A. et al, 2010).” This means that gender discrimination is common in the workplace, beginning the minute a woman decides to pursue a career. It emphasizes that gender discrimination is not restricted to a single stage of one's career, but can occur at numerous levels, beginning with the decision to work and continuing through the various facets of employment. According to Bilkis, A. et al, (2010), there is not enough institutional effort being made to improve women's employment rights and opportunities. Work in factories and other establishments is still unsatisfactory for women. The mere presence of laws or policy papers has no effect.

• Laws and government policies contain discrimination. Laws that previously barred women from voting, continue to exclude women from particular professions, or limit women's freedom of movement are examples. Laws that discriminate on the basis of gender in ways that prolong inequity rather than redressing past imbalance embody and exacerbate discrimination (Heymann, 2020).

•  Failure of governments to outlaw prevalent discriminatory acts (Heymann, 2020).
• Laws that impede equal rights and shared decision-making in interpersonal relationships (Heymann, 2020).

According to Heymann (2020), gender-based discrimination continues to be the most common kind of discrimination, affecting nearly every household worldwide. Gender discrimination extends across social class, race/ethnicity, and religion, leaving marginalized groups of women further behind, and women in nearly all groups less likely to have an equal voice, decision-making roles, or equal resource opportunities.

Organizations can help to end gender discrimination by raising employee awareness. These questions might be asked of the candidate during the interview process. Employers can bring in legal protection, promote equal opportunities, foster diversity and inclusion education, advocate gender equality policies, and also open a safe environment for employees to openly discuss discrimination taking place in workplaces. 

Conclusion

Gender discrimination is hurtful, unjust, and a violation of human rights, and society should endeavor to eliminate it for a variety of reasons. It undermines core human rights, such as the right to equality and non-discrimination, which are incorporated in various international human rights agreements and declarations. Gender discrimination may stunt economic growth by restricting women and people from diverse backgrounds from fully engaging in employment and entrepreneurial activity. Gender equality in the workplace has been shown to increase productivity and innovation. Gender discrimination must be addressed and eliminated because it is a moral necessity that respects the rights and dignity of all individuals. It also leads to a more equal, just, and successful society in which everyone has the opportunity to realize their full potential. Rather than "looking down" on discrimination based on gender, we should fight actively to dismantle it and promote gender equality.

List of references

Baum, B. (2021). Diversity, Equity, and Inclusion Policies: Are Organizations Truly Committed to a Workplace Culture Shift?. Journal of Business and Behavioral Sciences, 33(2), pp.11-23. Available from https://asbbs.org/files/2021-22/JBBS_33.2_Fall_2021.pdf#page=12 [Accessed 31st August 2023]

Bilkis, A., Habib, S.B. and Sharmin, T., (2010). A review of discrimination in employment and workplace. ASA University review, 4(2), pp.137-150. Available from: https://d1wqtxts1xzle7.cloudfront.net/76621860/v4n2sl13-libre.pdf?1639725890=&response-content-disposition=inline%3B+filename%3DA_Review_of_Discrimination_in_Employment.pdf&Expires=1693587619&Signature=fQXuua6GEKlW6ZjFRsiMftlSOMZPbSnOaJaucuPx-w3Yx~5L-XKZeUnMJpEzbZc00bMqwavgmwadA4ELc--BZ~xY22XBL729gTDjTm3RRfuNckQGn0JP5RXnXQ3cU5WwJ0m8uocHh0N6J~o94FrfMH1LAwZT0O4b6oShDnAwIMcL7~1d5g3D2UZ971b9boJ2tohybs902ivrjAQy-I-e49kTSTY9O4BhMxXOE9KZFkcO2TaC6Ux-YWXFCZiJVhQq11qY9r~pA4ESYKozZsJ00WG78GLiBWSfmwUWQy-0toNxAvCrVRYSTmwKrObx~5Ncr4Err7LYjeHI67pC-Nl7tA__&Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA [Accessed 31st August 2023]

Heymann, J. (2020). Why Addressing Gender Is Foundational. In: Advancing Equality: How Constitutional Rights Can Make a Difference Worldwide 1^st ed,. University of California Press, pp.45–70. Available from https://0-www-jstor-org.emu.londonmet.ac.uk/stable/pdf/j.ctv1f8854w.7.pdf?refreqid=excelsior%3A430c6288f11f3b84effa123274b59684&ab_segments=0%2Fbasic_search_gsv2%2Fcontrol&origin=&initiator=&acceptTC=1  [Accessed 1^st September 2023]

