Before the start of this class, I believed diversity was important. The reason I believed it was important was because I feel that all people, men, women, Black, White, Asian, and any religion should be treated fairly and should all be provided an equal opportunity. I am too easy to trust that people are all fair to each other and that there is not a bias when hiring. I always hold the assumption, people look at the quality of the person’s ability to provide to the company. After the start of this class, I have been intrigued to know what the true population of my surroundings were. After a little research, I see my assumption of the population was not too far off. My findings have shown there are 92% Whites, 6% Hispanic or Latino, 2%
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The only reason I say we start a diversity group is simply due to the recent conversations I have heard around the hospital at the start of the holiday celebrations. I was most recently involved in a meeting and I had overheard a side-bar conversation with disgruntled employees discussing an upcoming party our department is putting together. The one employee stated, “why can’t we just call it what it is, it’s a Christmas party!” She was very passionate about this and I can understand to a point. I know if she was Jewish, she would be complaining that we weren’t calling it a Hanukah party. I believe if we implemented a diversity program at my establishment, she may have looked at things a little different. She is allowed to believe what she does, but she must understand that not everybody thinks exactly the way she does. It’s called a belief because it’s something YOU choose to believe in. Having a diversity program would allow people to learn about other cultures and notice there are can be inclusion and everyone is entitled to bring their background to the party.
Ross (2011) discussed, beginning with the orientation that employees are exposed to, the process of organizational learning is crucial to understanding how employees get the message about what is important in the organization and get the skills to perform consistently with what is deemed
The only reason I say we start a diversity group is simply due to the recent conversations I have heard around the hospital at the start of the holiday celebrations. I was most recently involved in a meeting and I had overheard a side-bar conversation with disgruntled employees discussing an upcoming party our department is putting together. The one employee stated, “why can’t we just call it what it is, it’s a Christmas party!” She was very passionate about this and I can understand to a point. I know if she was Jewish, she would be complaining that we weren’t calling it a Hanukah party. I believe if we implemented a diversity program at my establishment, she may have looked at things a little different. She is allowed to believe what she does, but she must understand that not everybody thinks exactly the way she does. It’s called a belief because it’s something YOU choose to believe in. Having a diversity program would allow people to learn about other cultures and notice there are can be inclusion and everyone is entitled to bring their background to the party.
Ross (2011) discussed, beginning with the orientation that employees are exposed to, the process of organizational learning is crucial to understanding how employees get the message about what is important in the organization and get the skills to perform consistently with what is deemed