Impact of Workplace Diversity: An Article Analysis Report

This report analyzes six articles focused on workplace diversity and inclusion. The articles cover various aspects, including hiring practices, employee retention, and the importance of creating an inclusive environment. Key themes explored include the need for diverse interview panels, addressing biases, and the importance of retaining a diverse workforce through tailored training and opportunities. The report highlights the complexities of diversity beyond race and gender, emphasizing the value of different perspectives and experiences. It also discusses strategies for measuring diversity, such as equal pay, promotion opportunities, and access to special projects. Overall, the report provides insights into the challenges and benefits of fostering diversity in the workplace and offers practical recommendations for creating a more inclusive and productive environment.

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Table of Contents
Article 1...........................................................................................................................................1
Article 2...........................................................................................................................................1
Article 3...........................................................................................................................................1
Article 4...........................................................................................................................................2
Article 5...........................................................................................................................................2
Article 6...........................................................................................................................................3

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Article 1
Katherine, R. (2017). First line of diversity: attracting men and women of color to apply for jobs
at a company is one thing, but to make sure candidates are evaluated comprehensively,
great employers also put diverse voices on the panels interviewing them.(2017 Best
Companies for Multicultural Women). Working mother. 40(2). 32-36
Justification – This article is targeted towards interviewers so that they can hire the best
possible talent from the diverse groups. Many companies are skeptical about hiring women who
have taken their maternity break and on there are companies which are willingly putting efforts
to hire those women. The interview panel is trained to share respect the emotions of women from
different background and also the questions that needs to be addressed and also the questions that
shouldn’t be asked.
Article 2
Sanchez, D. (2017). Stigma by Prejudice Transfer: Racism Threatens White Women and Sexism
Threatens Men of Color. Psychological Science, 28(4), 445-461
Justification – This article talks about the discomfort that an employee feels due to the
presence of excess racism and sexism in the work environment. With the help of inclusion of
people from different background, the organization’s environment is extremely productive as
employees are more concerned about the work that they deliver. Inclusion of diversity at
workplace is one of the best things that an employer can get in to ensure that people from
different background carry their experience to the organization. This article also talks about the
biases that people may hold against a particular community. The organization can train the

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employees to remove these biased thoughts so that the employees can work together to create a
productive environment.
Article 3
Sawdye, C. (2015). The secret of retaining a diverse workforce. Fortune. Retrieved from
http://fortune.com/2015/08/19/carol-sawdye-importance-of-diversity-at-work/
Justification – This article talks about the various efforts than an organization needs to
put to ensure that the recruited diverse workforce tends to stay back. This gives examples about
employees from various workplaces and the efforts that the organization has put in to ensure that
they retain the talent hired. PwC and Airtel are going a extra mileage to ensure that culturally
diverse people are trained and retained in the organization. This article is also a message to
organization which believes in hiring people from a certain background or community.
Article 4
Stephens, N. (2016). The Real Reasons Diversity Programs Don’t Work. Fortune. Retrieved
from http://fortune.com/2016/08/16/diversity-workplace-lessons/
Justification – This article clearly states that diversity is one area where all the
organizations are working upon, but it is an emotional subject too and hence, people need to be
very careful while they are handling this subject. More than the real issues, it is the attitude and
thought process of people which needs to be changed so that racism and bias thoughts can be
removed from an organization. Different set of people would prefer different things at workplace
and it is the responsibility of the management to understand that the same program will not suit
for everybody in the organization.

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Article 5
Kaplan, L. (2015). Why diversity needs to go beyond race and gender. Fortune. Retrieved from
http://fortune.com/2015/08/13/laura-cox-kaplan-building-a-strong-team/
Justification – This article precisely talks about the diversity concerns that prevail in the
workplace. Most of them may think that diversity is all about race and gender, but that is really
not true and there are many more things attached to the word diversity. Even people who have
different thoughts and perception is diversity. It also says that while hiring, the management
should check for various skills to ensure that they are bringing diversity to the team and not just
adding another homogenous to the group. The languages that an individual speaks, the course of
their life and also the socioeconomic background creates an impact on the thought process of the
employee and it needs to be considered. Finally, the management needs to put in efforts to
understand their employees. Understanding the different perspectives and also having
mentorship network is one of the simple ways by which the management can understand
diversity better.
Article 6
Williams, B. (2017). 8 Ways To Measure Diversity That Have Nothing To Do With Hiring
Fortune. Retrieved from http://fortune.com/2017/04/20/workplace-diversity/
Justification – This article breaks the myth that many organizations hold in their mind.
This article shares few strategies that can help the management to retain the diverse population at
the workplace. First and foremost, the salary and title offered to employees with same level of
experience and qualification should be the same. This is also applicable while promoting the
employees. The management should give metrics to employees with regards to their promotion.

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Also the organization should give an opportunity to everybody to work on special projects rather
than that of just offering it few while ignoring the others. These things make not look every
important from the outer ring, but these things create an impact on the employee and also their
contribution to their workplace.