Mahir Nisar (2018), An Example of Gender Discrimination at Work [online video] Available from https://www.youtube.com/watch?v=yhbVP1svYf4 [Accessed 31st August 2023]

Michelle P. K (2020), What causes gender inequality in the workplace? [online video] Available from https://www.youtube.com/watch?v=T2bwHXlke8I [Accessed 31st August 2023]

Witcher, S. (2013). Discrimination. In: Inclusive Equality: a Vision for Social Justice, 1st ed., Bristol University Press, pp.97–126. Available from https://0-www-jstor-org.emu.londonmet.ac.uk/stable/pdf/j.ctt9qgn28.8.pdf?refreqid=excelsior%3A7c6dfce2b91dd584137a98a383f0a9cd&ab_segments=0%2Fbasic_search_gsv2%2Fcontrol&origin=&initiator=&acceptTC=1 [Accessed 1^st September 2023]

Article 7 - Unconscious Bias

 Introduction

According to Greenwald, et al., (2006), Unconscious Bias which is also known as implicit bias, refers to unconscious views or stereotypes that influence our knowledge, behaviors, and decisions. These biases are generally unintended, yet they can have an impact on how we perceive and interact with people. They are influenced by societal and cultural factors and might result in unintended discrimination or exclusion. 

“When a person cannot voluntarily ("explicitly") retrieve a memory, that person's behavior may reveal that some previous experience has left a memory record. In such situations, the memory is said to be expressed implicitly, and not explicitly, in the behavior (Greenwald, et al., 2006).”

Implicit attitudes and Implicit Stereotypes

Implicit Attitudes

“an action that indicates favor or disfavor toward so but is not understood by the actor as expressing that attitude (Greenwald, et al., 2006).”

 When implicit and explicit attitudes toward the same item diverge, implicit attitudes are of particular interest. Dissociations between implicit and explicit attitudes are the term used to describe these inconsistencies. Dissociations in attitudes toward stigmatized groups, such as those defined by color, age, ethnicity, handicap, and sexual orientation, are prevalent.

Implicit Stereotype

According to Greenwald, et al., (2006), an implicit stereotype is a person's automatic and unconscious beliefs, attitudes, and assumptions about specific social groups. These stereotypes are created as a result of cultural and societal factors, and they have the potential to influence how people see and interact with others. Implicit stereotypes influence our judgments, decisions, and behaviors without our conscious awareness.

What is Bias

According to Jones, D. (2018), most of our brains and reasoning are hidden from us. Every day, we respond subliminally to a wide variety of events and conditions. We rarely question or criticize these cognitive processes because the whole idea of them being subconscious is that they process things efficiently in the background. Bias is simply pre-existing or primed knowledge and ideas that are applied to current situations and contexts. We would be significantly less able to work effectively in the world if such shortcuts did not exist. Because stereotyping is one of the fundamental underlying mechanisms, gender bias can function both positively and badly for and against both genders.

How can avoid being biased when working toward something? (Jones, D. 2018)

• When creating material or coming up with anything to the general audience, try to balance out as much as possible.
• Use gender-neutral language at all times.
• Use a variety of people and role models as examples.

According to Moule, J. (2009), unconscious bias contributes to purposeful racism, which is usually undetectable even to those who commit it. However, most people do not want to be accused of racist behavior because it is a verbal and unspoken standard.

Suggestions from Moule, J. (2009) When race becomes an issue.

• When a person of color brings up race as an issue, pay close attention!
• Don't be defensive if the person implies that he or she is offended.
• Do not start talking too hastily.
• Don't explain why they're misreading the issue.
• Do not cry.
• Don't get upset if you hear something secondhand. Remember that challenging a dominant perception is almost never fully risk-free for a person of color.

What is Unconscious Bias? Youtube

Conclusion

Biases can emerge in a variety of ways. Unconscious biases are thought to be caused by the brain's drive to digest information quickly. To quickly identify and respond to stimuli, the brain relies on mental shortcuts. Unconscious biases can influence our judgments and behaviors in a variety of settings, including the workplace, school, healthcare, and the criminal justice system. While unconscious biases are unavoidable, individuals can take action to reduce their impact. Raising awareness about biases, practicing mindfulness and introspection, seeking varied perspectives, and putting rules and processes in place that encourage justice and inclusivity are all part of this. Many firms run diversity and inclusion training programs to educate employees about unconscious prejudice and its possible consequences. These programs try to teach people how to recognize and combat biases in their thoughts and actions.

