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Workplace Diversity

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Workplace Diversity

According to Calvert’s study, Simon Property Group ranks the last company in the S&P 100 for workplace diversity. The company is struggling with a lack of diversity in the distribution of its employees. Lack of diversity in such a company that serves a huge population is a disaster because it deals with redlining and predatory lending and so the communities, races, and genders that are under-represented are disadvantaged. The company does not believe in the power of diversity at the workplace. So it only includes a few members so that they can pass the standard laws that are set by the Equal Employment Opportunity Commission. According to the Calvert study, the Simon Property Group could benefit from our research because it will get to know the importance of having a diverse workforce that embraces inclusion (Junior et al., 2017).

Several barriers could be making diversity and inclusion a nightmare in the Simon Property Group. It becomes challenging for workers to survive in an environment that is toxic, and once they leave the company, they go spreading the rumors of all the bad that happens in the company. Informal selecting is a factor that hinders diversity and inclusion in any organization (Holder, 2017). In cases where the seniors in the company organization pick those people, they like from the group of employees, and they make them look special more than others makes the other workers feel neglected. In most cases, the seniors chose the members of their in-groups based on their race, religion, gender, and community. The out-groups see this, and they feel threatened and isolated from the company’s affairs. All companies should promote formal mentoring

The second barrier that makes huge companies such as the Simon Property Group fail in meeting the goal of diversity and inclusion is insensitivity (Holder, 2017). Workers cannot be productive in environments where they feel inferior and insecure. Companies that fetch workers from all races, communities, gender, and religion should be very keen to make sure that the companies culture and how operations are done do not offend a particular group of workers. In companies that employees are insensitive, they are less productive and fail to meet the company’s goals. The jokes, comments, and rituals that are undertaken in a company could put off many potential workers.

The third barrier that affects the diversity in huge companies such as the Simon Property Group is perceived underperformance by a particular out-group. There is reduced diversity and inclusion when in a company, there is a group that is known to be lazy and deliver very little to company development. The target group isolates itself and think it is weak and weak and inferior. Some of these perceptions in the workplace are not true. In some cases, even the leaders get biased by biased sentiments about a particular group, and they fail to hire them also if there are vacancies. Out-groups that feel inferior in a company do not feel proud to carry the company’s tag with them.

The Simon Property Group could use some strategies to make sure that those who come to apply for jobs come from all communities, races, religions, and gender. The first strategy by the company should be to recognize and change their unconscious bias. This means that the company should identify the stereotypes that they hold about a particular out-group and do away with them. They should make sure that all the employees stand an equal chance to deliver to the company goals and vision without their ability to be undermined. The company’s administration should be fair when addressing issues in the company. It should not point fingers and create scenarios where a particular group of workers is blamed for errors in the company operations. The company administration should know that each employee carries with them the name of the company, and what they say about the company in most cases is taken to be the truth because they are part of the operations.

The second strategy that the Simon Property Group should employ to make sure they have a diverse workforce that they should create cultural events that will be based on where the workers come from either based on their cultures as a race, community or religion. The workers should not be allowed to put up cultural events at the same time because it will cause more division. The events should be planned and scheduled in a way that each cultural event takes place at a time, and all the other workers in the company should enjoy and learn the culture. This way, workers will learn to live and be tolerant of those who hold a different belief. During the cultural events, they can involve meals, dances, and even how the different groups dress according to their culture. It helps all groups feel like the stand equal chances and opportunities while serving the organization.

Some strateg

ies can be employed by compan

ies such as Simon

 

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