Strategies for Addressing Non-Inclusiveness in the IT Workplace

This report examines the issue of non-inclusiveness in an IT workplace, focusing on the non-inclusion of new employees in a software testing team. It discusses the realities of this issue, particularly how critical departments are often managed by senior employees, potentially undermining new hires. The report explores how the situation could be better managed by creating inclusive teams, providing effective training, and strategically assigning roles to new employees based on their experience level. It also suggests revising recruitment policies to avoid benching employees and recommends a two-step testing phase to boost morale and ensure thorough testing. The conclusion emphasizes the importance of addressing non-inclusiveness through effective workplace policies to foster a healthy environment and maximize employee potential. Desklib offers similar solved assignments and past papers for students.

Running head: NON-INCLUSIVENESS IN THE WORKPLACE
Non-inclusiveness in the workplace
Name of the Student
Name of the University
Author Note:

NON-INCLUSIVENESS IN THE WORKPLACE
Executive Summary
The foremost determination of this paper is to focus on the issue of non-inclusiveness in the
workplace. The paper will be focusing on a particular issue of an IT environment. How well the
issue could have been managed will be stated in the paper. The paper will be focusing on what to
react to that particular scenario as it was a workplace. The need for change which will be
avoiding such issue will be discussed in details in the paper in the final unit of the paper.

NON-INCLUSIVENESS IN THE WORKPLACE
Table of Contents
Introduction......................................................................................................................................3
Selected Issue...............................................................................................................................3
Reality..............................................................................................................................................3
Expectations.....................................................................................................................................4
Changes............................................................................................................................................5
Hopes...............................................................................................................................................5
Conclusion.......................................................................................................................................6
Reference.........................................................................................................................................7

NON-INCLUSIVENESS IN THE WORKPLACE
Introduction
The foremost determination of the paper is to focus on the issue of non-inclusiveness in
the workplace. The manageability of that situation and the plan of action regarding that particular
scenario will be stated in the paper. The paper will also be having a recommendation unit which
will be helping the readers of this document to cope up with similar situations (Greco 2015). The
selected issue and its related expectations and changes will be discussed in details in the paper.
Selected Issue: Non-inclusion of the new employees in the testing team of a software
development organization.
Reality
The selected issue considers the non-inclusion of the new employees who have been
recently hired in a software development organization. In most of the leading Information
Technology organization, it can be seen that most of the critical departments are mostly managed
by the senior sections of the employees (Krstić and Protić 2017). This issue is very much
common in most of the big or small sized corporations. The issue raises lots of questions
regarding the capability of the new employees as well for all the concerned persons who have
recruited the same person for this role. It can be seen that most of the software development
organization do not provide the role of software tester to the new employees just because the
reputation and the business of the organization depends a lot on the testing schedules (Le and
Kelep-Malpo 2015). This is a very disturbing issue from the point of view of the new employee
who was designated for that particular role only. It can be also said that this issue provides that
most of the organization do not provide the opportunity to the new joiners, instead of that they
allocate senior employee for the same role (Fink 2017). The next unit of the paper will be

NON-INCLUSIVENESS IN THE WORKPLACE
analysing the how this particular situation could have been avoided by this software development
organization.
Expectations
Expectations are one of the main aspects of this report, this segment of the paper will be
discussing all the possibilities about how well this particular situation could be managed. The
selected issues state about the non-inclusiveness of the junior employees in the testing schedules
of a software development organization. It can be determined that this scenario could be well
managed by this organization if they tried to built a dedicated team comprising of both the new
employees as well as the senior most employees who have been doing this task for a long period
of time (Blay 2019). This would have minimized the chances of error which could have come
from the newly joined employees. Another way could be said to deal with the situation in a better
way which is the effective software testing training sessions for the newly joined employees. The
software organization should have been taking few calculated risks so that they can provide
proper exposure to the newly joined employees, this decision would have been very much
popular among all the new employees and they could help the organization to growth
considering the rivalries with the other software developmental companies (Blaškovic and Prša
2017). This particular issue could have been avoided by hiring the new employees as the black
box testers who are only involved in the non-technical part of the software testing. After
significant exposure and experience, those new employees should have been given the role of a
white box tester who looks after the technical issues of the software's such as its responsiveness
and other SQL issues (Nwedu 2017). This particular situation can also be handled well with the
help of effective recruitment policy of that software development organization, which could have
been concentrating on only the posts which they really need. They should not be hiring new