List of references

Greenwald, A. G., & Krieger, L. H. (2006) Implicit bias: Scientific foundations. California Law Review, 94(4), 945-967. Available from: https://0-www-jstor-org.emu.londonmet.ac.uk/stable/20439056?seq=2 [Accessed 30th August 2023]

Jones, D. (2018). Unconscious bias. In: EqualBITE: Gender equality in higher education. [online] Available at: https://www.jstor.org/stable/pdf/10.1163/j.ctv2gjwtzk.18.pdf?refreqid=excelsior%3Ad1156a360cc5083a5abfd1a558d6dd8c&ab_segments=0%2Fbasic_search_gsv2%2Fcontrol&origin=&initiator=&acceptTC=1 [Accessed 30 Aug. 2023].

Moule, J. (2009). Understanding Unconscious Bias and Unintentional Racism. The Phi Delta Kappan, [online] 90(5), pp.320–326. Available at: https://0-www-jstor-org.emu.londonmet.ac.uk/stable/pdf/20446107.pdf?refreqid=excelsior%3A3da67516f59c52d0035982e9f9bec47f&ab_segments=&origin=&initiator=&acceptTC=1 [Accessed 31 August 2023].

The Employers Network for Equality & Inclusion (2015) What is Unconscious Bias? [online video] Available from https://www.youtube.com/watch?v=rbe5D3Yh43o [Accessed 31st August 2023]

Article 6 - Language and Cultural Inclusivity

 Introduction

In this article, I want to focus on Multilingual and Multicultural Development. The process of promoting and nurturing the use of several languages and the understanding of other cultures within a society, organization, or educational setting is referred to as multilingual and multicultural development. This notion recognizes the importance of linguistic and cultural diversity and seeks to foster an inclusive society in which different languages and cultures are recognized, protected, and used for personal, societal, and economic advancement. Here are some of the most important characteristics of multilingual and multicultural development.

Available at CANVA

Emotions and their expression are important in the lives of multilinguals. The ability to manage and express emotions, whether in direct or indirect face-to-face conversation or through textual communication, is a crucial social activity that helps us preserve physical and mental health (Dewaele et al, 2017). Noting whose feelings are acknowledged and who is free to express emotions in specific ways and settings demonstrates the link between emotions and power (Sevinç. Y et al, 2022). 

Emotions in multilingual and multicultural contexts

Multilingualism and emotions exist at the crossroads of linguistics, cognitive, social, and cultural psychology, anthropology, and second language acquisition (SLA), and must be addressed through interdisciplinary approaches (Sevinç. Y et al, 2022).

Emotions play an important role in communication and interpersonal interactions, and the linguistic and cultural context in which they occur can influence their expression. Emotions can emerge and be interpreted in a variety of ways in multilingual environments when people speak many languages and interact with people from various cultural backgrounds. Here are some crucial aspects to consider while dealing with emotions in multilingual settings. 

 Don't Put People in Boxes Youtube

What is Multilingualism and Multiculturalism? Sushmita KASHYAP - WikiStage Lille1 Youtube

Negative emotions in immigrant contexts

An individual or a group in a workplace could go through emotions for many reasons. 

• Language issue
• Cultural background
• Social context
• Skin colour
• Financial status
• Race

People mostly go through these issues when they are working overseas. According to Sevinç (2022) despite recent advances in positive psychology in PLL (psychology of language learning), sociolinguistic research on immigrant populations still emphasizes on stereotypically negative emotions rather than positive ones. Recent research on Turkish immigrants in the Netherlands, i.e. in a Global North environment, shows that monolingual standard norms or cultural control produce negative feelings such as anxiety in the daily lives of immigrants.

“The human disposition to mark divisions between ‘we’ and ‘they’ based on ethnicity and the underlying psychological mechanism of xenophobia,² is a particularly damaging feature (Sevinç. Y et al., 2022).” 

“A 26-year-old second-generation Turkish-Dutch bilingual working as a hairdresser’s assistant mentions a primary source of anxiety and fear in using L2-Dutch to be the condescending way in which some so-called native Dutch clients correct trivial grammaticality, reminding her of her outsider status, by asserting ‘WE don’t use this, WE use that!’. Immigrant bilinguals’ negative emotions relate largely to their experience of social exclusion channeled through others’ negative evaluations and direct error corrections which signal the authority and power of nativeness (Sevinç. Y et al, 2022).”

There are numerous benefits to having multilingual and multicultural staff in the office, like greater customer service, broader market reach, and increased employee morale, but this is something that employers and colleagues have failed to grasp. 

According to Sevinç (2022), there is a study done of semi-structured interviews with four African immigrant women who work as shop assistants in China Town retail center in Cape Town's greater metropolitan area.

