Gender Diversity and Inclusion Report: Decision Making Analysis

This report analyzes the impact of gender diversity, ethics, and cultural competency on decision-making processes within organizations, focusing on a literature review of peer-reviewed journal articles. It examines how cultural competency, defined by knowledge, awareness, sensitivity, and operational effectiveness, influences workplace dynamics and decision-making. The report highlights the importance of diversity in improving team performance and financial returns, while addressing the issue of gender discrimination and its impact on female employees. It explores the legal and financial implications of discrimination, advocating for anti-discrimination policies and the appointment of diversity officers. Furthermore, the report evaluates effective communication styles in individual and group collaboration, emphasizing the need for understanding personality traits and promoting open communication within teams to enhance teamwork and decision-making. The conclusion reinforces the significance of diversity, cultural competence, and ethics in shaping organizational success and promoting gender equality.

Running head: GENDER DIVERSITY AND INCLUSION
GENDER DIVERSITY AND INCLUSION
Name of the Student
Name of the University
Author Note

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Table of Contents
Introduction......................................................................................................................................2
Analysis of impact of diversity, ethics and cultural competency on decision-making process.......2
Aspects of effective communication styles applied to individual and group collaboration............5
Conclusion.......................................................................................................................................6
References........................................................................................................................................8

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Introduction
Workplace discrimination or employment discrimination mainly occurs when the
employees or the job applicants are treated unfavorably in comparison to the others. The major
reason behind lack of equality in treatment provided to the employees can be based on different
factors that include skin color, race, gender, religion, age, national origin and age. The major
issue that had been discussed previously was based on the issues that are faced by women in
different organizations (Combs & Milosevic, 2016). Gender discrimination and its impact on the
female employees of the organization had been discussed in the assignment previously. The
report will be based on the literature review that will be developed with respect to the impact that
diversity, cultural competency and ethics have on the decisions that are made in the
organizations. The aspects related to effective communication that are applied to the individuals
and groups will also be discussed in the report in detail (Grissom, 2018).
Analysis of impact of diversity, ethics and cultural competency on decision-
making process
Cultural competency can be defined as the ability to understand and also communicate
with people who belong to different cultures. The enhancement of cultural competency in the
organizations can play a major role in increasing the diversity levels in an effective manner. The
different aspects or levels that have to be taken into consideration for understanding the cultural
values of employees include cultural knowledge, cultural awareness, cultural sensitivity and
cultural competence (Jones et al., 2017). Cultural knowledge is based on the knowledge that the
employees have about the history, values, beliefs and characteristics of a different cultural or
ethnic group.

3GENDER DIVERSITY AND INCLUSION
Cultural sensitivity on the other hand is based on the differences that exist between
different cultures without providing value to the differences. Cultural awareness is related to the
understanding of the culture of other groups that can also lead to the changes in understanding
the cultural attitudes (Lightfoote et al., 2016). Cultural competence is a combination of all three
aspects or stages and it further adds the levels of operational effectiveness. An organization that
is culturally competent is capable of bringing different attitudes, behaviors and policies in order
to work effectively within the cross-cultural settings (Ngo, 2017).
As discussed by Park, Chaiet and Greenberg (2020), diversity within the teams and
within organizations can have an impact on the decision making process. The diverse groups
tend to depict better performances and more accurate decisions are made in comparison to the
non-diverse groups. The organizations that are able to show better performances can provide
better financial returns and the performance levels are also affected in a huge manner by the
enhanced diversity levels within the top management. Diversity has the ability to improve the
ideas that are provided by the teams and their proper implementation as well. The enhancement
of financial returns of the organizations can be influenced in a huge manner by the increased
levels of diversity (Puritty et al., 2017).
Gender discrimination has proved to be a major part of the issues that are being faced by
women in their workplace. The American Association of University Women had reported that in
the year 2011 women had been able to make 77 cents for every dollar that is made by a man.
Different laws and regulations that have been developed and implemented by the government are
able to influence the levels of gender discrimination (Thoroughgood, Sawyer & Webster, 2017).
The company policies that can lead to the exclusion of female employees from the work process
can prove to be discriminatory in nature. For example, some of the company policies can have an

4GENDER DIVERSITY AND INCLUSION
impact on the application process of female applicants. Discrimination can lead to huge legal
troubles for the organizations. Financial support provided by the government can also be lost due
to the high levels of discrimination within different organizations (Takayama, Kaplan & Cook-
Sather, 2017).
Diversity within the organizations can reduce discrimination that is faced by the female
employees in different parts of the world. The organizations need to implement anti-
discrimination policies in order to reduce the levels of discrimination and to enhance the levels
of diversity as well. The organizations need to appoint employees who will be provided with the
duty to handle claims that are related to discrimination (Van Wagoner et al., 2019). The
employees who are appointed by the organizations for handling diversity can play a major role in
enhancing the friendliness of their operations. The female employees or women in the
organization can thereby continue their work process effectively with the help of proper support
that is provided by the friendly environment in the organizations (Triana et al., 2019).
Gender equality and diversity are considered to be two major aspects that have to be
taken into consideration by the modern organizations in order to enhance the levels of success.
The equal treatment provided to employees is a major principle that has to be implemented in
different organizations in order to ensure high levels of diversity. Gender is considered to be a
major factor that is able to affect the ways by which organizations treat their employees (Jones et
al., 2017). The development of a fair remuneration based policy that is not based on gender is
considered to be a major factor that is able to influence the levels of discrimination. The increase
in gender diversity in an organization is considered to be positive for its benefit. For example, the
UK has aimed at boosting the GDP by 9% if female employment rates can be similar with that of
Sweden (Van Wagoner et al., 2019).