NON-INCLUSIVENESS IN THE WORKPLACE
employees only to bench them, they should be making the most out of them otherwise it can be
considered as a waste of resource. The following unit will be discussing my role in that particular
issue. What I feel and what I could do in that particular scenario will be discussed in the paper.
Changes
Considering the stated scenario, I could have asked my other team members to let me
know whether this organization uses these business tactics over the years or not. I could have
also asked for effective training sessions from the senior employees who have been working on
this over the years (Dockery 2018). Instead on jumping to any conclusive step I could have
stayed calm and composed and try to understand why the management team is taking such
decision as this kind of decision may be beneficial for the organisation from the business
perspective but from the point of view of the employees, this issue should be handled a better
way. The following unit of the paper will be discussing the changes required to resolve this issue.
Hopes
This unit of the paper will be focussing on the changes which are needed to avoid this
issue. It can be said that the recruitment policy of that particular organization should be revised
immediately so that this kinds of issues does not have any negative impact on the newly joined
employees. The other recommendation to avoid this kind of issues is to categorize the different
types of Information Technology into two parts. The first part will be considering only the
complex projects which will be handled by the senior most tester and the simpler projects should
be tested by the new employees. The other change which could have avoided this particular
scenario is having a two-step testing phases (Roy 2016). The initial phase can be conducted by
the junior or the newly joined testers and based upon their report that particular product can be

NON-INCLUSIVENESS IN THE WORKPLACE
again tested by the experienced or the senior testers. This could have boosted the morale for the
newly joined employees and at the same time avoid the situation (Pittman 2015). These changes
can be very much beneficial from both the point of view of the new employers as well as from
the business perspective of that software development organization.
Conclusion
From the above paper, it can be concluded that there are different types of issues in every
business organization or in a workplace but the issues associated with the non-inclusiveness
should be highly considered by the internal stakeholders of the workplace such as the
management team. They should be creating and implementing effective recruitment policy and
workplace policies so that none of the resources of the workplace is wasted. It can be also
concluded that the non-inclusion of the employees in specific departments may be beneficial
from the business perspective but at the same time it can be also understood that this practice
may hamper the confidence and agility of the new employees, this particular scenario may be
responsible for an unhealthy environment in the workplace which will be having a negative
impact on the organization as well. It can be also concluded that this particular scenario may lead
to inappropriate behaviour of the newly joined employees which again will be not acceptable so,
in order to minimize the complexities associated with non-inclusiveness in a workplace every
business organization should be having efficient strategies which will be helping them to cope
with the scenario.

NON-INCLUSIVENESS IN THE WORKPLACE
Reference
Blaškovic, J. and Prša, T., 2017. Experience and Attitude of Primary School Students towards
Gregorian Singing. Online Submission, 27, pp.133-144.
Blay, K., 2019. The impact of inclusiveness on resilience in Temporary Multidisciplinary
Organizations (TMO). In Construction Research Congress 2018 (pp. 243-252).
Dockery, D., 2018. White Faculty at the HBCU. Improving the Viability and Perception of
Hbcus, p.103.
Fink, G., 2017. Power systems: How power works in different systems. In Evolution of the post-
bureaucratic organization (pp. 41-60). IGI Global.
Greco, E., 2015. The Political Economy of Tanzania: Decline and Recovery, Edited by Michael
Lofchie, Philadelphia: University of Pennsylvania Press, 2014, pp. 265,£ 39, ISBN
9780812245905.
Krstić, N. and Protić, J., 2017. Law on professional rehabilitation and employment of persons
with disabilities through the lens of Serbian employers. Ekonomika preduzeća, 65(7-8), pp.480-
493.
Le Fanu, G. and Kelep-Malpo, K., 2015. Papua New Guinea: Inclusive education. In Education
in Australia, New Zealand and the Pacific (pp. 219-242). London: Bloomsbury Academic.
Nwedu, C.N., 2017. Enhancing Legal Aid through University Law Student Engagement: A Case
Study of EBSU Law Clinic Model. Int'l J. Clinical Legal Educ., 24, p.98.

NON-INCLUSIVENESS IN THE WORKPLACE
Pittman, J.M., 2015, June. Does Competitor Grade Level Influence Perception of Cybersecurity
Competition Design Gender Inclusiveness?. In Proceedings of the 2015 ACM SIGMIS
Conference on Computers and People Research (pp. 49-54). ACM.
Roy, S., 2016. The Smart City Paradigm in India: Issues and Challenges of Sustainability and
Inclusiveness. Social Scientist, 44(5/6), pp.29-48.