Journal of Multilingual and Multicultural Development from Sevinç. Y et al. (2022) 6

The workplace is a mix of formal and informal trading outlets and cubicles selling largely Chinese imports. A semi-structured interview was conducted to gather tales from immigrants about their social and emotional life experiences. It contained questions like, 'Could you tell us about your journey to South Africa?', 'How do you interact with your employer and customers?', and 'Could you talk about emotions/difficulties/challenges you have because of your language use or ethnicity?

Some of the emotional experiences immigrants face are a great deal of stress, greater anxiety, hostility from locals, and xenophobic attacks. Key techniques and strengths used by the immigrants who were interviewed have said; that avoiding workplace conflict and preserving the job were positive communication and showing kindness to the customer.

 Conclusion

It entails acknowledging, respecting, and valuing the diversity in beliefs, practices, languages, and customs brought to the table by people from various cultures. The purpose of cultural inclusion is to create an environment in which everyone, regardless of cultural background, feels respected, understood, and able to participate completely. Individuals and institutions must comprehend other cultures, including their history, beliefs, and conventions. This understanding aids in avoiding cultural prejudices and misconceptions. 

List of references

Dewaele, J.-M., J. Witney, K. Saito, and L. Dewaele. 2017. Foreign Language Enjoyment and Anxiety: The effect of teacher and learner variables¹. Language Teaching Research 22 (6): 676–697 ISSN 1362-1688. [online] Available from: https://eprints.bbk.ac.uk/id/eprint/18216/3/18216.pdf [Accessed: 28th August 2023].

NewHope Church (2017) Don't Put People in Boxes [online video] Available from https://www.youtube.com/watch?v=zRwt25M5nGw [Accessed 30^th August 2023].

Sevinç. Y & Anthonissen. C (2022) Journal of Multilingual and Multicultural Development, [online] Available from: https://www.tandfonline.com/doi/pdf/10.1080/01434632.2022.2120614 [Accessed: 28th August 2023].

Sevinç. Y & Mirvahedi S. H (2022) Emotions and multilingualism in family language policy: Introduction to the special issue, 27(2). [online] Available from: https://journals.sagepub.com/doi/full/10.1177/13670069221131762  [Accessed: 28th August 2023].

WikiStage (2014) What is Multilingualism and Multiculturalism? Sushmita KASHYAP - WikiStage Lille1 [online video] Available from https://www.youtube.com/watch?v=0DlawF9hKBQ [Accessed 30^th August 2023].

Article 5 - Employment Inclusion for the disabled

Introduction

Available at CANVA

According to Mendis, P. (2004), The following is the legal definition of disability as stated in the Protection of the Rights of Persons with Disabilities Act: “A person with disabilities means one who, as a result of any deficiency in his physical or mental capabilities, whether congenital or not, is unable by himself to ensure for himself, wholly or partly, the necessities of life.” and The National Census 2001 definition of a handicapped individual is “a person who is limited in the kind or amount of activities that he or she can do because of ongoing difficulties due to a long-term physical condition, mental condition or health problem. Short-term disabilities due to temporary conditions such as broken legs and illness are excluded. Only disabilities lasting for more than six months should be included.”

It is critical to build an inclusive workplace where everyone, regardless of handicap, feels welcome and respected. Research published by Jetha et al., (2023) in Emerald Publishing Limited, states that few studies have looked at how the future of work provides obstacles and opportunities for vulnerable categories of employees, such as people living with impairments/disabilities. 

According to Jetha et al., (2023), The digital transformation of the economy, which refers to the advancement and implementation of various digital technologies, is the future of employment. Compared to previous periods of technological adoption, the digital transformation of the economy is occurring faster, which can contribute to the automation of work, changing the job task composition of occupations, and evolving employer demand for workers with specific technical and soft job skills. According to Morris et al., (2018), Young adults with impairments are one group that has historically been disadvantaged in the job market and may be disproportionately affected by changes in the future of employment. Nearly two million kids and young people in Canada, where the current study was done, have a handicap.

Disability statistics of Sri Lanka

Disability in Sri Lanka Department of Census and Statistics (2012), 9

Disability in Sri Lanka Department of Census and Statistics (2012), 10

Disability in Sri Lanka Department of Census and Statistics (2012), 14

Environmental factors that act as a barrier for the disabled to be employed (Mendis, P. 2004).

