Article Analysis: WorkPlace Diversity
Workplace diversity and inclusion is a complex topic with both advocates and opponents. The debate about it needs to be considered on all sides, and the work of developing solutions must be pursued with care. In the article Ethics of workplace diversity, Jeanne McNett argues that current assumptions about what constitutes an ethical approach need to be reevaluated. She presents three arguments in favor of this idea: social justice is a primary goal for ethics, racialized groups are disadvantaged, and considering differences strengthens organizations. Jeanne also provides four considerations for an ethical approach to workplace diversity: being equitable, collaborative, visionary, and responsive to change. The article also discusses an organization’s ethics and moral obligations concerning creating a diverse workforce and inclusive work environment.
Additionally, the author suggests that for an organization to be successful, it must have a work environment that is sensitive to the needs and beliefs of all individuals. Jeanne also suggests limiting the number of hires to one person from any given subgroup for those subgroups to be given more opportunities. Generally, Jeanne discusses the essential ethical behaviors individuals should have in the workplace, illustrating the essence of this article in business and management.
Another vital aspect of the discussion in the article is the choices made by the organization and their implications for a diverse work environment. The author suggests that choosing to focus on diversity instead of hiring more individuals from subgroups will benefit the company due to the benefits associated with an inclusive work environment (McNett, 2011). It opines that employees will feel more included, which will result in better financial results and build more cohesive teams, which can lead to a positive impact on overall employee culture. Additionally, the article suggests that this may increase retention rates among older employees and students, and those with disabilities.
McNett’s article, Ethics of workplace diversity, is a thesis paper comparing the benefits and disadvantages of workplace diversity. McNett provides several examples from her own fieldwork experience to help justify her claim that workplace diversities are beneficial for companies. One strength of the article is that she provides out-of-the-box examples in which diverse workplaces provide advantages. For instance, she mentions how companies with diverse workforces present better interfaces; more readily assimilate new technology; and lower turnover rates, among others (McNett, 2011). A weakness of McNett’s article is the lack of statistical evidence that supports her claim that “diverse workplaces lead to healthy organizations” (McNett, 2011). The author only provides a few examples from her fieldwork that help elaborate on the importance of workplace diversity. Although she provides statistical evidence in other sections of the essay, the lack of support throughout most of the article makes it difficult to grasp her main argument fully.
My opinion on the workplace diversity issue in the article is that it is advantageous to companies and their employees. McNett strongly advocates for diverse workplaces because she believes that “diverse workforces lead to healthier organizations.” (2011). It is easy for someone with a different perspective to argue the opposite because work environments are very different from one another. For example, most technology-based companies in Silicon Valley have a much larger proportion of men than women workers. Women make up only 3. If technology-based companies used the same criteria for white- or male-dominated workplaces, they would not be able to hire as many women. Therefore, it is vital to have employees that agree with traditional gender norms and ideas because it allows them to operate within the company in a comfortable state of mind.
This article contains many examples of biased and faulty reasoning, so it could be a valuable source for writing a paper on this topic. Additionally, the article starts by setting up the problem. People often argue about diversity. After all, it is challenging to balance between equality and meritocracy in discussions around diversity because some people are generally sexist or racist; therefore, any argument against workplace diversity must be malicious or because other individuals have not been given the opportunities that they deserve from motivation to job advancement in which case, companies should work harder at providing diverse job opportunities. The article also draws an analogy to political elections, an area with clear rules regarding diversity. However, the rules of politics do not always apply to diversity discussion in corporate America. The debate over workplace diversity is often considered an extension of the age-old meritocracy debate: the notion that for a company to be successful, it must hire the best candidates based on their skill and talent, even if those candidates differ in their skin color or gender.
The article does not provide evidence to support its claim that companies are unethical to hire men instead of women. It only raises questions about where there is a lack of women at work rather than making accusations or pointing fingers at specific companies. The author’s line of argument is based on the premise that corporations and businesses do not support workplace diversity. This premise in itself is faulty. The author writes that corporations continue to hire, promote, and award the best white men assuming that they are qualified for the position (McNett, 2011). The author also provides no empirical evidence to support her claims about gender equality in management or the high percentage of men in top positions at corporations. The author’s claim that males hold over 70 percent of top corporate jobs is not true. The article fails to specify the exact number or percentage of senior positions held in corporations. The author’s claims and statistics are extremely misleading, and they do not support her argument. The author says: “In 2005, white men made up 75 percent of management and were over 84 percent in the C-suite” (McNett, 2011). She argues that men are overrepresented in top jobs, and therefore, she concludes that companies are unethical for hiring men instead of women for these positions.
McNett, J. (2011). The Ethics of workplace diversity, Northeastern University, Assumption College.