Diversity in the Workplace: Analyzing Viewpoints on Bias and Stereotypes

Running head: DIVERSITY
Diversity
Name of the student
Name of the university

1DIVERSITY
Diversity may be defined as the diversification of myriad cultures, values, traditions or a
homogenization of the various groups. In other words, diversity means that each person is
unique, with a different set of values and beliefs. Thus, it is important for each individual to be
tolerant of each other. The following paper analyzes the viewpoints on diversity as established in
the three articles titled, “When employees think the boss is unfair, they are more likely to
disengage and leave”, “A pipeline for diversity” and “Evaluating the effect of negative Turkish
stereotypes on evaluative workplace outcomes in Germany.”
In the first paper, the authors, Sylvia Ann Hewlett, Ripa Rashid and Laura Sherbin claim
that although the corporations in the United States are spending huge sums of money on
spreading awareness about diversity and the need for a bias free working environment, cultural
bias continues to prevail in the working place. For instance, women and other minority groups
continue to remain underrepresented in most companies, with a strong bias as to their
capabilities. Bias, in the workplace, may be related to a number of factors – namely, gender,
race, ethnicity, social status, cultural values and so on. The research in this paper shows that
employees who tend to perceive bias in the workplace are more likely to leave and find a job that
is more tolerant and accepting of diversity. The most interesting aspect about this paper is the
mode of research. Most papers tend to focus on the actions of the managers and how they plan to
avoid bias in the workplace. Instead, the paper focuses on the perception of the employees and
the factors that they would perceive as biased. According to these authors, a biased workplace
and consequent high turnover rate of employees could be detrimental for the company since they
could be losing valuable assets.
The article by Frank Ross, Jean Wells and Allyson Clarke on the other hand, takes a
different perspective of diversity in the professional sector. Instead of a generalized concept of