Environmental factors that act as a barrier for disabled to be employed

·         Environmental and Transportation accessibility/barriers

Most public buildings are inaccessible to wheelchair users and other physically challenged people who use walking aids. Most metropolitan enterprises, vocational training institutes, and public buildings have steps at the entry, are often multistory, and lack elevators. As a result, people in wheelchairs are unable to use public transportation. Many roads in rural areas are unpaved and have very uneven surfaces. Bus services are limited. Some rural communities can only be reached via pathways that wind through fields or forests. All of these obstacles substantially limit work options for this group of people.

·           Communication accessibility barriers

Because staff members do not know fundamental signing, people who use sign language for communication are refused mainstream vocational training and employment. People with visual problems are often barred from jobs because companies believe that being blind implies they are incapable. Although visually impaired people learn the use of Braille at school, they are unable to use it later due to the shortage of Braille equipment and the unavailability of written material in Braille. Vocational training materials and instructions are not available in Braille.

Environmental factors that act as a barrier for disabled to be employed

·           Environmental and Transportation accessibility/barriers

Most public buildings are inaccessible to wheelchair users and other physically challenged people who use walking aids. Most metropolitan enterprises, vocational training institutes, and public buildings have steps at the entry, are often multistory, and lack elevators. As a result, people in wheelchairs are unable to use public transportation. Many roads in rural areas are unpaved and have very uneven surfaces. Bus services are limited. Some rural communities can only be reached via pathways that wind through fields or forests. All of these obstacles substantially limit work options for this group of people.

·           Communication accessibility barriers

Because staff members do not know fundamental signing, people who use sign language for communication are refused mainstream vocational training and employment. People with visual problems are often barred from jobs because companies believe that being blind implies they are incapable. Although visually impaired people learn the use of Braille at school, they are unable to use it later due to the shortage of Braille equipment and the unavailability of written material in Braille. Vocational training materials and instructions are not available in Braille.

Social factors that act as a barrier for disabled to be employed

·           Religious beliefs

There is no place for rejection or stigmatization in real Buddhist thought since persons with impairments are accepted. Communities stigmatize and reject persons who they believe committed misdeeds in a previous life. At the same time, there is a belief that giving charity to persons with impairments (who are thus deemed to have sinned in the past) might earn one merit. However, this philanthropy is frequently conducted with the notion that the provider is more fortunate than the recipient, reinforcing negative views of inferiority toward people with disabilities and excluding them from the social mainstream.

·           Cultural attitudes

Many superstitious beliefs stigmatize people with disabilities and, in some cases, their families. Some people believe that encountering a disabled person when beginning a journey, for example, will bring bad luck. People with impairments are not welcome at weddings since it is believed that they will bring bad luck. Marriage prospects for people with impairments are dismal, and they must find spouses with disabilities. Because of the link between disability and misfortune, even siblings, particularly sisters, of disabled people have trouble finding marriage partners. Females are subjected to more negative sentiments. Families prefer to shield their disabled female relatives from a society that rejects and stigmatizes them. In addition to social maltreatment, females require. 

·           Societal and family expectations for people with disabilities

Individuals with disabilities are sometimes perceived as helpless or as people who should be helped by family and society. Services for people with impairments are provided as acts of charity in order for the providers to achieve merit in the hereafter. These beliefs and attitudes deprive disabled children and adults of stimulation and provide little opportunity for them to develop their self-reliance and potential. Adults are cared for at home. It is rarely recognized that persons with disabilities may wish to work and contribute to the family income, or that they may prefer to marry and have their own family.

Conclusion

There are five principles that form the basis of the policy. “Equity as Citizens of Sri Lanka, Inclusion as a Democratic Right, the Responsibility of Government, Empowerment of People who have Disabilities and their Organizations and Parents Organizations, and the Participation of Civil Society, Mendis (2004).” There are people with disabilities who have changed the world. Stephan Hawking the greatest scientist, and Stevie Wonder one of the greatest singers. When we don't give the opportunity to a person, there's no way we can identify their potential. It is important to treat disabled people and recruit/give job opportunities to disabled people. Diversity in Inclusion implies not only for the people who were perfectly formed but for the disabled as well. There should be equality, Democratic rights, empowerment, etc. in the workplace. It is rare to find a disabled employee in our workplaces. It's time to give opportunities to the disabled to see their potential and help them to earn a living like normal people do. 

List of references

Department of Census and Statistics (2012) Disability in Sri Lanka. [Online] Available at: https://unstats.un.org/unsd/demographic-social/meetings/2016/bangkok--disability-measurement-and-statistics/Session-6/Sri%20Lanka.pdf [Accessed: 28th August 2023].

