University Report on Diversity and Inclusion in the Workplace

This report examines the critical aspects of diversity and inclusion in the workplace, highlighting the significant impact on organizations and their members. It begins with a personal reflection from a student who experienced gender bias in a corporate setting, illustrating the demotivating effects of discrimination. The report analyzes the challenges of creating a diversified workplace, referencing statistics on female representation in the workforce. It delves into a case study where the student faced gender bias, leading to demotivation and career setbacks. The report then discusses the relevant theory of Discrimination Fairness Paradigm and its emphasis on equal opportunities and fair treatment. It explores the positive impacts of diversity and inclusion, such as increased employee motivation, company reputation, and innovation. Finally, the report details how the situation was addressed through training, policy changes, and the promotion of an inclusive environment, emphasizing the importance of adhering to anti-discrimination laws.

Running head: Diversity and Inclusion in Workplace
Diversity and Inclusion in Workplace
Name of the Student:
Name of the University:
Author’s note:

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Introduction
In the contemporary business world, diversity and inclusion have become the most
important factor which has immense impact on the organization and its members. People from
different background come together and work under one floor, is challenging. People with
different culture, nationality, race, caste has been facing problems in the organization and being
discriminated by others. Apart from these factors there are other factors such as sexual
orientation, color, disability by which a person is discriminated. This practice in the organization
is highly demotivating and discourages the candidates to work with an organization (Atena &
Tiron-Tudor, 2020). Though, organizations are putting a lot effort to foster diversity practices
and inclusion within the organization, creating diversified workplace has been failed by the
management. According to recent, report of World Bank data only in 2019, only 38.964 percent
of women work in workplace (Data.worldbank.org, 2020). This percent differs from region to
region and workplace to workplace. However, companies are putting their whole potential to
eradicate discrimination from the root.
Self-Reflection
I am from New Zealand and completed my Master Degree in Business majoring in
Operation Management in New Zealand itself. I got my master degree and was placed in IBM. I
was excited working in IBM in India, since it is a reputed company and has global recognition. I
was placed in IBM as Assistant Project Manager. I was put with great responsibilities and the job
role was tough. However, I was ready for the challenge and was ready for a new journey of my
life. I got the offer later and I joined the company, the training was and good enough for me, I
learned a lot which would help me during my projects.
I had fine interaction with my senior Project Manager and I was comfortable with him.
There were two assistant project managers in the office. My team member Jessie joined with me
and we got the same training. At a fine day, I noticed my project manager gives a project to
Jessie, and tells her to develop an operational plan for new human resource systems for the
organization. I waited for my chance and for a new project. But gradually with time I was not
given a single project but my team mate was burdened with projects. I was demotivated and
devastated and went to my manager to raise the issue. After I met him and told what is
happening he replied “The women deserves this project and cannot handle this much of

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pressure”. This sentence of him shook me and moreover, the projects are important for my
promotions as well. This particular gender biasness continued for a longer period of time. Later I
came to know the Project Manager is focused and gives more priority to women than men in the
office.
The above situation highlighted had a very bad impact on my career, morale values and
belief. I had really good expectations from the job and I was honored to work in such a big
organization. I was highly demotivated by the behavior which was reflected by the project
manager. I was discriminated on the basis of my gender. It had put me into a situation where I
cannot take proper decision for myself. The project is highly important for my career and I felt
like they have been playing with my career. The practice of gender biasness has demotivated me
in all the possible ways and I felt like I am helpless. I had quiet good reputation towards the
company but the way the manager treated me, made me to think twice. Is not easy to get a job
like this and being discriminated like this was highly devastating at that particular period. I was
aware of the fact that India highly discriminates on gender basis and for women it is very
difficult to work in an organization. But however, the scenario changed and men also do face
gender biasness. For Example: When I first reached, the whole department was shocked that at a
young age I will be given the opportunity of a project manager and will be handling a project. It
felt like I don’t deserve where I belong. This led me to lack confidence within myself and I was
discouraged by the situation. There was no freedom to speak in those departments and other were
not active as well. Due to the current treatment I felt I am losing what I have earned. So, it can
be said that the above situation had a very bad and negative impact on me and my career.
The organization I was working that is IBM, International Business Machines, which is
the most reputed company which has global recognition. Since, childhood I had this
preconception that India is a conservative country, but gradually my perception towards India
changed (Sharma, & Pardasani, 2016). Since, globalization has fostered anti-discrimination and
diversity in the economy (Joshi, 2017). However, the incident has changed my perception.
Although it is ibserved that in India, only 21.8 percent of female work in organization and out of
them 10 percent of females face gender discrimination, but the number of promotions of man is
lesser than women. (Kundu, & Mor, 2017). In addition to this only 15% of board director seats
are occupied with women and rest is occupied by men, but however, the privileges for them is

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higher than man(Halder & Assaf, 2017). The company has breached the law of Equal
Opportunity law and anti-discrimination law. Gender biasness has become very common in
workplace and however, became obscure day by day.
There was a time when I raised the situation to our human resource manager and
complained against the discrimination I have been facing in the organization. After reviewing my
situation the human resource manager took the case seriously and projected and action plan for
the same. There were training programs on diversity and inclusion and their benefit in the
organization (Kronberg, 2020). In addition to this, the policies and procedures of the
organization were reviewed and amended. Moreover, an inclusive environment helps us to work
more effectively and efficiently without getting distracted. An inclusive environment can be built
by promoting diversity integrities such as team activities, celebrating holidays, sharing each
other’s opinions ad thoughts. The code of ethics of organization was amended and other
penalties were introduced for breaching the laws and acts of the company. I was appreciated for
the initiation made by the human resource manager and thereby, it had a great impact on me and
organization as well.
Related Theory Based on the Situation
According to the situation the theory which is most suitable is Discrimination Fairness
Paradigm. The theory was stated by Ely and Thomas in the year 1996, the theory focuses on
equal and fair opportunity to all the members in a workplace (Rehman, 2019). There must be fair
treatment during recruitment and selection and there must be strict compliance with the laws
such as ant-discrimination law and equal opportunity law. The theory signifies that diversity and
inclusion will be fostered when the organization strictly obeys the laws and acts which has been
established to eradicate anti-discrimination within the workplace. The theory also reflects that it
is not only increasing the number of differently identity groups but also giving them opportunity
to enroll in the organizational activity (Rehman, 2019). The theory has a positive impact on the
working operations of organizations. For example: during recruitment and selection, during
allocating the task to the team members and during promotion. The gender biasness in the
organization leads to job dissatisfaction and impacts the morale value of the candidate. The equal
opportunity law must be obliged in the above mentioned human resource function of the
organization. The practice of diversity and inclusion within the organization has positive impact

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such as motivation within the employees, company reputation, creativity and innovation. When a
group of people from different region are capable of contributing different ideas, opinions and
creativity in the organization.
As presented in the above situation, only recruiting the candidates in not enough, the
candidates needs to be nurtured within the organization. Practicing discrimination in the
organization would demotivate them and so far the reputation of the company will be on edge.
Diversity also helps the organization to gain competitive advantage and foster innovation within
the organization. For example: Apple Inc. the company tries to foster diversity by recruiting
more number of females and other candidates from different region. Around 45% women are
leaders. Moreover, the promotion is based on their talent not by the gender of the person. This
has led the company to foster innovation and therefore Apple is known to be the most innovative
company in business world.

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