Thinking About Diversity And Inclusion Paper

Thinking About Diversity and Inclusion
SOC315
May 3, 2012

Thinking About Diversity and Inclusion
There are several aspects to consider when thinking about the dimensions of cultural diversity. Diversity is not restrained to the workplace only and is seen in all environments. There is diversity in communities and social organizations all of which need to be considered. People must be able to define and understand diversity in order to begin accepting it. Accepting diversity then leads to inclusion.
Dimensions of Cultural Diversity
There are several dimensions of cultural diversity. According to Richard T. Schaefer, University of Phoenix Racial and Ethnic Groups. Census Update, Twelfth Edition (2011), cultural diversity includes
Diversity is defined as “The ways in which people differ that may affect their organizational experience in terms of, communication, performance, motivation, and inclusion” (Harvey, C.P. & Allard, M.J., University of Phoenix, 2009). Diversity continues to create attention in the working environment and looks to employee personnel most qualified for the position instead of focusing on hiring minorities to show diversity in the organization.
Inclusion is defined as “Bringing diverse workers into an organization” (Harvey, C.P. & Allard, M.J., University of Phoenix, 2009). There are factors that work against or make inclusion difficult in all environment; these factors are prejudice, stereotypes, discrimination, and privilege. All of the factors draw negative attention to the concept of diversity in all environments.
Diversity is expanding the cultural dimensions and adding qualified personnel to an environment, but inclusion is an aspect of diversity. If inclusion is not conducted or is counteracted by the factors, the diversity is not
Today’s society has laws and regulations in place, including Equal Employment Opportunity Legislation (Harvey, C.P. & Allard, M.J., University of Phoenix, 2009) to promote a diverse work environment. The laws and regulations make it so people are hired based on their qualifications and not their race, color, religion, sex (including pregnancy), national origin, disability, or genetic information (“U.S. Equal Employment Opportunity Commission”, n.d.). While these laws and regulations are in effect, there are some people who may not have had any interaction with diversity and do not know how to act or what to or not to say. Diversity training would provide all employees the opportunity to ask questions and have a general understanding of the interactions they will be faced with. Diversity training may also discuss prejudice, stereotypes, discrimination, and privileges and what will not be