 Jetha et al., (2023) The future of work in shaping the employment inclusion of young adults with disabilities: a qualitative study. 91 Emerald Publishing Limited, 42(9) 75-91. Available at: https://www.emerald.com/insight/content/doi/10.1108/EDI-06-2022-0154/full/pdf?title=the-future-of-work-in-shaping-the-employment-inclusion-of-young-adults-with-disabilities-a-qualitative-study [Accessed: 28th August 2023].

 Mendis, P. (2004) Training and Employment of People with Disabilities: Sri Lanka 2003, International Labour Office. Available at: https://ilo.org/wcmsp5/groups/public/---asia/---ro-bangkok/documents/publication/wcms_113197.pdf [Accessed: 28th August 2023].

 Morris, S et al., (2018), A Demographic, Employment and Income Profile of Canadians with Disabilities Aged 15 Years and over, 2017. Statistics Canada, Ottawa, ON. Available at: https://epe.lac-bac.gc.ca/100/201/301/weekly_acquisitions_list-ef/2018/18-48/publications.gc.ca/collections/collection_2018/statcan/89-654-x/89-654-x2018002-eng.pdf [Accessed: 28th August 2023].

Article 4 - A great place to work

 Introduction

A wonderful place to work is one that provides a happy work atmosphere, chances for growth and development, and fair and equitable treatment to its employees. It is a place where employees are cherished, respected, and encouraged to perform their best.

Available at CANVA

Working in a wonderful environment to work can provide numerous advantages to employees. It has the potential to boost job happiness, motivation, and productivity. It can also aid in the reduction of stress and burnout. If you are looking for work, it is critical that you locate a company that is a fantastic place to work.

Women in workplaces

Women in the Workplace Great Place to Work 5th Anual Study (2019) 4 

                            Women in the Workplace Great Place to Work 5th Anual Study (2019) 5

According to the research done by Great Place to Work, overall men have better experience at work than women. 

To feel included at work, all employees must be able to discuss what makes them distinctive, have a sense of belonging among coworkers, and believe that everyone is treated fairly. In all workplaces, men feel more included than women. With each advancement in management, both men and women see a rise in their sense of inclusion. As a result, the gender disparity perpetuates at each stage.

According to Marianne Cooper(2013), examination of assessments of men and women leaders who have completed their leadership program for women, likeability and achievement go together amazingly well. According to a psychology study on success-likability penalties, women and men can be perceived as equally competent while receiving different likability scores. Scientific research also shows that when male and female leaders act participative, they are both liked equally.

There are numerous reasons why women make excellent leaders. They are frequently perceived as more collaborative and less hierarchical than males. They are also more compassionate and adept at developing relationships. Furthermore, women are frequently more creative and ingenious than men.

According to LaMantia and Ma(2022), here are a few great female leaders.

• Kamala Harris, Vice-President of the United States
• Malala Yousafzai, Activist
• Michelle Obama, Former First Lady
• Angela Ahrendts, Senior Vice-President, Apple

Why Gender Equality Is Good for Everyone — Men Included  Youtube 

Conclusion

Several studies have found that organizations with more women in leadership positions are more lucrative. This is most likely due to the fact that women bring a variety of viewpoints and talents to the table, which can contribute to improved decision-making. In general, there is no doubt that women can lead. They have the knowledge, skills, and experience to be as effective as males. With more women in positions of leadership, we can create a more equal and inclusive world.

List of references

Brooke LaMantia and Julie Ma(2022), 25 Female Leaders on Power. The cut. Available at: https://www.thecut.com/article/25-famous-female-leaders-on-empowerment.html [Accessed 21st August 2023].

Claire Hastwell(2019), Women in the Workplace. Available at: https://www.greatplacetowork.com/best-workplaces/women/2019 [Accessed: 21st August 2023].

Marianne Cooper(2013), For Women Leaders, Likability and Success Hardly Go Hand-in-Hand. Available at: https://hbr.org/2013/04/for-women-leaders-likability-a [Accessed 21st August 2023].

Ted (2015) Why Gender Equality Is Good for Everyone — Men Included | Michael Kimmel | TED Talks [online video] Available from https://www.youtube.com/watch?v=7n9IOH0NvyY&t=19s [Accessed 21st August 2023].

Article 3 - A team that practices Inclusion performs well

 Introduction

According to Ferdman, B.M. and Deane, B.R. (2013) the representation of numerous identity groups and their cultures in a specific organization or workgroup may not always result in favorable outcomes in the absence of other factors. Inclusion has developed as a fundamental idea in relation to diversity; specifically, it is now regarded by diversity practitioners as a vital method to benefiting from diversity and is at the forefront of contemporary diversity practice in many respects. However, how inclusion relates to diversity, what inclusion is, and how it works are not always apparent or explicit. Inclusion refers to how well organizations and their members connect with, engage with, and utilize people of diverse backgrounds.

