DIVERSITY AND INCLUSION.

Running Head: DIVERSITY AND INCLUSION 1
Diversity and Inclusion
Student’s Name
Institution
Date

DIVERSITY AND INCLUSION 2
Diversity and Inclusion
Diversity and inclusion make me feel incorporated and more appreciated in my working
organization. As a junior employee, I tend to feel like I own the organization’s goals and
objectives, because of being involved in its activities. Inclusivity reduces the rate of
discrimination in the organization that I work for because all employees are treated similarly. As
employees in the firm, inclusivity would help us in being treated by our leaders with equity.
Diversity is perceived using three paradigms. The first is discrimination and fairness,
which ensures there are fair treatment and equity among all the employees within my
organization of work (Kaplan & Donovan, 2016). In such a case, diversity is meant to ensure
there is no discrimination in the activities of the organization. Secondly, there is access and
legitimacy paradigm that states that our market places is diverse. By allowing diversity in the
market places, we the minority groups are given opportunities to exercise our rights in the
market, and legitimacy is granted. Learning and effectiveness is the third paradigm which aims at
connecting different diverse societies for the benefit of the entire organization.
Diversity and inclusion pause both benefits and costs to our organization of work. It
creates innovation and helps us in making quality decisions in my working firm. Different
cultures are given opportunities for learning each one of us values and beliefs. External networks
and links are created by the interactions between individuals from different cultures. However,
there are problems caused by diversity in communication (Kaplan & Donovan, 2016). It
becomes hard for us employees to learn new languages of other communities, and such things
contribute to complexities in the working place. We are given a hectic time in identifying a
group that would rhyme with our culture, which results in sub-groupings within the firm.

DIVERSITY AND INCLUSION 3
Most of the scholars argue that it is expensive to manage diversity because its
management demands a lot of resources. They say that employers and leaders in our
organizations should embrace inclusion rather than difference. Fixing fairness in the
organizations of work is one strategy of providing a rich diversity in a firm. Integration of variety
in all the departments of our organization would also lead to a productive organization with
variety. Minority and majority groups should be mixed in all salary status (Clack & Gabler,
2019). Creation of a comprehensive system in the organization would be fruitful to a diversified
organization. All groups should be included in the agendas of the firm’s decisions. Finally, all
forms of leadership in the organization should be brought on board when discussing the
objectives and other activities of the firm. The levers would contribute to a rich diversity in an
organization.
Overall, diversity and inclusivity are complementary and must be used together to ensure
success of an organization. To ensure that my organization have achieved its goals, I would the
leadership to come up with a strategy of recruiting employees without considering their
backgrounds and culture. Most of these individuals absorb quality decision making in the
organization and lead to innovation because issues are handled in all perspectives. Within the
firm, system, integration, culture, and leadership are the major contributors to the success of the
organization. Everything should be incorporated in all the agendas of the firm for diversity to
attain its productivity.

DIVERSITY AND INCLUSION 4
References
Clack, A., & Gabler, J. (2019). Managing Diversity and Inclusion in the Real Estate Sector.
Routledge.
Kaplan, M., & Donovan, M. (2016). Inclusion Dividend: Why Investing in Diversity & Inclusion
Pays off. Routledge.