GenderDiversityInOrganizations.docx - BU691 Diversity in Organizations Although the concept of workplace diversity has existed for decades throughout

GenderDiversityInOrganizations.docx - BU691 Diversity in...

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BU691 Diversity in Organizations Although the concept of workplace diversity has existed for decades throughout Canada, there have not been enough significant changes in management demographics or metrics of diversity in many organizations. In 2017, Fortune reported that 80 percent of executives and senior officers of Fortune 500 companies are men, and of those, 72 percent are white men. 1 While these statistics are just a snapshot of a select group of successful companies, similar statistics are reflected across many other organizations and industries. There are many opinions on how companies should work to create a diverse and inclusive workforce. In the past many companies opted for “affirmative action” programs that implemented the use of quotas and targeted hiring/promotion practices. While these programs were well intentioned, they focused too much on diversity and not enough on inclusion. There is a common misconception that diversity and inclusion are the same thing; but they are not. Diversity is the mix of demographics and experiences reflected within the workforce whereas inclusion is recognizing and valuing all employee perspectives and contributions. Inclusion is about allowing people to be their authentic selves at work, respecting their individuality and enabling them to realize their capabilities. 2 Diversity measures the composition of an organization, but inclusion measures how well that organization has built its culture to reflect its composition. Companies that focus solely on increasing diversity without creating an inclusive culture are often destined to fail at creating either. Workplace harassment and discrimination are more likely to occur in organizations that do not have a diverse culture, but they can also be found in organizations that do not promote inclusivity. 3 A workplace that does not support inclusion efforts will not address the unconscious biases and embedded discriminations that may exist in the organization. While these organizations may use anti-discrimination policies to support diversity efforts, they need to ensure that they do not confuse diversity and inclusion with compliance to 1 Jones, S. (June 2017), White Men Account for 72 percent of Corporate Leadership at 16 of the Fortune 500 Companies. Forbes
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