Workplace inclusion

With growing diversity in work organizations, organizational leaders have increasingly become aware of the importance of creating inclusive environments (Nishii & Rich, 2014). At the same time, scholarship focused on inclusion is still in the initial stages. Mor Barak and her colleagues in the social work field were the first to systematically research inclusion in work organizations (Mor Barak & Cherin, 1998; Mor Barak, Cherin, & Berkman, 1998). More recently, researchers have sought to clarify that inclusion is important to everyone, but especially to those who have been excluded historically.

Inclusion as the Key to the Benefits of Diversity

What is the relationship between diversity and inclusion? Why are they so inextricably linked? According to Ferdman, B.M. and Deane, B.R. (2013), Diversity is a part of life in work groups and organizations to varied degrees. Inclusion is founded on what we do with diversity when we value and accept people for their differences as well as their commonalities. More importantly, it is building work environments in which people are recognized and accepted for who they are, as integrated and complicated as they are, with all of their differences and similarities from and with one another. In essence, inclusion is a method of dealing with diversity: it is the process and practice through which groups and organizations can benefit from their diversity.

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Conclusion

Inclusion supports diversity by creating an environment where people of all backgrounds feel welcome, respected, and valued. This can lead to a number of benefits, such as:

Increased innovation: Team members are more inclined to offer their ideas and viewpoints when they feel included. This can lead to more creative and imaginative problem-solving solutions.

Productivity increases: Inclusive teams are more likely to be engaged and motivated. This can lead to greater output and productivity.

Improved problem-solving: When team members feel included, they are more willing to speak up and share their ideas. This can lead to improved problem-solving and decision-making abilities.

In addition to these advantages, inclusion can lead to a variety of other favorable outcomes for teams, including:

Increased inventiveness and creativity

Better decision-making

Productivity and efficiency have increased.

Improved customer service

A more cheerful and productive workplace

This proves the performance of a team that practices inclusion. 

List of references

Alberta Workforce Essential Skills (2021) Workplace Inclusion [online video] Available from https://www.youtube.com/watch?v=vOwdlHUVBGE&t=49s [Accessed: 17 August 2023].

Ferdman, B.M. and Deane, B.R. (2013) Diversity at work: The Practice of Inclusion | Wiley Online Books. Available at: https://onlinelibrary.wiley.com/doi/book/10.1002/9781118764282 [Accessed 17 August 2023].

Shore, L.M., Cleveland, J.N. and Diana  Sanchez (2017) Human Resource Management Review - core. Available at: https://core.ac.uk/download/pdf/288817598.pdf [Accessed 17 August 2023]. 

Article 2 - Diverse teams and its benefits

 Introduction

Diverse teams are more likely to have a variety of viewpoints. As a result, teams are more likely to analyze all sides of an issue and develop more innovative solutions, which can lead to improved decision-making. Diverse groups are more likely to be creative. They are more likely to generate novel ideas and solutions that a more homogeneous team would have yet to explore. Teams with a variety of perspectives are more likely to be objective. This is due to the fact that they are less likely to be swayed by their own biases or experiences. Diverse groups are more likely to be ethical because they are more inclined to consider the demands of all stakeholders, rather than just the requirements of the majority. 

Benefits of a diverse team

According to Kat Boogaard (2020), a diverse team comprises people from various backgrounds. These distinctions can include:

• Race
• Ethnicity
• Gender identity
• Age
• Sexual orientation
• Religious affiliation
• Socioeconomic status
• Education
• Professional experience
• Skills

According to research, deliberately assembling a diverse team has a variety of advantages.

Diversity Breeds Creativity and Innovation
In a homogenous team, the creativity in decision making is poor for there is no diversity in innovative thinking because all of them think the same. In contrast, a diverse team is more creative and innovative.

Diversity Leads To Better Return On Investment

Diverse teams are less likely to fall victim to groupthink, which allows them to consider all sides of an issue and come to better decisions. According to Glassdoor (2020), decision-making on inclusive teams is superior up to 87% of the time. Those in the top quartile for racial and ethnic diversity were 35% more likely to outperform their national industry medians in terms of financial returns. Those in the top quartile for gender diversity were 15% more likely to beat their industry medians financially.

Diverse Teams Have Better Employee Recruitment And Retention

Diversity is something that candidates look for when it comes to recruiting top talent. According to a recent Glassdoor survey, 76% of job searchers believe diversity is crucial when evaluating firms and job offers.