5GENDER DIVERSITY AND INCLUSION
The challenges that are faced by the HR departments is mainly based on the ways by
which more women are enrolled in a successful and strategic manner in order to solve the real
issues. The real problems can be solved by HR departments by breaking the barriers related to
gender discrimination in organizations and also promoting equality in an effective manner. The
levels of equality within employees is considered to be an important aspect related to successful
operations of the firms (Velasco & Sansone, 2019).
Aspects of effective communication styles applied to individual and group
collaboration
The communicators within different organizations prove to be the most important part of
collaboration that is developed between the teams. The effective communication process can be
implemented in order to enhance the levels of group collaboration and to enhance make better
decisions as well. The examples of some situations in which the miscommunication can cause
major levels of issues include coaching, one-on-one meetings, providing a constructive feedback
to the colleagues, brainstorming sessions, delegating the tasks and setting the work expectations.
The core value of an organizations can provide major levels of support in proper development of
a cultural environment for the purpose of making different communication based practices
successful (Van Wagoner et al., 2019).
Team communication is considered to be a major aspect that is related to the proper
development of different communication styles. Some of the best practices that can be
implemented in order to the communicate effectively within the team members are as follows,
Understanding the personality traits – The personality traits of team members
need to be understood in an effective manner for the purpose of gaining proper

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information related to the social propensities and the strengths and weaknesses as
well. The workplace habits of employees will also be able to influence the
communication process within teams (Thoroughgood, Sawyer & Webster, 2017).
Sharing the communication style profile publicly – The information related to
strengths and weaknesses of the team members can be shared publicly after the
effective knowledge has been gained by the leaders.
Communication has the ability to influence teamwork in a negative and positive manner
as well. The requirement of collaboration in the projects is considered to be a major aspect
related to the process of communication. All members of the teams need to take the initiatives to
communicate and to develop active communication process as well. Team bonding and
teamwork can also be improved with the support that is provided by the leadership and
communication process. Different activities are considered to be an important part of the
effective communication process in the organizations include listening, saying what they mean,
practicing (Puritty et al., 2017).
Conclusion
The report can be concluded by stating that diversity, cultural competence and ethics are
able to influence the decision making process within the organizations. The problem related to
gender inequality that has been discussed earlier can also be affected by the enhancement in
levels of diversity. The cultural competency can also influence the decisions that are made by the
top management of different organizations. The high levels of cultural competence depicted by
the top management of firms can have a positive impact on the decisions that are made.
Communication process within the teams have also proved to be highly important for the firms

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and their effective operations in the industry as well. The collaboration levels can be enhanced
properly with the support that is provided by effective communications in the firms.

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References
Combs, G. M., & Milosevic, I. (2016). Workplace discrimination and the wellbeing of minority
women: Overview, prospects, and implications. In Handbook on well-being of working
women (pp. 17-31). Springer, Dordrecht.
Grissom, A. R. (2018). Workplace diversity and inclusion. Reference & User Services
Quarterly, 57(4), 242-247.
Jones, K. P., Arena, D. F., Nittrouer, C. L., Alonso, N. M., & Lindsey, A. P. (2017). Subtle
discrimination in the workplace: A vicious cycle. Industrial and Organizational
Psychology, 10(1), 51-76.
Lightfoote, J. B., Deville, C., Ma, L. D., Winkfield, K. M., & Macura, K. J. (2016). Diversity,
inclusion, and representation: it is time to act. Journal of the American College of
Radiology, 13(12), 1421-1425.
Ngo, H. Y. (2017). Sociocultural adaptation, perceived workplace discrimination and
psychological well-being of immigrant workers. In Migration in Post-Colonial Hong
Kong (pp. 76-99). Routledge.
Park, K. Y., Chaiet, S. R., & Greenberg, C. C. (2020). Diversity and Inclusion—One Size Does
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Puritty, C., Strickland, L. R., Alia, E., Blonder, B., Klein, E., Kohl, M. T., ... & Gerber, L. R.
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Takayama, K., Kaplan, M., & Cook-Sather, A. (2017). Advancing Diversity and Inclusion
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Thoroughgood, C. N., Sawyer, K. B., & Webster, J. R. (2017). What lies beneath: how paranoid
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Behavior, 103, 99-112.
Triana, M. D. C., Jayasinghe, M., Pieper, J. R., Delgado, D. M., & Li, M. (2019). Perceived
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Velasco, M., & Sansone, C. (2019). Resistance to Diversity and Inclusion Change Initiatives:
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