The Importance of Diversity Equity & Inclusion in the Workplace | Benefits of Diversity youtube

Conclusion

Building and supporting a thriving team is not easy, which is why a homogeneous team is an easy default. Working with people who look, think, and speak similarly to us can be less difficult and far more comfortable. However, that comfort comes at a high price, particularly when it comes to team performance. So, while psychological safety and open communication are important elements in the recipe for a high-performing team, diversity is the not-so-secret sauce that you just cannot afford to leave out Kat Boogaard (2020).

In general, diversity and inclusion can lead to better decision-making in a variety of ways. Organizations may make better decisions, be more innovative, and achieve greater results by fostering a diverse and inclusive workplace.

List of references

Glassdoor (2020), "Diversity & Inclusion Workplace Survey" Glassdoor. Available at: https://b2b-assets.glassdoor.com/glassdoor-diversity-inclusion-workplace-survey.pdf [Accessed 13 August 2023].

HoffsTech (2022) The Importance of Diversity Equity & Inclusion in the Workplace | Benefits of Diversity [online video] Available from https://www.youtube.com/watch?v=_ZkxjAGlP9Q&t=5s [Accessed 13 August 2023].

Kat Boogaard (2020), "Why You Need Diversity On Your Team And 4 Ways To Build It". [Blog] 12, November. Available at https://blog.trello.com/build-diversity-on-your-team [Accessed 13th August 2023].

Article 1 - Importance of a Good Culture at a Work Place

 Introduction

A healthy work culture plays a significant role in bringing out the best in you. Having diversity and inclusion in a work environment is essential and is a good cultural practice. 

More than laws, programs, or headcounts, fair employers outperform their competitors by appreciating the unique needs, perspectives, and potential of their diverse workforce (Bush, 2021). 

Diversity and Inclusion are two notions that are inextricably linked. Diversity is concerned with the representation or composition of an entity. Inclusion refers to how successfully different groups of people's contributions, presence, and opinions are appreciated and incorporated into an area.

Organizations should go a step further and implement efforts that assist organizations in leveraging or capitalizing on diversity in order to achieve and sustain higher performance. (Garg and Sangwan, 2020). According to Garg and Sangwan (2020), there are other authors who have stated that diversity has led to the emergence of inclusion, and as a result, Inclusion was paired with Diversity in the 1990s.

Diversity and Inclusion in the Workplace

Regardless of who you are, what job role you have, and what job title you have, treating or welcoming everyone equally in all areas is important. 

Equality Diversity & Inclusion in 2021 - WHAT'S IT ALL ABOUT? Youtube

Have you realized that gender equality in your workplace is an issue to deal with Diversity? and not involving women in decision-making or giving promotion to higher positions is an Inclusion issue? According to my personal understanding, this is a culture we are bringing into our workplaces from home, where women in the household are looked down upon, not praised, and not given due respect. 

"When employees don’t feel that their ideas, presence or contributions are truly valued or taken seriously by their organization, they will eventually leave" (Bush, 2021). 

According to Bush (2021), and their company's research data, when employees trust that they are equally valued regardless of gender, age, and race, the employees are more likely to go to work, round off their work and want to stay longer in the company.

Conclusion

Good cultural behaviors are important to sustain a company. Companies that are practicing cultural behaviors like Diversity and Inclusion are more likely to bring employee satisfaction and that allows both people and the company to grow and have a  brighter future. 

An inclusive workplace culture will not only help you acquire a varied range of talent, but it will also help you maintain the diverse talent you first attracted (Bush, 2021).

List of References

Bush. M (2021), "Why is diversity and inclusion in the workplace important?". [Blog] 13, April. Available from https://www.greatplacetowork.com/resources/blog/why-is-diversity-inclusion-in-the-workplace-important#:~:text=The%20difference%20between%20diversity%2C%20inclusion%20and%20belonging%20is%20that%20diversity,ensuring%20that%20everyone%20feels%20safe [Accessed 3^rd August 2023].

Garg, S. and Sangwan, S (2020), "Literature Review on Diversity and Inclusion at Workplace, 2010–2017", 25(1). Available from https://journals.sagepub.com/doi/full/10.1177/0972262920959523#body-ref-bibr42-0972262920959523 [Accessed 3^rd August 2023].

Nathifa (2021) Equality Diversity & Inclusion in 2021 - WHAT'S IT ALL ABOUT? [online video] Available from https://www.youtube.com/watch?v=maw6hmlNh44 [Accessed 3rd August 2023]